Abstract
Orientation: An instrument based on a theoretical model is necessary to measure the positive side of the work-family interface.Research purpose: To develop items for measurement of work-family enrichment based on the elements contained within a theoretical model and to evaluate the latent trait functioning of these items.Motivation for the study: Major limitations exist regarding the conceptualisation and scale development of the positive side of the work-family interface.Research design, approach, and method: A quantitative research approach using scale development procedures was employed to develop the 95-item instrument. A cross-sectional survey design was used to collect data randomly from selected employees; data were processed using Rasch analysis.Main findings: The five-category scale works well for the most part, although a four-category scale could be considered. Thirty-five items either over-fitted or under-fitted the work-family enrichment model. Person ability was measured in the low to middle ranges of work-family enrichment. Participants’ experience of work-family enrichment could be represented accurately. Sub-scale items displayed misfit, bias or both.Practical/managerial implications: The developed instrument can be investigated further to identify work-family enrichment factors that can measure workers’ experience of enrichment in their work and family domains.Contribution/value-add: This study furthers theory building and empirical research in industrial psychology, by developing a new theory-based measuring instrument for the positive side of the work-family interface in the South African context. This study expanded on the model proposed by Greenhaus and Powell, by including all five categories of resources gains. Furthermore, the total of the resources was diversified, since some of the content of these resources encompasses multiple meanings.
Highlights
Background to the studyDue to the increase of women in the workforce, dual-career couples, single-parent households and fathers who are actively involved in parenting, employees may find it difficult to combine their work and family obligations (Paoli, 1997; Polach, 2003; Schreuder & Theron, 2001)
The model consists of two main components that outline the theoretical framework of work-family enrichment: (1) the resources generated in work and family roles and (2) the paths that promote work-family enrichment in each role (Greenhaus & Powell, 2006)
Building on the theoretical framework provided by Greenhaus and Powell (2006), work-family enrichment can be defined as the extent to which various resources from work and family roles have the capacity to encourage an individual and to provide positive experiences, and thereby enhance that individual’s quality of life in the other role
Summary
Background to the studyDue to the increase of women in the workforce, dual-career couples, single-parent households and fathers who are actively involved in parenting, employees may find it difficult to combine their work and family obligations (Paoli, 1997; Polach, 2003; Schreuder & Theron, 2001). Employees can experience a certain degree of conflict between the two domains (i.e. work and family). The model was developed by Greenhaus and Powell in 2006 (see Greenhaus & Powell, 2006) and is bidirectional in nature (Greenhaus & Allen, 2011). This means that it measures to what extent certain resources gained from an individual’s work life can improve that person’s family life, as well as to what extent resources gained from family life improve the work life in turn. The model consists of two main components that outline the theoretical framework of work-family enrichment: (1) the resources generated in work and family roles and (2) the paths that promote work-family enrichment in each role (Greenhaus & Powell, 2006)
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