Faculty Satisfaction and Work-Family Enrichment: The Moderating Effect of Human Resource Flexibility

Michel, Robert Daniel Jijena; Michel, Carlos Eduardo Jijena

doi:10.1016/j.sbspro.2012.06.402

Cited by 18 publications

(34 citation statements)

References 24 publications

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“…Human resources are very valuable capital in modern countries (Čižiuniene, et al, 2016), in this respect are those, who have knowledge, education, training, skills, and expertise to work in companies (Crowford, 1991;Dessler, 2015). Human resource management in an organization becomes a very important aspect for its relationship in creating value, flexibility, achievement, and formulating the competence and flexibility of an organization (Michel & Michel, 2012;Čižiuniene, et al, 2016). Flexibility strategies are used to manage human resources in an organization to overcome market demand uncertainty (Dreyer & Grønhaug, 2004;Sushil, et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance

Sabuhari¹,

Sudiro²,

Irawanto³

et al. 2020

10.5267/j.msl

116

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This research aims to study and analyze the effects of human resource flexibility, employee competencies, organizational culture adaptation, and job satisfaction on employee performance. The study also examines the indirect effect between human resource flexibility and employee performance with the mediation of organizational culture adaptation and the effect of competence on employee performance through job satisfaction as a mediator variable. Using certain criteria, 105 employees of PT Pos Indonesia were selected as the sample. SEM-PLS was used to test the hypotheses. The study finds that human resource flexibility, employee competencies, and job satisfaction significantly influenced employee performance, but organizational culture adaptation did not have any significant effect on employee performance. Therefore, organizational culture adaptation was unable to mediate the effect of human resource flexibility on employee performance. However, job satisfaction partially mediates the effect of employee competencies on employee performance.

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Section: Introductionmentioning

confidence: 99%

The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance

Sabuhari¹,

Sudiro²,

Irawanto³

et al. 2020

10.5267/j.msl

116

View full text Add to dashboard Cite

show abstract

“…Thus, the results indicated that the variable of behaviour were supported and the variables of strain and time was not supported. Results indicated that conflict is negatively related to enrichment (Michel, & Michel 2012), but in the same direction of domains: from work to family and from family to work. Based on the previous research, Greenhaus and Powell (2006) concluded that work family enrichment and work family conflict are negatively related in some instances, for example, when a resource gained in a family role is applied unsuccessfully to work and the relationship will become not related in other instances when a resource gained in family is not applied to work.…”

Section: Path Coefficientmentioning

confidence: 92%

The Effect Of Work Family Conflict Toward Work Family Enrichment

Ishak¹

2018

The European Proceedings of Social and Behavioural Sciences

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New education system has been created by government to replace the old system that known as School-Based Assessment in place of exam-oriented education system. With this system, it is believed that each student will receive a balanced education in physical, emotional, spiritual and intellectual. High quality and performance of labor force in the organization are depending on Human Resource Management (HRM) practices. Thus, it is crucial for an organization to ensure that working environment of employees are balance. The objective of this study is to examine the effect of work family conflict (WFC) on work family enrichment (WFE). Unit of analysis for this study is focusing on the teachers among cluster school in state of Pahang. The study adopted the stratified sampling technique. The finding of this study demonstrated that the factor loading of each item is more than 0.60, average variance extracted (AVE) is above 0.50, composite reliability (CR) is above 0.70 and Cronbach's Alpha is above 0.60. Based on the results, the effect of behaviour on work family enrichment is negatively significant with t-value 2.581. However, the other two dimensions which is strain and time are not significant with t-value 0.631 and 0.383 respectively.Hence, it showed that, employee behaviour affected the enrichment in the organization.

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“…Schedule flexibility -creates the opportunity to minimize work-family conflict, promote work-family enrichment and improve functioning and performance at work and home‖ (Carlson et al, 2010, p. 331). In contrast, work-family conflict-the incompatibility of a person's work and home roles-negatively affects the way one performs in both domains (Carlson et al, 2010;Greenhaus & Beutell, 1985;Kreiner, Hollensbe, & Sheep, 2009), and decreases job and family satisfaction (Michel & Michel, 2012;Pattusamy & Jacob, 2017).…”

Section: Schedule Flexibility Work-life Balance and Job Satisfactionmentioning

confidence: 99%

The Role of Work-Life Balance and Worker Scheduling Flexibility in Predicting Global Comparative Job Satisfaction

Andrade¹,

Westover²,

Kupka³

2019

IJHRS

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Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. In part, this shift has resulted in a greater efficacy of various work-life balance and worker schedule flexibility elements in the experiences of employees in the workplace. However, little is known about the overall comparative quality of work and job satisfaction around the world in response to a shifting and increasingly interconnected global economy. In this study, we use non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015) to conduct an exploratory comparative analysis of the impact of various workplace conditions, job characteristics, and employee attitudes in relation to comparative job satisfaction across the globe, with a special focus on the role of work-life balance and worker scheduling flexibility. Employees across the globe respond quite differently to work scenarios, which poses challenges for companies operating in multiple countries, requires adjustments to human resource practices to optimize performance levels of employees and reduce turnover expenses, and should caution managers to scrutinize their procedures to adjust to new demands in the workplace. This study adds value by making global comparisons of various workplace factors and their impact on job satisfaction using a database reflecting practices in 37 countries.

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Faculty Satisfaction and Work-Family Enrichment: The Moderating Effect of Human Resource Flexibility

Cited by 18 publications

References 24 publications

The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance

The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance

The Effect Of Work Family Conflict Toward Work Family Enrichment

The Role of Work-Life Balance and Worker Scheduling Flexibility in Predicting Global Comparative Job Satisfaction

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