Work-family Enrichment Research Articles

Total Reward and Employee Performance in Technical Institutions, A Case of Kiambu Institute of Science and Technology, Kiambu County, Kenya

Employees are assets in any organization; the importance of an employee in institution is more significant because the industry is by nature manpower intensive. Most of the employee activity and behavior in the teaching sector involves direct contact with the students. Employee performance encompasses the activities related to a job and how well these activities are executed by employees. Every employee behavior or activity does not result in performance but their reactions to external environment. There is a need to ensure every employee is motivated and encouraged to get better performance. Accordingly, the project undertook to inquire on effects of total reward on employee’s performance in technical institutions in Kenya, focusing on the Kiambu Institute of Science and Technology situated in the County of Kiambu, Kenya. Specifically, the project’s focus was effects of financial rewards, non-financial incentives, work-life balance, and career development on employees’ performance in technical institutions. The study is grounded on five theoretical underpinnings: Expectancy theory, Two Factor Theory, Work-family Enrichment Theory, Social Cognitive Theory, and the Social Exchange Theory. Descriptive research design was used in the study to assert how total reward influences the performance of employees in technical institutions. Target population comprised 362 employees at Kiambu Institute of Science and Technology in Kiambu County, Kenya. The tool used for collection of data was pre-tested for validity and reliability through a pilot study on five respondents drawn from the sample. Purposive and stratified purposeful sampling was employed to select study samples. The researcher applied Yamane’s formula to generate the required sample size. Both closed and open-ended Questionnaires were used to elicit responses from the respondents. The research used SPSS computer software in undertaking analysis of the data. The research study found that total reward system had weak positive correlation with performance of employees (r=0,021, N= 155, p < 0.05). The study concludes that total rewards are essential for improved performance of employees as results of this project showed. These findings were important to the technical institutions in Kenya, if implemented could help in motivating the employees hence enhanced performance, the study suggest that studies to be done around work-life balance in rural and per-urban technical institutions.

Does work passion benefit or hinder employee's career commitment? The mediating role of work-family interface and the moderating role of autonomy support.

Based on the dualistic model of passion, this study explored the relationship between distinct types of work passion and career commitment, as well as the mediating role of work–family interface and the moderating role of autonomy support. A two-wave study was conducted among South Korean workers (N = 250) over a 5-month time period. Results showed that harmonious work passion was positively associated with career commitment, whereas obsessive work passion was not significantly associated with career commitment. Moreover, work–family enrichment partially mediated the positive effect of harmonious work passion on career commitment, and work–family conflict fully mediated the negative effect of obsessive work passion on career commitment. Results further indicated that autonomy support strengthens the positive effect of harmonious work passion on work–family enrichment. Furthermore, this study expanded the understanding of the underlying psychological mechanisms of effects of work passion. The implications and limitations of the study and potential topics for future research are discussed.

Role of Value Alignment and Work-Family Enrichment on Employee Retention among Private Secondary School Teachers in Jos North Local Government Area of Plateau State

Retention is one of the biggest challenges for today’s organizations especially in private secondary schools where there is a high exodus of teachers. The rate of turnover among private secondary school teachers is on the increase; this situation is not only catastrophic to the school but to the entire education system as the quality of education is determined by the quality of the teachers. The fact that teachers are liable for educating, forming and shaping the students who are regarded as the country’s future leaders, it is fundamental that their employers create programmes that would make these teachers feel connected to their work environment so that they would want to be retained. This study aimed to examine the role of spirituality and work-family enrichment on employee retention. A survey was conducted on 336 teachers of private secondary schools in Jos North Local Government Area of Plateau State. Matter-formism and Role expansion theories were used to explain the relationship that exists between the variables. Using SPSS version 22, results from regression analysis showed a strong positive significant relationship between the variables indicating that increase in meaningfulness at work would lead to high retention. Further analysis testing mediating relationship revealed a positive relationship between spirituality dimensions and retention. Conclusion showed a statistically significant relationship between meaningfulness at work and employee retention when work-family enrichment is used as a mediator. It was recommended that the organizations should enrich the work content of employees; pay more attention on work activities that would enrich family life and create an environment of mutual trust where employees would have a deep connection with one another; as these would make the employees happier, satisfied and remain with the organization.

Mechanisms of knowledge workers’ adaptive perfectionism on taking charge

Purpose This study aims to explore the mechanisms of adaptive perfectionism on employees’ taking charge (TC), the mediating role of work family enrichment and the moderating role of perceived organizational support (OS) in the relationship between adaptive perfectionism and employees’ TC. Design/methodology/approach This study is based on 305 knowledge workers working in diverse organizations in China to examine the hypotheses. Findings The results showed that adaptive perfectionism had a significant positive effect on employees’ TC. Both directions of work-family enrichment (WFE) and family-work enrichment (FWE) play a mediating role between adaptive perfectionism and employees’ TC. Perceived OS moderates the relationship between WFE/FWE and employees’ TC. Perceived OS moderates the indirect effects of adaptive perfectionism on employees’ TC through WFE and FWE. Originality/value This study explores the impact of adaptive perfectionism on employees’ TC, expands the scope of existing perfectionism research, enriches the research on adaptive perfectionism outcome variables and provides evidence and reference for follow-up research.

The Depleting and Buffering Effects of Telecommuting on Wellbeing: Evidence From China During COVID-19.

Meta-analytical research has demonstrated the benefits brought by telecommuting to wellbeing. However, we argue that such a setup in the course of the coronavirus disease pandemic exerts negative effects. On the basis of conservation of resources theory, this study determined how telecommuting depletes wellbeing (defined by job satisfaction and emotional exhaustion) through obstructing psychological detachment from work. Moreover, we incorporated family interfering with work and family–work enrichment as moderators that can buffer the negative effect of telecommuting on psychological detachment from work. Time-lagged field research was conducted with 350 Chinese employees, and findings largely supported our theoretical hypotheses. The elevated level of telecommuting results in minimal psychological detachment from work, which then leads to low wellbeing. Meanwhile, the negative effect of the extent of telecommuting on psychological detachment from work is reduced by family interfering with work. These findings extend the literature on telecommuting and psychological detachment from work through revealing why teleworkers present negative feelings during the pandemic.

Influence of Parental Experience on Transformational Leadership Behaviour: A Test of Work–Family Enrichment of Male Managers from an Employee Perspective

Abstract Background: When a male leader becomes a father, changes in his transformational leadership behaviour occur due to shifted priorities, role expectations and resource transfer between domains. Work–life enrichment research acknowledges the positive overall effects of fatherhood on overall transformational leadership behaviours. Our quantitative study contributes to existing knowledge by analysing the perception of behavioural changes of leaders from the employees’ view. The results are matched with previous studies to assess differences of perception between leaders and employees. Methods: Our research uses a granular, detailed definition of transformational leadership. Based on a sample of 139 respondents, we test the positive effects of fatherhood on leadership performance with Wilcoxon signed rank sum tests. Results: 13 out of 15 transformational leadership behaviours improve significantly with fatherhood. We find that leaders and employees view change differently. Employees perceive improvement similarly in terms of direction, but it is less pronounced in terms of magnitude. Moreover, we find that well rated leaders tend to benefit the most from fatherhood, at least from the perspective of their employees. Males perceive higher levels of improvement than females, which we attribute to a gender empathy bias. Conclusion: Our study confirms work–family enrichment theory and the positive effects of fatherhood on transformational leadership behaviour. Nevertheless, we show that not all involved parties perceive behavioural changes conformably.

Work-Family Enrichment: Does It Help Manage Emotional Exhaustion During The COVID-19 Pandemic?

Research Aims: This study aims to analyse the role of work-family enrichment on emotional labour and the impact of emotional exhaustion during the COVID-19 pandemic. Design/methodology/approach: The type of data collected is primary data that uses an online questionnaire. The sampling method is a purposive sampling technique. The PLS-SEAM is used to analyse the collected data. Research Findings: Work-family enrichment and family-work enrichment had a positive and significant effect on emotional labour (surface acting and deep acting) and on emotional exhaustion. Theoretical Contribution/Originality: The results of this study show the importance of the role of work and family enrichment to employees during this pandemic. That is, work and family support can give positive energy to manage their unstable emotions and reduce or even prevent some people from emotional exhaustion. Managerial Implication in the South East Asian Context: Organisations should concern with friendly-family policies that can fulfil work-family enrichment of employees. Employees will be more loyal to work and be more vigorous and thrive in the workplace, so it can reduce turnover. Research limitation & Implications: This study has not classified the workforce based on the WFH policy. The respondents could not differentiate between those who were WFH and those who were not. There seems to be a possibility that this can also affect work-family enrichment and emotional exhaustion. Keywords: well-being, work-family enrichment, emotional labour, emotional exhaustion

A systematic review of work–family enrichment in the hospitality industry

PurposeThis study aims to systematically review the work–family enrichment (WFE) studies in hospitality and tourism management and provide insight into the patterns and trends of WFE literature to practitioners and future researchers.Design/methodology/approachThis study design followed the guidelines of preferred reporting items of systematic reviews and meta-analysis. A final sample of 23 studies related to WFE that published from 2000 to 2021 was selected and systematically analyzed.FindingsThis study resulted in a framework that the antecedents and outcomes of WFE at the organizational, job and individual levels. Moderators between antecedents and outcomes were also identified. Theories such as conservation of resources theory, boundary theory, role theory and expansion theory were frequently applied in the investigation of WFE.Research limitations/implicationsThis study generated a framework that illustrates the organization characteristics, the job characteristics and individual factors that have examined in hospitality literature on the topic of WFE. This study also pointed out theories that have been used in investigating WFE. However, this systematic review may subject to publication bias and number of reviewed articles remained relatively small.Practical implicationsThis study provides suggestions on how hospitality operators could use internal marketing strategies and certain leadership styles (e.g. transformational and servant leaderships) to enhance employees’ WFE.Originality/valueThis study summarized the publication trends and patterns of the WFE studies in hospitality and tourism management in the past two decades, which provides suggestions for future scholars to further explore this research topic.

The influence of distributive and procedural justice on work–family conflict, enrichment, and mental health of Indian police

ABSTRACT Employing the conservation of resources theory as a theoretical framework, the present research investigates a model that studies the influence of distributive and procedural justice on work–family conflict, work–family enrichment, and mental health. The model also evaluates the impact of work–family conflict and enrichment on mental health. The purposive sampling technique and a survey instrument were used to collect data from Rajasthan (India) police and analyzed using structural equation modeling. The results indicate that perceptions of justice (distributive and procedural) reduce work–family conflict and foster work–family enrichment in the police. Additionally, work–family conflict and enrichment predict mental health. The results further suggest the mediating mechanisms of work–family conflict and enrichment between distributive (partial), procedural (full) justice, and mental health.

Factors associated with work-family enrichment among working Israeli parents during COVID-19 lockdowns

This study examined work-family enrichment, protective resources and psychological implications among working Israeli parents during COVID-19. In this cross-sectional study, 409 working parents were recruited during Israel’s third lockdown. Levels of FWC/WFC and resilience were moderate, psychological distress and fear of COVID-19 were low, and perceived social support was high. All the study variables showed significant associations with each other. A multivariate regression analysis explained 30% of the WFC and FWC variance. We found differences in FWC/WFC based upon children’s age but not on parents’ gender. FWC/WFC mediated the effect of perceived social support and resilience on fear of COVID-19 and psychological distress. The findings explain the importance of personal resources during the pandemic in buffering the negative effects of parents’ work- and family-related burdens and have important implications for helping families with young children cope during challenging times.

The effects of applying time management skills on the work-family conflict and work - family enrichment in pre-hospital emergency technicians

Introduction: Work-family conflict is a common problem among pre-hospital emergency technicians. The present study investigates the effects of applying time management skills on family-work conflict and work-family enrichment in pre-hospital emergency technicians. Methods: In this quasi-experimental study, eight emergency bases located in Birjand, Iran, were divided into two blocks: block A and block B (4 bases in each block). The two blocks were then randomly assigned to intervention and control groups, and 30 participants were selected from each block. Participants in both groups completed a demographic form, the work-family conflict scale, and the work-family enrichment scale. An eight-hour workshop on time management was held in one day for the intervention group. Immediately after the intervention and one month later, the two groups completed the study instruments. Data were entered into SPSS (version 19) for analysis. The independent t-test, repeated measures analysis of variance, and Bonferroni's post hoc test were applied for statistical data analysis. A P-value of less than 0.05 was considered statistically significant. Results: Regarding work-family conflict, family-work conflict, and total conflict, there was significantly more improvement from before the intervention to one month after the intervention in the intervention group compared to the control group (P<0.001). Improvement in work-family enrichment, family-work enrichment, and total work-family enrichment from before intervention to immediately after it in the intervention group was higher than in the control group (P<0.001). In the intervention group, family-work enrichment and work-family enrichment improvement from before intervention to one month after intervention were significantly higher than in the control group (P<0.001). Conclusion: Applying time management skills is an effective tool to improve work-family conflict and work-family enrichment in pre-hospital emergency technicians.

Organizational Work-Home Culture and its Relations with the Work–Family Interface and Employees’ Subjective Well-being

The two studies reported in this paper aimed to present and discuss both the validation of the Work-Home Culture (WHC) scale (Dikkers et al., Work & Stress, 21(2), 155–172, 2007) in the Italian context (Study 1), and a relational model that links the WHC to subjective well-being via the mediation of three facets of the work-home interface: work-family conflict, work-family enrichment and work-family balance (Study 2). Heterogeneous samples of workers from different organisations took part in the cross-sectional studies. Substantial support was provided for the robustness of the factorial structure of the 18-item WHC scale with five factors (three support dimensions and two hindrance dimensions). Individuals’ perceptions of a supportive WHC that characterises the organisation they work for – particularly with respect to work-family issues and the use of family-friendly benefits – turned out to be positively associated with work-family enrichment and balance. Only organisational time demands, which is a hindrance dimension, was associated with work-family conflict. Moreover, our findings suggest that WHC is significantly associated with subjective well-being and that this association is largely indirect – through the facets of work-family interface – rather than direct. The results of the two studies represent a relevant achievement from the perspective of conducting future research using this measure in different socio-cultural environments and ad hoc interventions in the fields of organisational psychology and occupational health.

Can't Disconnect Even After-Hours: How Work Connectivity Behavior After-Hours Affects Employees' Thriving at Work and Family.

As more organizations adopt telecommuting or working from home, the work-connected behavior of their employees during non-working hours increases, weakening the boundary between work and family. However, no study has clearly identified whether and how work connectivity behavior after-hours (WCBA) affects employees’ work and family status. Therefore, using role theory, we explored the mechanisms by which WCBA affects employees’ thriving at work and family through work–family enrichment and work–family conflict, and compared the impact of different levels of support for family members on work–family enrichment and conflict, using the Johnson–Neyman method. Our analysis of two-wave data from 257 employees led to the following findings. (1) WCBA had a positive impact on thriving at work, but not on family. (2) There is a ‘double-edged sword’ effect on the impact of WCBA on thriving at work, meaning that work–family enrichment can positively influence thriving at work and negatively influence work–family conflict. (3) There is a double-edged sword effect on the impact of WCBA on thriving at family, meaning that work–family enrichment can positively influence thriving at family and negatively influence work–family conflict. (4) The support of family members moderates the double-edged sword effect between WCBA and thriving at work, in that it can strengthen the positive effects of work–family enrichment (below 3.32 points or above 4.19 points) and weaken the negative effects of work–family conflicts (below 4.28 points). (5) Support from family members reinforces the positive impact of work–family enrichment (above 3.46 points) on thriving at family. Thus our study reveals the mechanisms by which WCBA affects the thriving at work and family of employees, and identifies potential methods for managing different levels of work–family enrichment and work–family conflict from the perspective of family member support.

Influence of Border-Keepers' Support on Work-Family Enrichment of Preschool Teachers in China: The Mediating Role of Work-Family Boundary Flexibility.

Based on work-family border theory and work-home resource theory (W-HR), this paper examines the impact of border keeper’s support (organizational support and family support) on work-family enrichment and whether or how work-family boundary flexibility mediates the relationship between border keeper’s support and work-family enrichment. A sample of 504 preschool teachers in Guangdong province, China completed questionnaires. The research results show a two-way process of work-family enrichment for preschool teachers in China. Organizational support was directly and significantly correlated with work-to-family enrichment (WFE), and family support was significantly and directly correlated with family-to-work enrichment (FWE). Organizational support had no significant positive predictive effect on work boundary flexibility which has a significant positive predictive effect on WFE. Family support had a significant positive predictive effect on family boundary flexibility which had a significant positive predictive effect on the FWE. In addition, the study found that family boundary flexibility mediates the relationships between family support and FWE whereas work boundary flexibility did not mediate the relationships between organizational support and WFE. The above research results are partly consistent with the existing research, and partly inconsistent, which is related to the profound influence of traditional culture in Chinese society and the current situation of preschool teachers in China. Such findings have important implications for improving the work-family enrichment of preschool teachers.

A influência do gênero na relação entre enriquecimento trabalho-família e comportamento de cidadania organizacional de militares brasileiros

The study aims to analyze the influence of gender on the relationship between Work-Family Enrichment (ETF and EFT), Organizational Citizenship Behaviors (OCC) and the possible moderating effects that EFT may have on the ETF's relations with the dimensions of the CCO scale among Brazilian Air Force military personnel. Through a quantitative study, the analyzes were performed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) and multigroup analysis (MGA) method. The results demonstrate that the relationship between the dimensions of the ETF and the dimensions of the CCO are equal between genders. However, the research makes it possible to know the characteristics that contribute to the Work-Family Enrichment process and to the manifestation of Organizational Citizenship Behavior.

From family to work: The mediating role of family-work enrichment and conflict between communication and well-being for dual-earner couples

From family to work: The mediating role of family-work enrichment and conflict between communication and well-being for dual-earner couples

The impact of work hours on work‐to‐family enrichment and conflict through energy processes: A meta‐analysis

SummaryWe use a meta‐analysis to introduce a framework that integrates research on the relationship between working hours and the work–family interface. Using the work–home resources model, we integrate work–family enrichment and conflict theory, focusing on the positive and negative mediational processes of human energy. We conceptualize working hours, within the framework of the work–home resources model, as the potential to increase vigor and exhaustion in tandem, which, in turn, would lead to increased work–family enrichment and work–family conflict, respectively. Our model suggests, and a meta‐analytic investigation (N = 459 846), supports that the two dimensions of human energy, vigor and exhaustion, mediate the relationship between working hours and work‐to‐family enrichment and conflict, respectively. Taken together, our findings contribute to the literature by integrating the positive and negative energy mechanisms in the relationship between working hours and work‐to‐family enrichment and conflict. Specifically, by showing the parallel paths of vigor and exhaustion that occur when individuals increase working hours, we reconcile mixed findings regarding the effect of working hours on the work–family interface.

Gratitude and work-family enrichment among Indian female workforce: exploring the mediating role of psychological capital

The main objective of the study was to explore the relationship between gratitude and work-family enrichment among women employees. It also intended to investigate the mediating role of psychological capital in the relationship of gratitude and work-family enrichment. The sample is comprised of 112 female employees enrolled in the MBA-executive program in different parts of India. Gratitude and PsyCap were measured first. Work-family enrichment was assessed after a gap of three months to facilitate the temporal precedence of the independent variable. Also, the data is collected in two trenches with an interval of six months, and thereby it tends to utilise the benefits of repeated cross-sectional studies. The interrelationships between gratitude, psychological capital, and work-family enrichment were explored using correlation and multiple regression. And the mediating effect was investigated with the help of bootstrapping method and the Sobel test. The findings revealed that gratitude and psychological capital significantly predict work-family enrichment. Also, the mediating effect of psychological capital in the relationship of gratitude and work-family enrichment was statistically significant. The paper also reports the theoretical and practical implications of the findings along with limitations and scope for future research.

Gain or Loss? Examining the double-edged sword effect of challenge demand on work-family enrichment

Gain or Loss? Examining the double-edged sword effect of challenge demand on work-family enrichment

Gratitude and Work-Family Enrichment among Indian Female Workforce: Exploring the Mediating Role of Psychological Capital

Gratitude and Work-Family Enrichment among Indian Female Workforce: Exploring the Mediating Role of Psychological Capital