Predictors of work‐family enrichment: moderating effect of core self‐evaluations

Abstract

PurposeThe purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.Design/methodology/approachData were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.FindingsSupervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.Research limitations/implicationsThe cross‐sectional design of the study constrains inferring conclusions regarding causality.Practical implicationsThis study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work‐family enrichment experience.Originality/valueThe construct work‐family enrichment examined in this paper reflects an understanding of work‐family interface from a newer lens in a novel socio‐cultural context and demonstrates the moderating role of CSEs.