Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

Abstract

PurposeDrawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.Design/methodology/approachData were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.Practical implicationsPromoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.Originality/valueAlthough several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

Managing intense work demands: how child protection workers navigate their professional and personal lives

“…Secondly, we acknowledge prior study findings (e.g. Kalliath et al, 2020;McFadden, 2015) that have shown that in spite of the demands and challenges of child protection work or related social work, child protection workers do experience positive affect and satisfaction in their roles. Thus, we investigate how child protection workers draw on their strengths and resources to enact work-life strategies that help them to manage their work and non-work demands.…”

“…In light of recent studies (e.g. Kalliath et al, 2020;Lizano & Barak, 2015) which found that social workers' participation in work and family roles can enhance or diminish their quality of life in both domains, we sought to contextualise child protection workers' work-life experiences, and investigate the strategies they use to navigate their professional and personal boundaries.…”

Female Managers’ Experiences of Work-family Enrichment Realization: A Grounded Theory Study

“…According to social exchange theory, when the family or organization supports employees, they tend to respond with positive attitudes. Kalliath et al (2020) also signified that WFE positively influences job satisfaction among social workers. This aim is achieved through the mediating roles of family support and occupational health.…”

The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

“…Indicators to measure job satisfaction have been well managed by the organization, this is indicated by the suitability of the workload given to the remuneration received so that they feel that this job is helping their financial situation during the difficult conditions of the Covid-19 pandemic like today. This study is relevant to research conducted by Kalliath, et al (2020);Chan, et al (2016) which shows that workfamily enrichment has a positive and significant effect on employee job satisfaction.…”