Family Resources and Flourishing at Work: The Role of Core Self-Evaluations

Abstract

According to the Work-Home Resources Model, contextual family resources increase personal resources, which, in turn, improve work outcomes. The present study investigated the direct effects of two contextual family resources (work- family enrichment and perceived social support from family) and one personal resource (core self-evaluations) on a work outcome (flourishing at work). The mediational role of core self-evaluations in these relationships was also investigated. The sample was composed of 519 Brazilian psychologists of both sexes. The Structural Equation Modeling showed that the contextual family resources and the personal resource predicted flourishing at work and that core self-evaluations mediated the relationships between contextual resources and flourishing at work. It was concluded that the acquisition of resources within the family and the positive evaluation of one’s own life can promote flourishing at work.

Testing the Two Directions of the Work–Family Interface: A Diary Study

“…Individuals can also achieve better family and work outcomes on a given day when they receive support from their management, co-workers and family members, given the study's finding of a positive relationship between social support at work and social support at home with family and work satisfaction, respectively. Such results may reinforce the findings of previous studies (Gabardo-Martins et al, 2017a;Tement, 2014;Thompson & Prottas, 2006) regarding the importance of social support from one domain for well-being in the other domain. These findings suggest that support from one's boss, co-workers and family members constitutes rewarding resources from one domain that can facilitate the individual's assessment of the other domain (Tement, 2014;ten Brummelhuis & Bakker, 2012).…”

“…On the other hand, it can be assumed that people who feel supported by managers and co-workers on a given day (work resource) will develop more positive emotions on that day (personal resource), which, in turn, would incline them to experience greater satisfaction in the family (family outcome). In line with such assertions, some empirical research has highlighted the mediating role of personal resources in the relationships between contextual resources and well-being (Carlson et al, 2014;Gabardo-Martins et al, 2017a;Song et al, 2013;Tement, 2014). Based on these considerations, the following hypothesis was formulated: The Work-Family Resource Model (ten Brummelhuis & Bakker, 2012) also suggests that key resources (personality traits, which are more stable than personal resources) act as moderators in the relationships of contextual demands at work and contextual resources at work with personal resources.…”

“…In line with these statements, a number of studies have shown the positive relationship between social support in the family and well-being at work (Gabardo-Martins et al, 2017a;Tement, 2014). Drawing on this connection, the following hypothesis was formulated:…”

“…In contrast, in the case of enrichment from family to work, one would expect that individuals who feel support from their family members on a given day (family resource) will experience more positive emotions on that day (personal resource), leading to greater satisfaction in the work context (work outcome). In line with such statements, some empirical research has highlighted the mediating role of personal resources in the relationships between contextual resources and well-being (Carlson et al, 2014;Gabardo-Martins et al, 2017a;Song et al, 2013;Tement, 2014). Based on these considerations, the following hypothesis was formulated: H 10 : Positive affect mediates the positive relationship of perceived social support in the family at job satisfaction.…”

Avances frente a la conciliación trabajo-familia en Latinoamérica: una revisión sistemática de la literatura

“…Frente a la metodología utilizada por los estudios se resalta que en su mayoría son de tipo cuantitativo, correspondiendo a estudios instrumentales, correlaciónales o exploratorios principalmente. En cuanto a los instrumentos o técnicas se encuentra que principalmente se utilizaron cuestionarios, escalas o inventarios dentro de los cuales predomina la escala de enriquecimiento Trabajo-Familia creada por Carlson, Kacmar, Wayne y Grzywacz (Jijena & Jijena, 2011;Jijena & Jijena, 2012;Omar, Urteaga, & Salessi, 2015;Gabardo, Ferreira, & Valentini, 2016;Gabardo, Ferreira, & Valentini, 2017) Respecto a la población representativa de los estudios, en su mayoría corresponde a hombres y mujeres trabajadores de diferentes áreas, de igual manera se resalta que un porcentaje significativo pertenece a estudios con enfoque de género teniendo en cuenta el rol de la mujer y las trasformaciones que esto ha conllevado tanto en a nivel laboral como familiar (Omar, Salessi, Vaamonde, & Urteaga, 2018).…”