Work-to-family Enrichment Research Articles

Considering need satisfaction both at work and at home: What matters for employees' work–family enrichment and well‐being?

AbstractThe current study examines complexities in relationships between need satisfaction at work, need satisfaction at home, work‐to‐family enrichment (WFE) and well‐being (in terms of positive affect). Competing theoretical perspectives are offered regarding relationships between need satisfaction and WFE. The first perspective, based in a domain specificity approach focused on the directional nature of WFE, suggests that need satisfaction at work is what matters for employees' WFE, irrespective of their need satisfaction at home. Alternatively, a second perspective proposes that both need satisfaction at work and need satisfaction at home represent important factors in employees' experiences of WFE and that congruence (i.e. similarity) between these two constructs is what matters for WFE. Competing hypotheses are tested in a sample of 204 full‐time employees who completed both a work and home survey and were rated on well‐being at home by a significant other. Results support the first perspective for competence need satisfaction and relatedness need satisfaction, while the second perspective is supported for autonomy need satisfaction. For all three needs, indirect relationships are found with well‐being, both at work and at home, via WFE. Relevant theoretical and practical implications are discussed as well as suggestions for future research.

Longitudinal associations between the rates of change in family to work enrichment, leader-member exchange, and job satisfaction

By integrating the work-home resource model with the leader-member exchange (LMX) theory, we adopt a change perspective to examine the effects of the change rate in family-to-work enrichment (FWE) on that in job satisfaction through the change rate in LMX. Using a longitudinal, multilevel sample of 360 employees in 71 teams, the results of three waves of data over eight months reveal the FWE change rate is associated positively with the LMX change rate, which, in turn, is associated positively with the job satisfaction change rate. Furthermore, we show that LMX differentiation at Time 1 moderates the FWE change rate's effect on the LMX change rate over time, such that the relation is stronger when the LMX differentiation is high at Time 1. Moreover, the LMX change rate mediates the interactive effects of the FWE change rate and Time 1 LMX differentiation on the job satisfaction change rate over time. The results also show that the initial level of FWE is related positively with the LMX change rate, but not with the job satisfaction change rate. These findings emphasize the importance of studying changes in family-work research and providing new insights into the processes of the FWE change rate's effects on the change rates of important work outcomes over time.

From strain to synergy: investigating the positive aspects of work–family interface among Indian doctors

Purpose This research aims to investigate the symbiotic relationship between work and family life among doctors in India, with a focus on work–family enrichment (WFE) as a positive interplay. The study seeks to examine the impact of two aspects of WFE, namely, work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) on job satisfaction (JS) and life satisfaction (LS), while exploring the mediating role of self-efficacy (SE). Design/methodology/approach The research employs a comprehensive survey to gather data from Indian doctors. The survey includes measures of WTFE, FTWE, JS, LS and SE. Structural equation modeling (SEM) was employed to examine the proposed connections among the research constructs, using IBM AMOS v.23. Findings The findings reveal that WTFE significantly impacts both JS and LS. However, FTWE does not show a direct influence on JS, though it does positively impact LS. SE plays a noteworthy role, having a strong direct influence on both job and life satisfaction. In terms of indirect influence, WTFE impacts job and life satisfaction through the mechanism of SE. Nevertheless, no significant indirect effect was found between FTWE and both types of satisfaction through SE. Originality/value This research presents several original contributions to the study of work–life balance among healthcare professionals. Firstly, its unique geographic focus on North India distinguishes it from existing literature, offering fresh insights into the experiences of doctors in this region. Moreover, the study's multifaceted examination of WFE, SE, JS, and LS introduces a comprehensive perspective seldom seen in current research.

Crossover effects of parent work-to-family experiences on child work centrality: A moderated mediation model.

Work-to-family conflict (WFC) and work-to-family enrichment (WFE) are prevalent experiences among working parents. Past research has highlighted the negative consequences of WFC and the positive implications of WFE for the focal person and crossover effects on significant others, such as spouses. However, research on crossover effects on children is sparse, especially in terms of their emerging work beliefs, such as work centrality. To address this research void, based on social support and role-modeling literature, we propose that parental WFC and WFE relate to child work centrality through perceptions of parental career support (an instrumental path) and parental job satisfaction (a sociocognitive path). In addition, we investigated whether these effects are moderated by parental intrinsic work motivation. Results from time-lagged data of 193 parent-child dyads in Switzerland (Study 1) showed that parental WFC (but not WFE) was negatively related to child perceptions of parental job satisfaction, especially when parental intrinsic work motivation was low. Child perceptions of parental job satisfaction were, in turn, positively related to child work centrality, which was positively associated with their job involvement 1 year later when they were in vocational education and training. A second study (Study 2) using a sample of German adolescents with additional control variables corroborated the specific relation between child perceptions of parental job satisfaction and child work centrality. We discuss the implications of our findings for the work-family crossover and work centrality literature. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Evaluating higher education (HE) work design to sustain academics' work–life balance

PurposeThis paper aims to examine work design and the linkages of work design with the work–life balance of academics in higher education (HE).Design/methodology/approachA sample of 307 academics was recruited for this study. The result was analysed using SPSS (statistical package of social science) and AMOS (analysis of moment structure) structural equation modelling (SEM).FindingsThis paper discovered that high autonomy, task significance, task identity and feedback were linked to greater work-to-family enrichment (W-FE) levels amongst academics, whilst, low job autonomy, task identity and task significance were linked to high work-to-family conflict (W-FC) levels.Originality/valueThis paper highlights the importance of promoting good academics' work–life balance by evaluating and improvising the academics' work design.

Family social capital and career advancement: the mediating role of family-to-work enrichment and the moderating role of perceived organizational politics

PurposeDrawing on social capital theory, this study investigated the effects of structural, cognitive and relational family social capital on employees' career advancement through the mechanism of family-to-work enrichment (FWE), taking perceived organizational politics (POP) as a moderator.Design/methodology/approachSurvey data were collected from 252 full-time employees working in public institutions and government departments in China, a collectivist cultural context. Hierarchical regression and path analysis were conducted to test the hypotheses.FindingsFWE significantly mediated the positive relationships between the three subtypes of family social capital and career advancement. The effects of structural and cognitive family social capital, but not relational family social capital (RFSC), on FWE were stronger when POP was low (vs high).Research limitations/implicationsFWE is arguably a promising mechanism for explaining the links between family social capital and career outcomes. However, due to the cross-sectional nature of the data, conclusions regarding causality remain limited.Practical implicationsFamily social capital may enrich the careers of employees in collectivist cultures. Managers should mitigate their organization's political climate to promote employees' career advancement.Originality/valueThis study contributes to career research by linking family social capital to career outcomes through the lens of FWE for the first time and by identifying organizational politics as an important moderator that can influence the dynamics of resource enrichment in a collectivist culture.

Explaining job satisfaction through the use of work–familybenefits and their impact on the employee’s family context

PurposeThis study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.Design/methodology/approachData are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.FindingsThe results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.Practical implicationsThis study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.Originality/valueThis study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.

Replicating the essentially unidimensional model of the MACE work-to-family enrichment scale: Going beyond goodness-of-fit indices

Orientation: Overreliance on goodness-of-fit (GoF) indices in confirmatory factor analysis (CFA) model fit evaluations appears to negatively influence the integrity and replicability of research findings in general, and on research to develop work-to-family enrichment (WFE) theory in particular.Research purpose: The purpose of this study was to test for the conceptual replicability of the essentially unidimensional CFA model of the MACE Work-to-Family Enrichment scale (MACE-W2FE) using Bayesian structural equation modelling.Motivation for the study: Multidimensional and second-order factor models are commonly reported for WFE instruments, but the more tenable essentially unidimensional model has remained largely untested, because of the limitations of GoF indices.Research approach/design and method: Two independent cross-sectional study samples of 627 and 346 employees from various industry sectors was used. Bayesian structural equation modelling (BSEM) was applied to assess whether model misspecifications at local indicator level were substantive in terms of classical test theory, and justified the rejection of an essentially unidimensional CFA model (the breadth factor) for different MACE-W2FE versions.Main findings: In this study it was found that the essentially unidimensional model of the MACE-W2FE conceptually replicated across different studies, samples, MACE-W2FE versions and statistical theorems.Practical/managerial implications: The MACE-W2FE can be univocally scored as a single breadth factor for use in future research.Contribution/value-add: This study demonstrated the value of local indicator misspecification analysis using BSEM in countering deficient model testing in WFE studies.

Contributions of Work-to-Family Enrichment to Parental Food Monitoring and Satisfaction with Food-Related Life during the COVID-19 Pandemic in Dual-Earner Parents and Their Adolescent Children.

Evidence shows that numerous family-related variables influence parents’ use of different food parenting practices (FPP), but less is known about the influence of parents’ work-related variables on their use of FPP, and their own and their children’s outcomes in the food domain. To fill this gap, the present study explored intra-individual and inter-individual effects between work-to-family enrichment (WtoFE), parents’ monitoring practices, the adolescent’s perception of their parents’ monitoring practices, and the three family members’ satisfaction with food-related life (SWFoL), in different-sex dual-earner parents with adolescent children. The mediating role of monitoring between WtoFE and SWFoL was also tested. A sample of 430 different-sex dual-earner parents and one of their adolescent children (average age 13.0 years, 53.7% female) were recruited in Rancagua, Chile, during March and June 2020. The three family members answered the monitoring dimension of the Compressive Feeding Practices Questionnaire and the Satisfaction with Food-Related Life Scale. Parents answered a measure of WtoFE based on the Work–Home Interaction Survey. Analyses were conducted using the Actor–Partner Interdependence Model and structural equation modelling. Results showed a positive association between WtoFE and SWFoL, directly (p < 0.001) and through monitoring in fathers (95% confidence interval [0.010, 0.097], actor effect). The father’s (p = 0.042) and mother’s (p = 0.006) WtoFE was positively associated with their adolescent’s SWFoL (partner effects). The father’s (p = 0.002) and mother’s (p = 0.036) WtoFE were positively associated with their own monitoring (actor effect), while only the father’s WtoFE (p = 0.014) was positively associated with the adolescent’s perception of their parents’ monitoring (partner effect). The father’s (p = 0.018) and mother’s (p = 0.003) monitoring, as well as the adolescents’ perception of their parents’ monitoring (p = 0.033), were positively associated with their own SWFoL (actor effects), while the mother’s monitoring (p = 0.043) was also associated with the father’s SWFoL (partner effects). Findings suggest that both parents’ WtoFE improved their monitoring practices, which, in turn, improved their own SWFoL and their adolescent child’s SWFoL. Policymakers and organizations must aim to promote the WtoFE of working parents.

Work-family enrichment: A potential buffer of inflammation among black adults?

BackgroundInflammation plays a known role in the development of cardiovascular disease (CVD), the leading cause of death in the United States and a condition that disproportionately affects Blacks. Although social stressors are frequently studied, the role of positive experiences in inflammation and its potential for CVD remains understudied. To address this gap, we examined the relationship between work family enrichment and inflammation in a population-based sample of working adults. MethodsParticipants were 447 working adults from Refresher Cohort of the National Study of Midlife Development in the United States (MIDUS) and the oversample of Blacks from the Milwaukee, WI. Serum concentration of pro-inflammatory biomarkers (IL-6/sIL-6r; CPR; Fibrinogen) were obtained via blood draw. Family-to-work enrichment (FtoWE) and work-to-family enrichment (WtoFE) were each assessed with four established survey questions. ResultsBlacks had higher concentrations of IL-6, CRP and Fibrinogen, and lower levels of sIL-6r than whites. A significant inverse relationship was observed between WtoFE and systemic inflammation as well as WtoFE and serum IL-6 concentration. ConclusionsIndividuals who perceived a stronger enhancing effect from work onto family showed lower levels of systemic inflammation and decreased concentrations of the pro-inflammatory cytokine IL-6; highlighting the potential work-family enrichment or other positive experiences may have in buffering the negative cardiovascular effects of inflammation. However, variation between racial groups remain undetermined.

CEO Family-to-work Enrichment, Information Search, and Organizational Ambidexterity

How do CEOs’ personal experiences outside the work domain affect organizational ambidexterity? Our study explores the underlying mechanisms through CEO family-to-work enrichment (FWE), the degree to which family experiences improve the quality of work and affect organizational ambidexterity. We demonstrate that CEOs who experience a higher level of FWE prefer to carry out distant and persistent information search activities. Consequently, the firm is more successful in achieving organizational ambidexterity. We find strong empirical support for our hypothesis with a two-round sample of 136 CEOs from China. This study provides several theoretical and managerial implications.

Effects of work-to-family enrichment on psychological distress and family satisfaction: A dyadic analysis in dual-earner parents.

Resources that individuals acquire at work can have significant effects on their own well-being and family satisfaction, and on those of their closest family relations. Following the conservation of resources theory, this study examined the effects of work-to-family enrichment (WFE) on psychological distress (depression, anxiety, and stress) and family satisfaction (SWFaL) in different-gender dual-earner parents. The sample consisted of 473 couples - mother and father - from Temuco, Chile, who answered the Work-Family Interface scale, the Depression, Anxiety and Stress Scale, and the Satisfaction with Family Scale. The analysis was conducted using the Actor-Partner Interdependence Model (APIM). Results showed that WFE was positively associated with SWFaL for both mothers and fathers (actor effects), whereas higher WFE was linked to lower psychological distress only in fathers. For mothers and fathers, psychological distress was negatively associated with their own (actor effects) and the other parent's SWFAL (partner effects). The mediating role of psychological distress was found only for fathers' WFE and their SWFaL. These results indicate that resources from work can increase family satisfaction for both fathers and mothers in dual-earner couples with adolescent children. However, in these couples, fathers acquire affective resources (positive mood) that reduce their own psychological distress, while mothers acquire skills (managing time at home more efficiently) that they invest directly in the family domain.

The relationship between family cohesion, family-work conflict, enrichment and psychological health of Indian police

PurposeThe purpose of this study is to test the influence of family cohesion on family-to-work conflict (FWC), family-to-work enrichment (FWE) and psychological health. The study also aims to investigate the impact of FWC and FEW on psychological health. The study uses conservation of resources theory as a theoretical base.Design/methodology/approachData came from frontline officers of Rajasthan police in India using a purposive sampling technique. The study utilizes Partial Least Square Structural Equation Modeling to test the proposed research model.FindingsThe findings reveal that family cohesion is a critical family resource that diminishes FWC and boosts FWE. The findings further demonstrate that FWE improves psychological health. Lastly, the study displays that FWE fully mediates the link between family cohesion and psychological health.Research limitations/implicationsThe male-dominated sample prevents evaluating gender differences in the proposed relationships. Generalizations to other cultures and contexts are limited. The findings of the study suggest that police administrators need to understand the family characteristics of officers and plan interventions to facilitate a cohesive family environment in the police.Originality/valueLittle is known about the family direction relationships (FWC and FWE) in work-family research. To the best of the authors' knowledge, this is the first study to test a model of family cohesion, FWC, FWE and psychological health.

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 meta‐analytic investigation of the personal and work‐related antecedents of work–family balance

SummaryWe conducted a meta‐analysis examining antecedents of work–family balance, including personal characteristics, work demands, and work resources, as well as bidirectional conflict and enrichment. Bivariate results across 130 independent samples (N = 223 055) revealed that personal characteristics linked to more negative affect (i.e., neuroticism) and work demands (i.e., work hours, work overload, and job insecurity) were negatively associated with balance, whereas personal characteristics linked to more positive affect (i.e., extraversion and psychological capital) and work resources (i.e., job autonomy, schedule control, and workplace support) were positively related to balance. Family‐to‐work enrichment (FWE) was more strongly related to balance than was family‐to‐work conflict (FWC), and work‐to‐family conflict (WFC) was more strongly related to balance than was FWC. Finally, integrating tenets of job demands‐resources (JD‐R) theory, we examine two pathways (i.e., strain and motivation) through which antecedents relate to balance using meta‐analytic structural equations modeling (MASEM). In the strain pathway, neuroticism and job overload were negatively related to balance indirectly through higher WFC. In the motivation pathway, extraversion and job autonomy were positively related to balance indirectly through higher WFE. Work social support related positively to balance through higher WFE as well as lower WFC. We discuss theoretical and practical implications.

Family-to-work enrichment associations between family meal atmosphere and job satisfaction in dual-earner parents.

Research on factors related to job satisfaction in parents has mainly focused on work-related variables, paying less attention to family events that may provide parents with resources to invest in the work domain. To contribute to this body of knowledge, this study examined the associations between family meal atmosphere and job satisfaction in dual-earner parents with adolescent children, and tested the mediating role of family-to-work enrichment (FtoWE) between family meal atmosphere and job satisfaction. Questionnaires were administered to 473 different-gender dual-earner parents in Temuco, Chile. Participants answered the Project-EAT Atmosphere of family meals scale, three items that measure FWE from the Work-Home Interaction Survey, and the Overall Job Satisfaction Scale. Analyses were conducted using the Actor-Partner Interdependence Model and structural equation modelling. A positive association was found from family meal atmosphere to job satisfaction, directly and via FtoWE in fathers, and only via FtoWE in mothers. No associations were found for these variables between parents, as, one parent’s perception of a pleasant family meal atmosphere is positively associated with their own FtoWE and job satisfaction, but not with those of the other parent. These findings suggest policymakers and organizations to account for workers’ experiences in the family domain to improve satisfaction in the work domain.

Work-to-family enrichment and atmosphere of family meals influence satisfaction with food-related life: An actor-partner interdependence approach in dual-earner parents with adolescent children

The effects of work-to-family enrichment (WtoFE) have been examined on outcomes such as family and job satisfaction, with scarce research on the potential effects of WtoFE on the food domain. To fill in this gap, the present study explored actor and partner effects between WtoFE, the perception of the atmosphere of family meals (AFM), and satisfaction with food-related life (SWFoL) in different-sex dual-earner parents with adolescent children using the Actor-Partner Interdependence Model; the mediating role of AFM between WtoFE and SWFoL was also tested. Questionnaires were administered to 473 different-sex dual-earner parents and one of their adolescent children (average age 12.5 years, 51.4% male) in Temuco, Chile. The three family members answered the Project-EAT Atmosphere of family meals scale and the Satisfaction with Food-related Life Scale. Parents answered a measure of WtoFE based on the Work-Home Interaction Survey. Analyses were conducted using structural equation modelling. Results showed a positive association from WtoFE to SWFoL, directly and through the perception of the atmosphere of family meals in both parents (actor effects). Both parents’ WtoFE was associated with their adolescent children’ SWFoL via the adolescent’s perception of the atmosphere of family meals, while the mother’s perception of the atmosphere of family meals was directly associated with the adolescent’s SWFoL (partner effects). Findings suggest that resources that mothers and fathers acquire from work and invest via WtoFE have positive effects on their own and their adolescent children’s perception of the atmosphere of family meals and SWFoL. As higher WtoFE has also been related to other positive outcomes in the job and health domains in workers, policymakers and organizations must aim to promote WtoFE in working parents.

The Effect of Family Support on Owners’ Wellbeing and Performance of Women-owned Enterprises in Pakistan: The Mediating Role of Family-to-Work Enrichment, Complemented by firms and Owners Demographics.

Many women entrepreneurs venturing into the business world, are, however, still responsible for a larger portion of family responsibilities. Consequently, a deeper understanding of the bidirectional effect of family and work on women’s entrepreneurship and its uniqueness is vital. This study aims to explain how family support affects these women's well-being and their firms’ performance. In this regard, Neneh (2017) proposed a mediating role of family-to-work enrichment (FWE) on the relationship between family support and performance. We proposed a theoretical framework, modifying Neneh’s model to include wellbeing as in outcome, as well as demographics in a moderating role in family support and performance nexus. We argue that Family support is measured by 1. Emotional (ES), .2 Instrumental (IS), and 3. Financial Support (FS), leads to better family-to-work enrichment (FWE). FWE was measure by 1. Instrumental FWE, and 2. Affective FWE. Higher FWE would in turn increase the firms’ performance. It would also increase the well-being of these women entrepreneurs. We included four dimensions of Well-being namely 1. psychological (PWB), 2. social (SWB), 3. Workplace (WWB), and 4. subjective well-being (SBB). We also proposed a complementary role of entrepreneurs numbers of children, their education, and age, their firms’ size, and age, in family support and performance relationship, in a way that the effect of Instrumental, and Affective FEW on firms performed in less effective where women owners are more educated, having more age, and having larger firms size and age. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 530 women entrepreneurs as well as some of their family members and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that ES and IS seem to have a significant positive effect on Affective and Instrumental FWE. FS also seems to affect affective FEW. Affective FWE in turn seems to positively affect firm performance. ES and IS also seem to have a significant positive effect on firms' performance (FP), Hence Affective FEW seems to partially mediate the effect of ES, FS, and IS on FP. Results also suggested a significant positive number of children on FP, whereas firms’ size seems to affect FP negatively. However, a higher firm size seems to make the ES-FP relationship weaker. On the other hand higher education level would strengthen the ES-FP nexus. With regards to wellbeing, ES and IS seems to positively affect all four dimensions of wellbeing i.e. PWB, SBB, SWB, and WWB. Affective FWE also seems to affect PWB, SWB, whereas, Instrumental FWE seems to positively affect PWB and WWB. Hence, Instrumental FWE seems to positively mediate the effect of ES and IS on PWB, and WWB, whereas Affective FWE mediates the effect of ES, FS, and IS on SWB. The findings emphases the need for the current system to take into account the distinctive needs and challenges of women entrepreneurs and provide the necessary support and environment to foster their growth and prosperity.

Work-Family Enrichment as a Silver Lining of Work-Family Interface in the Academic Society: Causes and Consequences

Work-family interface that covers family and work reciprocal relations includes both aspects of negative and positive interactions of people’s work and family lives. This article deals with the analysis of the antecedents and consequences of positive aspects among faculty members. Specifically, the study investigated the effect of flexible working arrangements on work and family enrichment with the moderating role of gender and self-efficacy. In addition, the relationship between work-family enrichment and job involvement, organizational identification, and family satisfaction was tested. The survey questionnaires were distributed to the faculty members of four premium universities in Tehran, and the structural equation modeling was used to test the hypotheses. The results showed that flexible working arrangements have a significant positive effect on family to work enrichment (FWE) and work to family enrichment (WFE). Moreover, WFE was found to have a significant positive effect on job involvement, organizational identification, and family satisfaction. On the other hand, the effects of FWE on job involvement and family satisfaction were confirmed; however, FWE did not have any significant effect on organizational identification. The moderating role of self-efficacy in the relationship between flexible working arrangement and FWE was confirmed, while the moderating role of gender in the relationship between flexible working arrangement and work-family enrichment (in both directions) was rejected. As a major conclusion, it can be said that in the academic community of Iran, flexible working arrangements can still be used to enrich work and family life and perhaps achieve a higher level of work-family balance.

Understanding the impact of family-to-work conflict and enrichment on the performance of entrepreneurial firms: A conservation of resources perspective

Entrepreneurs are critical human resources that have a significant impact on the performance of entrepreneurial firms. Yet, the nature of many entrepreneurial resources means that they are in demand by both their work (firms) and their families. Little is known about the impact that such dual demands might have on an entrepreneur’s ability to manage their own resources for their firm’s performance. Drawing upon conservation of resources (COR) theory and family-work literature, this paper develops a model to examine how family-to-work conflict (FWC) and family-to-work enrichment (FWE) shape the performance of entrepreneurial firms, directly and indirectly, through the mediation of entrepreneurial commitments. The model also explores the potential role of entrepreneurs’ key personal resources as a unique type of human resource that utilizes entrepreneurs’ internal dispositions to moderate the relationship between FWC/FWE and entrepreneurial commitments (and, hence, business performance). Empirical results from a study of 261 entrepreneurial firms in China provide support for our conceptual model. The paper has important implications for both HRM and entrepreneurship research and practices.