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Abstract
larification. Research purpose: The main aim of our study was to get clarity on the dimensionality of the MACE-W2FE. The secondary aim was to test for approximate invariance of the measure for gender groups. Motivation for the study: Variations in the reported measurement models for the MACE-W2FE between studies are not conducive for theory development and called for clarification. Previous models reported were a multidimensional model and a second-order model. Approximate measurement invariance is a prerequisite for study differences between gender groups. Research approach/design and method: We did seek to resolve the problem by using bifactor model analysis, factor strength indices and local indicator misspecification analyses using a sample of 786 South African employees. Invariance was tested using the alignment optimisation method. Main findings: In this study, we solved a substantive research problem by determining that the data from the study best supported a single breadth factor or first-order factor model that was essentially unidimensional. The invariance tests across gender groups confirmed approximate configural, measurement and scalar invariances for the unidimensional model. Practical/managerial implications: Researchers and practitioners may include the MACE-W2FE in studies as a single-aggregated score without negligible loss in measurement precision. Contribution/value-add: The extended confirmatory factor analyses we conducted proved valuable in resolving the MACE-W2FE’s dimensionality vacillations, thereby enhancing the validity of inferences made from scale scores.
Highlights
Over the past few decades, work–family research has been dominated by the conflict perspective (Greenhaus & Beutell, 1985) according to which the fulfilment of multiple work and family roles leads to experiences of conflict and stress and their concomitant detrimental effects (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005)
We argue that the strong emphasis on ‘golden rules’ for goodness-of-fit proposed by Hu and Bentler (1999) in deciding model fit, in the absence of an in-depth analysis of the measurement model, is the likely reason for the different measurement models used in the work–family enrichment scale (WFES) and MACE-W2FE studies (Greiff & Heene, 2017; McNeish, An, & Hancock, 2018; Ropovik, 2015)
The rigor of analyses enabled us to make an informed choice about a robust MACE-W2FE measurement model that best reflected the work–family enrichment (WFE) theory
Summary
Over the past few decades, work–family research has been dominated by the conflict perspective (Greenhaus & Beutell, 1985) according to which the fulfilment of multiple work and family roles leads to experiences of conflict and stress and their concomitant detrimental effects (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). The conflict perspective has been the focus of most work–family studies conducted in Africa (Dubihlela & Dhurup, 2013; Koekemoer, Mostert, & Rothmann, 2010; Mostert, 2011; Opie & Henn, 2013). Because of the growing attention given to positive psychology, international work–family researchers have come to realise that resources may be generated when multiple roles are occupied, resulting in positive outcomes for employees, organisations and families (Greenhaus & Powell, 2006; Voydanoff, 2002). International scholars, organisations and human resource practitioners increasingly focus on the positive aspects of the work–family interface. The number of studies emphasising this positive interaction between work and family within the South African context is limited (De Klerk, Nel, Hill, & Koekemoer, 2013; Jaga, Bagraim, & Williams, 2013).
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