Work-life Enrichment Research Articles

Job satisfaction: a positive attribute of work-family integration for female social work faculty

ABSTRACT Academic literature exploring the experiences and needs among women in the social work professorate has yet to explore the ways in which work-life and family-life are compatible, including work-life enrichment and job satisfaction. To remedy this empirical gap, the current descriptive exploratory study of 504 female tenure-track social work academics investigates components essential to job satisfaction, which are also important to work-life enrichment. A particular emphasis is placed on differences and similarities between women who have dependent children (e.g., under 18 and in the home), women who have adult children, and women who have no children. Data were collected using an on-line survey of social work faculty working at CSWE accredited programs. Variables explored include professional connectedness, workplace empowerment, career satisfaction, and stress. The most salient finding is that having dependent children is not a detriment to factors essential for successful work-life enrichment and job satisfaction, even though overall stress is higher. The three groups have more similarities than differences. Implications for policy, practice, and future research are addressed.

Exploring How Mindfulness Links to Work Outcomes: Positive Affectivity and Work-Life Enrichment

As evidence accumulates about the link between mindfulness and well-being, organizational scholars have begun to ask how and why mindfulness results in positive change among employees. Drawing on Conservation of Resources Theory and Work-Family Enrichment Theory, we explored the underlying mechanisms that may explain the relationship between mindfulness and work outcomes. Using a community-based sample of 117 employed adults, we found evidence for a serial multiple mediation model of positive affectivity and work-life enrichment in the relationship between mindfulness and work outcomes (i.e., job satisfaction, emotional exhaustion, turnover intentions). These results lend initial support for mindfulness as a psychological resource that helps employees accrue more positive work outcomes through higher positive affectivity and work-life enrichment. Practically speaking, this research suggests that mindful employees may be better equipped at leveraging positive affect, work-life enrichment, and work outcomes. As such, organizations may want to consider offering mindfulness interventions as one possible avenue for boosting employee resources.

Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface

Purpose The purpose of this paper is to examine the impact of work passion on life satisfaction and job performance through a work–life conflict path and a work–life enrichment path. The authors also consider individual and contextual factors under which these relationships are affected. Implications for researchers and HR practitioners are highlighted. Design/methodology/approach The conceptual paper draws mainly on conservation of resources theory to explore the differential impact of work passion on the work–life interface and, consequently, on life satisfaction and job performance. Findings The authors theorize how two types of passion – harmonious and obsessive – relate to both work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships, the authors also consider the moderating effects of psychological detachment and a supportive work–family organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–family relationship by illustrating its effects on two important outcomes for individuals and organizations, namely life satisfaction and job performance. Originality/value Although the study of work passion is gaining attention from management scholars, little research has examined its influence on job performance and the work–life interface. This paper advances the authors’ knowledge in these areas. Furthermore, the authors argue the importance of considering both the individual and organizational contexts wherein the experience of work passion plays out.

Managing Work-Nonwork Boundaries in Atypical Working Patterns: Evidence from Flight Attendants in Canada and Germany

Atypical working times have become an increasingly common reality for much of the workforce. While most of the research has focused on the negative impacts of shift work on employee health and family life, the possibility of enrichment between work and life roles has rather been neglected. Yet, it appears that shift workers may have some leeway in determining their own schedule through the use of “flex shifts”, indicating a possibility to achieve a satisfying work-life balance. Through the lens of work-family boundary dynamics, our paper analyzes the choices and experiences of shift workers who can, to a certain degree, request shifts suiting their personal preferences. We conducted a qualitative research and led 59 semi-directive interviews with flight attendants and service directors from Canadian and German airlines. Our findings indicate the presence of work-life enrichment between shift work and other life roles, including but not limited to the family domain. Our results allow for a discussion on employees’ right to flexible work and the construct of “work-life balance” in the twenty-first century.

Work-Life Balance Among Expatriates

There are 90000 professional expatriates working in Malaysia and the number is projected to increase year by year. This creates a need to explore work-life balance among expatriates in Malaysia. In this study, qualitative research method was used, and the data was collected using interview guide as the instrument. Actual data was collected from five (5) international lecturers in a public university in Sarawak. The data was analyzed using content analysis. The finding revealed that workload and family support are main contributors to work-life conflict among expatriates while receiving better salaries, meeting new people and experiencing culture are the work-life enrichment factors. Expatriates use general adjustment and interaction to adjust better with their new environment. Hence, it is recommended for organizations to support expatriates through relevant activities to assist them to achieve work-life balance in a foreign country.

Gestión equitativa, fuente de empoderamiento personal y compromiso afectivo

This research article aims to establish whether equitable management by managers improves the personal role of their employees thanks to the skills acquired in the work and if this improvement of the personal role could mediate the relationship between equitable management and identification with the company. The method used was a self-reported questionnaire to 19 working groups led by a manager, 398 women and 413 men. Structural equations by partial least squares (SEM-PLS) are applied. Results: the equitable behavior of the managers favors the personal life of the employees although the relationship and its intensity are not high. The models with a mediating variable of work-life enrichment explain the relationship between an equitable management with the identification with the company. Other results and differences between sexes and the gender of the manager are discussed.RESUMENEste artículo de investigación pretende establecer si la gestión equitativa por parte de los gerentes mejora el rol personal de sus empleados gracias a las habilidades adquiridas en el trabajo y si esta mejora del rol personal pudiera mediar la relación entre la gestión equitativa y la identificación con la empresa. El método empleado fue un cuestionario auto-informado a 19 grupos de trabajo dirigidos por un gerente/a, 398 trabajadoras y 413 trabajadores. Se aplican ecuaciones estructurales por mínimos cuadrados parciales (SEM-PLS). Resultados: la conducta equitativa de los gerentes favorece la vida personal de los/las empleados, aunque la relación y su intensidad no son elevados. Los modelos con variable mediadora de enriquecimiento laboral – vida personal explican en mayor medida la relación entre una gestión equitativa con la identificación con la empresa. Se discuten otros resultados y las diferencias entre sexos y el sexo del gerente.RESUMOEste artigo de pesquisa visa estabelecer se a gestão eqüitativamente pelos gerentes melhora o papel pessoal de seus trabalhadores graças às habilidades adquiridas no trabalho e se essa melhoria do papel pessoal poderia mediar a relação entre gestão equitativa e identificação com a empresa. Método: questionário auto-relatado para 19 grupos de trabalho liderados por um gestor, 398 trabalhadores homens e 413 trabalhadores mulheres. Equações estruturais são aplicadas por mínimos quadrados parciais (SEM-PLS). Resultados: o comportamento equitativo dos gerentes favorece a vida pessoal dos trabalhadores, embora o relacionamento e sua intensidade não sejam altos. Modelos com uma variável mediadora de enriquecimento do trabalho - vida pessoal explicam em maior grau a relação entre a gestão equitativa e a identificação com a empresa. Outros resultados e diferenças entre os sexos e o gênero do gerente são discutidos.

Oceans apart: work-life boundaries and the effects of an oversupply of segmentation

Employment trends see work and personal life domains becoming both more integrated (e.g. flexible working) and more segmented (e.g. global careers). Trends toward more extreme segmentation or integration may lead to a greater risk of misfit between employee preferences for and organizational supplies of integration/segmentation. This paper investigates the impact of organizational fit and misfit within a highly segmented occupational context: offshore work. With lengthy rotations away from home, followed by long periods away from work, limited inter-role communications and reduced day-to-day transitions between work and non-work roles, offshore work offers a segmented work-life interface. Fit and misfit of integration-segmentation preferences with perceptions of organizational integration-segmentation supply were examined among offshore employees, as well as their counterparts working traditional, office-based schedules. Using polynomial regression and response surface analysis, the impact of fit and misfit on work-life conflict, enrichment and organizational commitment was assessed. The data show that misfit resulting from an oversupply of segmentation may result in behavioral work-to-life conflict, associated with the reduced number of transitions between work and home roles, strain-based conflict, and a reduced transfer of resources from work to home resulting in less developmental work-life enrichment and organizational commitment. These findings contribute to existing literature by identifying the impact of misfit resulting from segmentation oversupply on individual and organizational outcomes, emphasizing the need for HR practitioners to recognize the potential for and impact of different forms of misfit within the changing landscape of their own organizational environments.

Does the motivational orientation matter? A regulatory focus perspective on work-life enrichment and work-life conflict.

The aim of this article was to examine the role of employees’ motivational orientation for work-life enrichment (WLE) and conflict (WLC). On the basis of the Work-Home-Resources Theory and Regulatory Focus Theory we conducted 2 cross-sectional studies (n1 = 202, n2 = 199). We hypothesized that a promotion orientation (toward personal growth and success) indirectly goes along with higher levels of WLE through work-related stress. We assumed that a prevention orientation (toward the prevention of losses and failure) is indirectly associated with higher levels of WLC through work-related stress. Simple mediation analyses partly supported our hypotheses. Higher levels of promotion focus went along with higher levels of WLE. Higher levels of prevention focus were associated with higher levels of WLC. Although we found an indirect effect of regulatory focus on WLE and WLC through emotional stress, we did not find one for cognitive stress. This project contributes to a deeper understanding of what fosters WLE and WLC and adds a new motivational perspective for work-life research. Our results can also be taken into account in practice for the development of organizational work-life policies or interventions.

Supportive organizational environment, work-life enrichment, trust and turnover intention: A national survey of PRSA membership

Based on an online survey of a national random sample of the PRSA membership (n = 650), this study is among the first to explore public relations employees’ own turnover intention and propose three contributing factors for employers to keep top talent in PR industry: a family-supportive organizational environment; the positive, enriching impact of professional work upon practitioners’ life; and PR practitioners’ trust toward employers. Theoretical and practical implications are discussed.

Demographics and Work-life Enrichment

Work-life enrichment is a construct which has received increased research attention recently (Brough, Siu, O'Driscoll, and Timms, 2015). Studies often explored the work-life enrichment from the point of view of contextual variables (Lapierre, et al., In Press). Literature exploration found that limited research had explored the relationship between work-life enrichment and employee demographics exclusively. This study exclusively examined the relationship between the employee demographics and work-life enrichment with the help of data obtained from 78 banking and academic professionals from the taluk of Viakom. The result of the analysis found that employee demographics (work, family and personal) does not have any relationship with work-life enrichment and there by conforms work-life enrichment as a construct which is less social in nature.

A Diary Study on Predictors of the Work-life Interface:The Role of Time Pressure, Psychological Climate and Positive Affective States

The present diary study builds upon the work-home resources model (ten Brummelhuis & Bakker, 2012) and the Model of Work-Family Enrichment (Greenhaus & Powell, 2006), and examines time pressure and psychological climate as predictors of work-life conflict and work-life enrichment. We further investigated happiness and vigour as indicators of positive mood and energy as mediators in these associations. Our five-day diary study was conducted via electronic devices with 92 employees (N = 357 matched daily measurements). We assessed daily time pressure, psychological climate, job control (as control variable), happiness, and vigour at work at the end of the working day. In the evening survey, answered before going to bed, we assessed daily work-life conflict and work-life enrichment. Results of nested multilevel path models, controlled for daily job control, revealed that daily time pressure was related to increased work-life conflict and decreased work-life enrichment. Daily psychological climate was negatively related to work-life conflict and positively related to work-life enrichment. Mediation analyses proved an energy-path. Vigour mediated the confirmed relations while happiness was no mediator.

Indigenous perspectives on work-life enrichment and conflict in Canada

PurposeThe purpose of this paper is to examine Indigenous perspectives of work-life enrichment and conflict and provides insights to better support Indigenous employees.Design/methodology/approachInterviews were conducted with 56 Indigenous people from six Canadian provinces. In total, 33 of the respondents were female and 23 were male. The interview responses were transcribed and entered in NVivo10. Thematic analysis was used.FindingsThe authors’ respondents struggled with feeling marginalized and felt frustrated that they could not engage in their cultural and family practices. The respondents spoke of putting family needs ahead of work and that many respondents paid a price for doing so.Research limitations/implicationsThe results are not generalizable to all Indigenous peoples, however these results do fill a void in the literature.Practical implicationsEmployers must consider revising policies including providing more supervisor support in the form of educating supervisors on various Indigenous cultural practices and examine ways of providing more flexibility with respect to cultural and family practices.Social implicationsIndigenous peoples have been marginalized since the advent of colonialism. This research addresses a gap in the literature by presenting how a group of Indigenous respondents frames work-life enrichment and conflict.Originality/valueVery few studies have examined Indigenous perspectives on work-life enrichment and conflict using a qualitative research design. It also aligns with one of the Truth and Reconciliation Commission of Canada’s calls to action.

From the Bedroom to the Office: Workplace Spillover Effects of Sexual Activity at Home

Sexual behavior represents relatively common and mundane home-life behavior, with demonstrated impact on both mood and general physical and psychological well-being. Integrating emergent research on sex and mood with theory on work-life enrichment, we propose a novel model demonstrating the effects of sexual behavior at home on next-day job satisfaction and job engagement as a function of positive affect. Using a 2-week daily diary study of married, employed adults, we found that (a) when employees engaged in sex at home, they reported increased positive affect at work the following day, independent of the effects of marital satisfaction; (b) sex at home increased both daily job satisfaction and daily job engagement as a function of increased positive affect; and (c) daily work-to-family strain-based conflict significantly reduced the likelihood of engaging in sex at home that evening. Accordingly, we extend theory on work-life enrichment by demonstrating the import of seemingly banal behavior on daily work life, with implications for work-life impingement.

Global cities, work and family collectivism and work-family conflict in India

Purpose The authors observe the impact of certain aspects of globalization on the work-family interface in India. Specifically, the purpose of this paper is to investigate the impact of life in Tier 1 (more globalized) vs Tier 2 (less globalized) cities, family/work collectivism and gender on work-family conflict (WFC) – both work interfering with family (WIF) conflict as well as family interfering with work (FIW) conflict. Design/methodology/approach The study surveyed 628 young employees on cultural values of collectivism and WFC. Findings Results suggest a main effect of tier in which Tier 1 city individuals experience more of both forms of WFC than Tier 2 city individuals. However, two- and three-way interactions between family/work collectivism and tier greatly moderate the main effect. Interactions indicate that family collectivism decreased WIF more for Tier 1 as compared to Tier 2 cities and work collectivism decreased FIW more for Tier 2 as compared to Tier 1 cities. The results suggest that high family collectivism creates high conflict for those who are low on work collectivism and high family collectivism creates low conflict for those who are high on work collectivism. Research limitations/implications The paper provides great insight into globalization and WFC within the context of cultural values. The paper calls for further studies on globalization, work life enrichment and cultural values. Practical implications The results build a case for more paid and organizationally supported interventions for work-life balance in India. Originality/value Large scale institutional changes, such as globalization, call for a reexamination of cultural dynamics. This study heeds the call and examines WFC in the context of rapid economic and social transformation occurring in India by bridging globalization, cultural change and WIF/FIW.

Creating an Engaged Workforce

Scholars have increasingly recognized the importance of studying factors leading to employee engagement. However, few researchers have created and tested theoretical models that propose mechanisms linking employee engagement to social contextual variables. Based on a random sample of employees ( n = 391) working across different industrial sectors in the United States, we proposed and tested a model (rooted in the Social Exchange Theory and the Job Demands-Resources Model) that examined how authentic leadership, transparent organizational communication, and work-life enrichment are interrelated. A simplified model containing both significant direct and indirect effects fits the data. Theoretical contributions and managerial ramifications of the study were discussed.

Relationships between superior support, work role stressors and work-life experience

Purpose – The purpose of this paper is to examine the effect of superior support, in the presence of a range of work role stressors, on both conflict and enrichment aspects of work-life interface simultaneously. The paper frames the research narrative of superior support by contextualizing it within superior’s dichotomous and opposing roles of organizational performance driver and support provider. Design/methodology/approach – Survey data was collected from Malaysian work adults. Drawing on a sample of 1,051 cases, structural equation modeling technique is used to examine the effect of superior support, with the presence of work role stressors, on individuals’ work-life experience. Three alternate models are compared: superior support as moderator of stressors-strain relationship; both superior support and work stressors as direct antecedents of work-life experience; and superior support as indirect antecedent (mediated by work role stressors) of work-life experience. Findings – Findings evidence the favorable model of superior support as indirect antecedent (mediated by work role stressors) of work-life experience. In addition, superior support has significant impact on work role ambiguity and work-life enrichment, however, its effect on work role conflict, work role overload and work-life conflict is not significant. Findings of the study also demonstrate the distinct effect of work role stressors on work-life experience in terms of direction and strength of impact. Practical implications – While superior support promotes greater work-life enrichment, its effect on work-life conflict is limited. Therefore, instead of superior support, employers have to identify alternate resources to assist employees to deal with conflict and interference of work-life interface. Distinctiveness of various work role stressors and interaction between these work role stressors offer practical implications to employer that all stressors at workplace should not be treated as identical and common to each other. Distinct effort should be taken to address different forms of work role stressors so that work-life conflict (resource depletion) can be minimized while work-life enrichment (resource gaining) can be enhanced. Originality/value – The research investigates superior support in relation to work stressor and work-life experience by scrutinizing the role of supervisors from the vantage point of supervisors as performance drivers as well as support providers. This provides a balanced narrative as compared to previous research focussing solely on either the support perspective or the employee effort extraction perspective. In its execution, the research incorporates enrichment aspect of work-life experience, in addition to the conflict and negative effect. Drawing on the Conservation of Resources Theory, the study teases out important implication for employers and researchers to show that superior support and work role stressors come together to shape individuals’ work-life experience by depleting resources (work-life conflict) and gaining resources (work-life enrichment) simultaneously, as well as drawing out the dilemma of supervisors as performance drivers and support providers at the same time.

Exploring the effects of workplace support on work-life experience: a study of Malaysia

To date most studies of workplace support and work-life experience have been of contexts where government policies and legislation to protect employee work-life balance interests are well established, such as US, UK, and other European countries. Little scrutiny has been given to these issues in less developed economies, where support and protection in terms of work-life policies and legislation at the national level is rather limited. Malaysia, the setting of this study, provides such a context. Two types of organizational support, work flexibility and superior support, are studied for their impact on work-life experience of Malaysians. The findings of this study are based on a national survey of working adults in Malaysia. Work-life experience is conceptualized to capture conflict and enrichment aspects, as well as bidirectional effects between work and nonwork. Results show that work flexibility and superior support lower work-life conflict marginally but facilitate greater work-life enrichment among Malaysians. The paper also draws out implications of these findings for human resource development professionals operating in workplace settings within national contexts with limited mandatory work-life provisions.

‘We are stronger than you know’: Work-Life Enrichment of Asian Minority Women in the UK

The work-life interface literature has focused primarily on work-family conflict among White women in western nations, leaving ethnic minority women under researched in this field. With the aim of ...

Integrating Work-Life Conflict and Enrichment in a Model by Life Stage

This study proposes a model that integrates work-life conflict and work-life enrichment measures with a life stage perspective. The model makes use of work-life balance as a collective term that in...

Gender Matters: The Effects of Communication Technologies on Engagement and Enrichment

This research explores how information-communication technologies have created a complex configuration of the professional and private for the average employee. We suggest that whether usage of technology after work hours to accomplish work produces costs or benefits for the work motivation and well-being of employees depends on the quality of the employee-organization relationship and gender. With a sample of 164 employees from a public company, interactive effects of gender and social exchange quality were found for work engagement and work/life enrichment levels reported. Further, the negative effects of excessive technology usage for work purposes after work hours are likely to be minimal, if individuals perceive a high-quality relationship between themselves and their employer. Specifically, we found that perceptions of an organization as family-supportive had a pronounced effect on increasing the engagement and work-life enrichment levels of women. Implications of the findings for policies and pract...