A Three‐wave Study of Antecedents of Work–Family Enrichment: The Roles of Social Resources and Affect

Abstract

On the basis of conservation of resources theory (Hobfoll, ) and the resource-gain-development perspective (Wayne, Grzywacz, Carlson, & Kacmar, ), this paper examines the differential impact of specific social resources (supervisory support and family support) on specific types of affect (job satisfaction and family satisfaction, respectively), which, in turn, influence work-to-family enrichment and family-to-work enrichment, respectively. A sample of 276 Chinese workers completed questionnaires in a three-wave survey. The model was tested with structural equation modelling. Job satisfaction at time 2 partially mediated the relationship between time 1 supervisory support and time 3 work-to-family enrichment (capital), and the effect of supervisory support on work-to-family enrichment (affect) was fully mediated by job satisfaction. Family satisfaction at time 2 fully mediated the relationship between time 1 family support and time 3 family-to-work enrichment (affect, efficiency). Implications for theory, practice and future research are discussed.

How do flexibility i-deals relate to work performance? Exploring the roles of family performance and organizational context

“…By definition, flexibility i‐deals are individualized to employees' unique work needs and are differentiated from what others already have; hence, recipients of flexibility i‐deals are likely to feel valued and happy, which positively affects their functioning in the family domain (Bakker & Demerouti, ). This is supported, for example, by a study by Siu et al () showing enrichment between work and family domains, which demonstrates that work resources (e.g., supervisor support) relate positively to work‐to‐family enrichment. Similarly, Daniel and Sonnentag () show that work resources (i.e., work engagement) relate to work‐to‐life enrichment, having an impact beyond the family, through instrumental and affective pathways, as suggested by the interrole enrichment perspective.…”

“…. This is supported, for example, by a study by Siu et al (2015) showing enrichment between work and family domains, which demonstrates that work resources (e.g., supervisor support) relate positively to work-to-family enrichment.…”

“…In line with the interrole enrichment perspective inherent in COR theory and the W-HR model, family performance is expected to play a motivational role by providing instrumental resources that help employees to achieve their work goals and perform better at work (Grzywacz & Marks, 2000). In addition, enhanced emotional and cognitive engagement with family produces more positive affect, which is an important resource for work performance (Siu et al, 2015). For example, enjoying a relaxing day with family members, which may be a valued resource, may generate other resources such as positive emotions and gratefulness (Ten Brummelhuis, Haar, & Roche, 2014).…”

Conservation of Resources Theory and the ‘Strength’ Model of Self-Control: Conceptual Overlap and Commonalities

“…It has considerable breadth and has been applied to many contexts, particularly the occupational context and the nexus between stress and health (e.g. Boyd, Tuckey, & Winefield, ; Gao, Shi, Niu, & Wang, ; Jenkins, Heneghan, Bailey, & Barber, ; Siu et al, ; Zijlstra, Cropley, & Rydstedt, ). The strength or resource‐depletion model is a dominant model of self‐control and suggests that individuals' capability to regulate the self is finite and dependent on a form of strength or ‘energy’ (Baumeister et al, ; Muraven, Tice, & Baumeister, ).…”

Life enrichment for workers in contemporary China

“…For example, Tang et al (2014) found that supervisory support and organizational support are important antecedent of work-to-family enrichment. Siu et al (2013) found that family support is an important role resource for family-to-work enrichment. Therefore, this conceptual paper presents the following proposition:…”