Antecedents and consequences of work-family enrichment among Indian managers
TL;DR: The authors identified core self-evaluations, family support, supervisor support and job characteristics as antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes.
Abstract: The present study identifies core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the findings are discussed.
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TL;DR: In this paper, the crossover effect of supervisors' work on subordinates' work and family enrichment was examined, and it was found that work-to-family enrichment crosses over from the supervisor to the subordinate through the subordinate's perceptions of greater schedule control.
163 citations
Cites background from "Antecedents and consequences of wor..."
...For example, both directions of enrichment produce attitudinal and performance benefits to the organization in the form of higher employee commitment (J. H. Wayne et al., 2006), enhanced job effort (J. H. Wayne, Musisca, & Fleeson, 2004), and heightened job satisfaction (Bhargava & Baral, 2009)....
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...Although evidence suggests that family-towork enrichment affects some work outcomes such as job satisfaction (Bhargava & Baral, 2009), our findings indicate that family-to-work enrichment may not be an effective predictor of behavioral or performance-based outcomes....
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TL;DR: It is proposed that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work, to address the mismatch between today's workplace and today's workforce.
Abstract: Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man—the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done a...
159 citations
Cites background from "Antecedents and consequences of wor..."
...…British samples (Kossek et al. 2011b), recent studies have explored work-family enrichment in China (Kwan et al. 2010, Siu et al. 2010) and India (Bhargava & Baral 2009), positive spillover in Australia (Haar & Bardoel 2008), the relationship of spillover and sleep quality in Canada (Williams et…...
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...Another example: Indians report the same level of workfamily enrichment regardless of their marital or parental status, presumably because mothers are not assumed to be sole suppliers of children’s needs but rather have extended family networks (Bhargava & Baral 2009)....
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...Although 95% of work-family research has been based on US or British samples (Kossek et al. 2011b), recent studies have explored work-family enrichment in China (Kwan et al. 2010, Siu et al. 2010) and India (Bhargava & Baral 2009), positive spillover in Australia (Haar & Bardoel 2008), the relationship of spillover and sleep quality in Canada (Williams et al. 2006), stress reduction in Germany (Hartung & Hahlweg 2011), work-home conflict and facilitation in Norway (Innstrand et al. 2010), negative effects of work on home life and positive effects of home life on work in South Africa (Rost & Mostert 2007), and work-family facilitation in Albania (Karatepe & Bekteshi 2008), to name a few....
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TL;DR: In this paper, the authors explored the mediating roles of psychological distress and positive mood in this process and found that psychological distress was a mediator to both job satisfaction and family satisfaction.
117 citations
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...…such as satisfaction (Carlson, Grzywacz, & Kacmar, 2010; Carlson, Kacmar, Wayne, & Grzywacz, 2006; McNall, Masuda, & Nicklin, 2010), performance (Bhargava & Baral, 2009; van Steenbergen & Ellemers, 2009), and health and well-being (Carlson et al., 2006; Stoddard & Madsen, 2007; van Steenbergen…...
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TL;DR: The authors investigated the impact of core self-evaluations on job satisfaction, with a primary focus on confirmation of the mediator role of career commitment, and found that both career commitment and core selfevaluations were significantly correlated with job satisfaction.
Abstract: The present study investigated the impact of core self-evaluations on job satisfaction, with a primary focus on confirmation of the mediator role of career commitment. Three hundred and twelve male soldiers completed the Core Self-Evaluations Scale, the Minnesota Satisfaction Questionnaire, and The Chinese Career Commitment Scale. The results revealed that both career commitment and core self-evaluations were significantly correlated with job satisfaction. Structural equation modeling indicated that career commitment partially mediated the relationship between core self-evaluations and job satisfaction. The final model also revealed a significant path from core self-evaluations to job satisfaction through career commitment. The findings extended prior reports and shed light on how core self-evaluations influence job satisfaction; this provides valuable evidence on promoting job satisfaction in non-commercial organizations.
79 citations
Cites result from "Antecedents and consequences of wor..."
...The result is in accordance with previous reports conducted in commercial organizations (Judge and Bono 2001; Bhargava and Baral 2009)....
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TL;DR: In this paper, the role of family support, co-worker support, supervisor support, work-life balance policies (WLBPs), work-family culture and job characteristics, as the predictors of workto-family (WFE) and family-to-work (FWE) enrichment was evaluated.
Abstract: Purpose – The purpose of this paper is to evaluate the role of family support, co‐worker support, supervisor support, work‐life balance policies (WLBPs), work‐family culture and job characteristics, as the predictors of work‐to‐family (WFE) and family‐to‐work (FWE) enrichment. In addition, it explored whether such effects were gender specific by examining the moderating effect of gender.Design/methodology/approach – Data were obtained from a sample of 485 managers in India. Analysis was done using multiple regressions.Findings – Analyses revealed that family support, co‐worker support, supervisor support, WLBPs, work‐family culture and job characteristics predicted WFE while family support and job characteristics predicted FWE. Little moderating influence of gender was found. Gender moderated the relationship between WLBPs and WFE such that the relationship between the two was stronger for women as compared to men. Similarly, gender moderated the link between job characteristics and WFE such that the rela...
75 citations
References
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TL;DR: The authors outline a framework for a science of positive psychology, point to gaps in the authors' knowledge, and predict that the next century will see a science and profession that will come to understand and build the factors that allow individuals, communities, and societies to flourish.
Abstract: A science of positive subjective experience, positive individual traits, and positive institutions promises to improve quality of life and prevent the pathologies that arise when life is barren and meaningless, The exclusive focus on pathology that has dominated so much of our discipline results in a model of the human being lacking the positive features that make life worth living. Hope, wisdom, creativity, future mindedness, courage, spirituality, responsibility, and perseverance are ignored or explained as transformations of more authentic negative impulses. The 15 articles in this millennial issue of the American Psychologist discuss such issues as what enables happiness, the effects of autonomy and self-regulation, how optimism and hope affect health, what constitutes wisdom, and how talent and creativity come to fruition. The authors outline a framework for a science of positive psychology, point to gaps in our knowledge, and predict that the next century will see a science and profession that will come to understand and build the factors that allow individuals, communities, and societies to flourish.
12,650 citations
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.
7,444 citations
"Antecedents and consequences of wor..." refers background in this paper
...Hackman and Oldham (1976) identifi ed core characteristics of job as autonomy, variety, identity, signifi cance and feedback that increase the perceived control over work and family matters, provide energy, increase motivation and help in acquiring new skills, when embedded in a job (Friedman and Greenhaus 2000)....
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TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors was developed to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and to evaluate the effects of job changes on employees.
Abstract: The properties and uses of the Job Diagnostic Survey (JDS) are described The JDS is intended (a) to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and (b) to evaluate the effects of job changes on employees The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs) Reliability and validity data are summarized for 6S& employees on 62 different jobs in 7 organizations who have responded to a revised version of the instrument
6,555 citations
"Antecedents and consequences of wor..." refers methods in this paper
...They were measured using 7 items (one item for each characteristic) scale from the larger measures of job characteristics created by Hackman and Oldham (1975) and Sims, Szilagyi, and Keller (1976)....
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TL;DR: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when time devoted to the requirements of one role makes it difficult to fulfill requirements of another.
Abstract: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
6,275 citations
TL;DR: A review of research on the influence of external environments on the functioning of families as contexts of human development can be found in this article, with a focus on the patterning of environmental events and transitions over the life course as these affect and are affected by intrafamilial processes.
Abstract: This review collates and examines critically a theoretically convergent but widely dispersed body of research on the influence of external environments on the functioning of families as contexts of human development. Investigations falling within this expanding domain include studies of the interaction of genetics and environment in family processes; transitions and linkages between the family and other major settings influencing development, such as hospitals, day care, peer groups, school, social networks, the world of work (both for parents and children), and neighborhoods and communities; and public policies affecting families and children. A second major focus is on the patterning of environmental events and transitions over the life course as these affect and are affected by intrafamilial processes. Special emphasis is given to critical research gaps in knowledge and priorities for future investigation. The purpose of this article is to document and delineate promising lines of research on external influences that affect the capacity of families to foster the healthy development of their children. The focus differs from that of most studies of the family as a context of human development, because the majority have concentrated on intrafamilial processes of parent-child interaction, a fact that is reflected in Maccoby and Martin's (1983) recent authoritative review of research on family influences on development. By contrast, the focus of the present analysis can be described as "once removed." The research question becomes: How are intrafamilial processes affected by extrafamilial conditions? Paradigm Parameters In tracing the evolution of research models in developmental science, Bronfenbrenner and Crouter (1983) distinguished a series of progressively more sophisticated scientific paradigms for investigating the impact of environment on development. These paradigms provide a useful framework for ordering and analyzing studies bearing on the topic of this review. At the most general level, the research models vary simultaneously along two dimensions. As applied to the subject at hand, the first pertains
6,114 citations