Abstract
Work to Family Facilitation considers that time and other resources spent on the job by an individual can have a positive impact on family life. The current study tests to what extent this perception affects the employee’s level of job satisfaction, affective commitment, and self-rated job performance. A systematic random sample of 293 faculty members from 30 public and private universities of Pakistan filled an online survey. Results from path analysis performed in AMOS indicate that Work to Family Facilitation is significant and positive predictors of all three outcomes variables. Moreover, both job satisfaction and affective commitment mediate path leading from work to family facilitation and self-rated job performance such that job satisfaction precedes affective commitment in the causal chain. Hence by devising family-friendly HR policies, effective job designs and fostering environment that is family supportive will result in enhanced employee performance. Similarly hiring employees with resourceful psychological traits or interventions to enhance resourceful psychological states can result in greater perception of work to family facilitation. Discussion and implications are followed by future research directions.
Highlights
Work-family linkages represent ways in which demands and resources in one domain influence the roles across the domain (Sarwar, Panatik, & ur-Rehman, 2019)
In previous literature we find studies regarding work-family conflict of academic faculty in Pakistan (Rehman & Waheed, 2012; Sana & Aslam, 2018), yet there is a dearth of literature with respect to academic faculty’s Work to family facilitation (W-FF)
The positive impact of work to family facilitation upon work attitude owes to positive resources that in the first place increased the perception of facilitation and gave rise to the positive work attitudes of job satisfaction and organizational commitment
Summary
Work-family linkages represent ways in which demands and resources in one domain influence the roles across the domain (Sarwar, Panatik, & ur-Rehman, 2019). For long conflict has dominated the research literature in work-family linkages. Individuals feel that they have to divide their time and energy resource to meet the demands of both domains and this division may be skewed towards one domain since resources are scarce (Greenhaus & Powell, 2003). Empirical research reveals that bidirectional facilitation significantly correlated with various work and non-work outcomes including job satisfaction, organizational commitment, performance, physical and psychological health, parentchild interaction, family satisfaction, marital satisfaction and personal well-being (Aryee, Srinivas, & Tan, 2005; Karatepe & Bekteshi, 2008; Karatepe & Magaji, 2008; Sarwar, Waqas, & Imran, 2014; Steenbergen, Ellemers, & Mooijaart, 2007; Volman, Bakker, & Xanthopoulou, 2013). Research has probed into the relationship of facilitation with work attitudes (Sarwar et al, 2014), limited research has explored its influence on job performance of academic faculty
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