Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences

We define work-family enrichment as the extent to which experiences in one role improve the quality of life in the other role. In this article we propose a theoretical model of work-family enrichment and offer a series of research propositions that reflect two paths to enrichment: an instrumental path and an affective path. We then examine the implications of the model for future research on the work-family enrichment process.

When Work And Family Are Allies: A Theory Of Work-Family Enrichment

Social Psychology of Organizations

Work and family research in IO/OB: Content analysis and review of the literature (1980–2002)

The present study examines global employee perceptions regarding the extent their work organization is family-supportive (FSOP). Data gathered from 522 participants employed in a variety of occupations and organizations indicated that FSOP responses related significantly to the number of family-friendly benefits offered by the organization, benefit usage, and perceived family support from supervisors. FSOP responses also explained a significant amount of unique variance associated with work–family conflict, job satisfaction, organizational commitment, and turnover intentions above and beyond the variance explained by the number of family-friendly benefits available by the organization and supervisor support. Results indicated that FSOP mediates the relationship between family-friendly benefits available and the dependent variables of work–family conflict, affective commitment, and job satisfaction. FSOP also mediated the relationship between supervisor support and work–family conflict. The results underscore the important role that perceptions of the overall work environment play in determining employee reactions to family-friendly benefit policies.

Family-Supportive Work Environments: The Role of Organizational Perceptions

We developed a measure of work–family culture (i.e., the shared assumptions, beliefs, and values regarding the extent to which an organization supports and values the integration of employees' work and family lives) and examined its relationship to work–family benefit utilization, organizational attachment, and work–family conflict. Using survey data from 276 managers and professionals, we identified three dimensions of work–family culture: managerial support for work–family balance, career consequences associated with utilizing work–family benefits, and organizational time expectations that may interfere with family responsibilities. As predicted, perceptions of a supportive work–family culture were related to employees' use of work–family benefits. Both work–family benefit availability and supportive work–family culture were positively related to affective commitment and negatively related to work–family conflict and intentions to leave the organization. In addition, the three culture dimensions were found to have unique relationships with these behaviors and attitudes.

When Work–Family Benefits Are Not Enough: The Influence of Work–Family Culture on Benefit Utilization, Organizational Attachment, and Work–Family Conflict☆☆☆★

This paper proposes a metatheory of work motivation incorporating theories of self-concept that have been proposed in the sociological and psychological literatures. Traditional theories of work motivation are reviewed, and the selfconcept-based sources of motivation are presented. How the self-concept influences behavior in organizations is explained and used to develop a metatheory of motivational sources. Both research and managerial implications of the model are presented.

Work Motivation: The Incorporation of Self-Concept-Based Processes

This study uses theories of moral reasoning and moral competence to investigate how university codes of ethics, perceptions of ethical culture, academic pressure from significant others, and ethics pedagogy are related to the moral development of students. Results suggest that ethical codes and student perceptions of such codes affect their perceptions of the ethical nature of the cultures within these institutions. In addition, faculty and student discussion of ethics in business courses is significantly and positively related to moral competence among students. Our results point to the need to further examine the connections among academic institutional structures, ethics pedagogy, and students’ moral development.

The Impact of Business Education on Moral Judgment Competence: An Empirical Study

This paper introduces a unifying model of work motivation based on theories of self concept that have been proposed in the sociological and psychological literatures. Reasons why such a model is ne...

Laura L. Beauvais

Papers

When Work–Family Benefits Are Not Enough: The Influence of Work–Family Culture on Benefit Utilization, Organizational Attachment, and Work–Family Conflict☆☆☆★

Work Motivation: The Incorporation of Self-Concept-Based Processes

The Impact of Business Education on Moral Judgment Competence: An Empirical Study

A self concept-based model of work motivation.

Work and Family From an Industrial/Organizational Psychology Perspective.