Of late, the relationship between work–family enrichment and support has started gaining some attention within the organizational behaviour literature. However, support emerging from the family front has often been neglected in previous studies. The purpose of our research is to empirically estimate the role of both work support (WS) and family support (FS) as predictors of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) among sales employees in Indian organizations. Data were collected through structured questionnaires from 330 employees belonging to firms from some of the major sectors of Indian industry, namely manufacturing, IT, FMCG, pharmaceuticals and financial services. The study first validated the support scale in the Indian context using exploratory factor analyses (EFA) and confirmatory factor analyses (CFA). Further, structural equation modelling (SEM) using AMOS (version 20) was used to test the model. Results supported the 20-item work support and family support scale measuring work and family support in the Indian set-up. Further, results of SEM suggested that work as well as family support significantly predicts work-to-family enrichment as well as family-to-work enrichment. The study signals the importance of ensuring a supportive organizational environment for an effective workforce. This not only can help in enriching one’s work life, but also can impact one’s family life as well. The same phenomenon also applies to family front; a supportive family results in an improved enrichment in work domain. This study contributes to work–family literature by addressing role of support—both work and family—as predictors of WFE and FEW, which has rarely been studied in the Indian context.

In the current globalized era, an increasing number of firms in the services sector require employees to work longer, frequently interact with customers and work across varied time zones. This has resulted in dilation of the boundary between work and family. This review explores the meaning, antecedents, consequences and moderators of work - family balance from conflict as well as enrichment perspectives. Further, the paper discusses the role of turn over intentions which have given mixed results in different settings. The review also focuses on the role of individuals' personality dimensions such as core self evaluation which are yet to gain prominence in work-family studies but are important enough to invite further research. The paper finally suggests the development of an integrated framework to understand the concept of work - family balance.

Spirituality has, perhaps, been one of the most misused and misconstrued of concepts and over the years, it has acquired diverse and somewhat conflicting meanings. In the recent past, there has been a growing interest in spirituality among academicians as well as practitioners of management and organisational behaviour. In fact, attempts are still continuing to clearly define spirituality by de-linking it from religion and also identify the quintessential facets, indicators or dimensions of spirituality. This paper presents a review of the work done in the area of spirituality in the last three decades, with the specific purpose of highlighting some of the uncertainties which still remain. The research studies examined here have been divided into seven sections and each section concludes by highlighting the most prominent gaps in that area. The purpose is to enable future researchers to bridge these gaps, in an effort to make the ongoing scientific exploration of spirituality both comprehensive and complete.

The number of alternatives for consumers in almost all purchase situations is increasing at an extremely rapid pace. Although more choices may have many benefits to the consumers, recent studies on choice overload have found that choosing from large alternatives may lead to negative consequences. Majority of the choice overload research has compared only two groups of small versus large assortment size. In extant literature, there is no clarity as to what are small and large assortment sizes. Assortment size used as small in one study has been used as large in some other studies. Small assortment size varied from 2 to 60 choices and large assortment size from 3 to 300 choices in past studies, and the presence of choice overload has been reported at completely different levels of assortment sizes. This study has used an array of six choice sets from 6 to 36 options as compared to just two groups of small versus large assortment. Switching likelihood of consumers was used to capture the choice overload effect in this study. The probability of consumers switching their earlier choice was plotted as a function of number of options using binary logistic regression. Results showed that probability of switching was almost a linearly increasing function of assortment size from 6 to 36 options. The graph of predicted probabilities from 2 to 300 options showed a sharp increase in switching behaviour initially and subsequent flattening of the curve when options became very large.

Purpose Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context. Design/methodology/approach Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model. Findings The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front. Research limitations/implications In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations. Practical implications Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations. Originality/value This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.