Abstract
Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work–family outcomes. Several implications for theory and practice are also discussed.
Highlights
How employees can attain a balance between their work and family lives remains a daunting challenge for contemporary managers
Our study developed and tested a research model based upon the job demand–resource (JD-R) framework with psychological capital as a personality antecedent and work–family linking mechanisms of conflict and enrichment as mediators
Capitulating on the above discussion and considering the differential salience approach, we present hypotheses for mediation of work-to-family conflict and enrichment as: Hypothesis 7 (H7): Job demands have a negative and indirect relationship with balance satisfaction mediated by work-to-family conflict
Summary
How employees can attain a balance between their work and family lives remains a daunting challenge for contemporary managers. Our study developed and tested a research model based upon the job demand–resource (JD-R) framework with psychological capital as a personality antecedent and work–family linking mechanisms of conflict and enrichment as mediators. Balance satisfaction is conceptually different from work–family linking mechanisms (conflict and enrichment), there is a logical connection between the two as both these approaches are shaped by domain-based demands and resources (Grawitch et al, 2013), and personal characteristics (Morganson et al, 2014). This sequential pathway starts from the possible influence of environmental factors on psychological capital (YoussefMorgan, 2014), which as a positive personality resource, can facilitate coping with work–family conflict, proactively managing multiple roles demands, efficiently utilizing domain resources, and enhancing work–family enrichment; leading to a positive appraisal of work–family balance (Morganson et al, 2014)
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