Although the direct effects of work-family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings of the relationship have been inconsistent. Drawing on social cognitive theory, the current research examined how workfamily enrichment contributes to job and family satisfaction by exploring the mediating mechanisms of self-efficacy and work-life balance. This study also empirically validated a new self-efficacy measure using the work-life interface nomological network. A heterogeneous sample of Australian employees (N=234) from four different organisations responded to two waves of data collection separated by a 12-month interval. Using structural equation modelling, the results of the statistical analysis provided preliminary support for the hypothesised chain mediation model and the newly-developed five-item self-efficacy to regulate work and life scale. Specifically, work-to-family enrichment and family-to-work enrichment were positively related to self-efficacy, which in turn had a positive effect on work-life balance. Similarly, work-life balance had a positive impact on job and family satisfaction. Evidence of these relationships over time was demonstrated, thereby emphasising the importance of personcognitive resources (e.g., self-efficacy) in influencing life outcomes. Validation of the selfefficacy scale also demonstrated robust psychometric properties and criterion validity. Implications of these results were subsequently discussed.

Objective:To identify profiles of parents’ work-family balance (WFB) and social support and examine their links with parenting stress and marital conflict.Background:As part of the “Circuit-breaker” social distancing measure to address COVID-19, the government of Singapore closed schools and workplaces from April-May 2020. Although this helped reduce transmission rates, for working parents, this period had been a challenging experience of working from home while providing care for children full-time. Problems in the work-home interface can have a significant impact on parenting and marital harmony.Method:We collected data from 258 parents in Singapore using online surveys. Latent profile analysis was used to identify profiles of parents’ WFB and spousal and employer support. Linear regression was used to examine links between profiles with parenting stress and marital conflicts. Results:Results indicated three distinct profiles of WFB and social support levels: (a) Strong (43%), (b) Moderate (38%), and (c) Poor (19%). Mothers were more likely than fathers to be in the Moderate and Poor profiles. One key finding is that profiles characterized by poorer WFB were found to be linked with higher parenting stress and increased marital conflicts. Conclusion:There are important variations in parents’ abilities to balance work and family and levels of social support received. Lock-downs can be detrimental to parenting and marital harmony especially for parents with poor WFB and weak social support. Implications:Any attention given to supporting working parents is vital and urgent to counter any problems in the work–family interface during a lock-down

Purpose-This study investigated the mediating roles of work and family demands and worklife balance on the relationship between self-efficacy (to regulate work and life) and work engagement. Specifically, it sought to explain how self-efficacy influences employees' thought patterns and emotional reactions, which in turn enable them to cope with work and family demands, and ultimately achieve work-life balance and work engagement. Design/methodology/approach-Structural equation modelling (SEM) of survey data obtained from 1,010 employees from four different organisations within Australia was used to test the hypothesised chain mediation model. Findings-The SEM results supported the hypothesised model. Self-efficacy was significantly and negatively related to work and family demands, which were in turn negatively associated with work-life balance. Work-life balance, in turn, enabled employees to be engaged in their work. Research limitations/implications-The findings supported the key tenets of social cognitive theory and conservation of resources (COR) theory and demonstrated how self-efficacy can lead to work-life balance and engagement despite the presence of role demands. Study limitations (e.g., cross-sectional research design) and future research directions were also discussed. Originality/value-This study incorporated COR theory with social cognitive theory to facilitate better understanding of how self-efficacy enhances work-life balance and work engagement through a self-fulfilling cycle in which employees achieve what they believe they can accomplish, and in the process, build other skills and personal resources to manage work and family challenges.

Social workers often experience stress from competing work and family demands, which negatively affects their job well-being and subsequently their job satisfaction. Yet, social workers can experience enrichment from participating in both work and family roles, which positively influences their job well-being and job satisfaction. The present study aimed to examine the mediating role of job well-being on the relationship between work-family enrichment and job satisfaction, and the moderating role of family support on the relationship between work-family enrichment and job well-being, and subsequently on job satisfaction for social workers. Data were collected from professional social workers employed in various governmental and non-governmental agencies across fifteen states and territories (n ¼ 428) in India using a paper-and-pencil questionnaire. We found that social workers who experienced work-family enrichment also experienced job well-being and subsequently job satisfaction, particularly at higher levels of family support. These findings highlight the importance of the synergistic combination of work and family resources such as family support, work-family enrichment and job well-being to enhance the job satisfaction of social workers. We discuss the implications of these findings for social service organisations and recommend ways in which work-family enrichment can be enhanced.

While a direct relationship between family support and job satisfaction has received empirical support, few work-family studies have examined how family support leads to job satisfaction. Drawing on the work-home resources model, we investigate the chain mediating roles of work-to-family enrichment (WFE), family-to-work enrichment (FWE), and job-related well-being on the relationship between family support and job satisfaction. Based on data collected from 439 social workers across Australia, structural equation modeling results revealed that the chain mediating effects of WFE and job-related well-being were supported. Our findings emphasize the important combination of work-family enrichment and job-related well-being in helping employees to harness support from their family members to achieve job satisfaction. We discuss both the theoretical and practical implications of the WFE, FWE, and job-related well-being mechanisms underlying the family support-job satisfaction relationship. K E Y W O R D Sfamily support, family-to-work enrichment, job satisfaction, job-related well-being, workhome resources model, work-to-family enrichment