Family-friendly work practices and their outcomes in China: the mediating role of work-to-family enrichment and the moderating role of gender

Abstract

a school of Business, east china university of science and Technology, shanghai, china; b research Institute of economics and management, southwestern university of finance and economics, chengdu, china; c school of management, university of new south Wales, sydney, australia; d school of Business administration, southwestern university of finance and economics, chengdu, china ABSTRACT Based on a survey of a sample of employees (n = 726), we examine whether work-to-family enrichment mediates the relationship between two types of flexible work arrangements (i.e. flextime and a compressed workweek) and two workrelated outcomes (job satisfaction and turnover intention). In addition, we examine the moderating effect of gender on the relationship between flexible work arrangements and workto-family enrichment and between work-to-family enrichment and the work-related outcomes. The results show that workto-family enrichment acts as a mediating factor between flexible work arrangements and outcomes. In addition, the relationship between work-to-family enrichment and turnover intention is stronger for female employees. Finally, the implications for research and practice are discussed.

Work-to-family enrichment and gender inequalities in eight European countries

“…Baral and Bhargava, 2010;Chen et al, 2016;Daniel and Sonnentag, 2016;Lee et al, 2011;Marques et al, 2015;Siu et al, 2010), comparative studies on WFE appear to be lacking. There is theoretical reasoning about the impact of national gender egalitarianism on men's and women's WFE.…”

“…Although the majority of studies use aggregate measures of overall WFE (e.g. Bhargava and Baral, 2009;Carlson et al, 2010;Chen et al, 2016;Daniel and Sonnentag, 2016;Marques et al, 2015;Siu et al, 2010), a recent study by Nicklin and McNall (2013) provides evidence that the different dimensions of enrichment may have distinct antecedents and consequences. The present study focuses on developmental work-to-family enrichment and the transfer of resources along the instrumental pathway between work and family domain.…”

“…These studies mainly examined gender as a moderator of the relationships between antecedents (e.g. social support at work, job characteristics) and WFE or WFE and attitudinal outcomes, such as job/family satisfaction, commitment and turnover intentions (Baral and Bhargava, 2011;Chen et al, 2016;Marques et al, 2015;Shockley and Singla, 2011;Tang et al, 2014). Only Baral and Bhargava (2011) tested differences in mean levels of WFE and found no significant gender differences for both directions of WFE.…”

“…A substantial body of empirical research has identified its antecedents and consequences (e.g. Carlson et al, 2010;Chen et al, 2016;McNall et al, 2010;Shockley and Singla, 2011). These studies have enhanced our understanding of enriching processes between work and family in single countries and cultures.…”

“…First, to enhance gender equality in the work place, it is important to understand gender differences in WFE, given the well-documented importance of WFE for employee wellbeing and satisfaction (Carlson et al, 2014;Chen et al, 2016;Russo, 2015;Shockley and Singla, 2011;Stoddard and Madsen, 2007). To date, the role of gender and gender differences in WFE is not very well understood and findings are inconclusive, both in national as well as in internationally comparative research (Eby et al, 2005;Shockley and Singla, 2011;Rajadhyaksha et al, 2015).…”