From “work–family” to “work–life”: Broadening our conceptualization and measurement

Keeney, Jessica; Boyd, Elizabeth M.; Sinha, Ruchi; Westring, Alyssa; Ryan, Ann Marie

doi:10.1016/j.jvb.2013.01.005

Cited by 141 publications

(185 citation statements)

References 55 publications

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“…Thus, we suggest extending the model of work-to-family enrichment into a model of work-to-life enrichment. This suggestion is in line with a recent call to take diversity in employees' family and non-family roles into account (Fisher, Bulger, & Smith, 2009;Keeney, Boyd, Sinha, Westring, & Ryan, 2013). Studying employees with diverse family backgrounds acknowledges that life outside work goes beyond fulfilling one's role as a family member, for instance, when taking part in volunteering activities.…”

Section: Introductionsupporting

confidence: 56%

Work to non-work enrichment: The mediating roles of positive affect and positive work reflection

Daniel

Sonnentag

2014

Work & Stress

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This longitudinal study investigates mediating variables in the enrichment process between work (work engagement) and non-work experiences (work-to-life enrichment). It is hypothesized that besides positive affect, positive work reflection during leisure time is an additional, more cognitive, pathway in the enrichment process. In total, 256 full-time employees in Germany, recruited via an online survey, answered a two-wave survey with a time lag of three months. Participants were 50% male and 50% female, and were chosen regardless of whether they had a partner or children. Analysis showed that positive affect and positive work reflection mediated the relationship between work engagement and work-to-life enrichment. These findings contribute to research on the work/ non-work interface by expanding the work-family enrichment model developed by Greenhaus and Powell (2006). Our results offer practical implications for employees and organizations. Specifically, the findings show how employees and organizations can foster work-to-life enrichment by promoting work engagement, positive affect and positive work reflection. This in turn should have positive implications for both the employee and the organization.

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Section: Introductionsupporting

confidence: 56%

Work to non-work enrichment: The mediating roles of positive affect and positive work reflection

Daniel

Sonnentag

2014

Work & Stress

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“…Indeed, WLB captures individuals' experiences in a broader set of personal roles, thereby being closer to real life experiences in which individuals are usually involved in multiple nonwork roles beyond family (Hall et al 2013). To broaden the scope of research on balance, Keeney et al (2013) identified eight non-work domains that are susceptible to be influenced by work-life dynamics: health, family, household, friendship, education, romantic relationships, community and leisure.…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

A Cross-National Study on the Antecedents of Work–Life Balance from the Fit and Balance Perspective

et al. 2018

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Drawing on the perceived work-family fit and balance perspective, this study investigates demands and resources as antecedents of work-life balance (WLB) across four countries (New Zealand, France, Italy and Spain), so as to provide empirical cross-national evidence. Using structural equation modelling analysis on a sample of 870 full time employees, we found that work demands, hours worked and family demands were negatively related to WLB, while job autonomy and supervisor support were positively related to WLB. We also found evidence that resources (job autonomy and supervisor support) moderated the relationships between demands and work-life balance, with high resources consistently buffering any detrimental influence of demands on WLB. Furthermore, our study identified additional predictors of WLB that were unique to some national contexts. For example, in France and Italy, overtime hours worked were negatively associated with WLB, while parental status was positively associated with WLB.Overall, the implications for theory and practice are discussed.

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“…We prefer use the term life as it has broader coverage than just family. After all, individual has life which goes beyond family (Keeney et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

Prasetio¹,

Yuniarsih²,

Ahman³

2017

IJHRS

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The aim of the study is to examine the mediation of job satisfaction and organizational commitment in the relations between work-life interface and organizational citizenship behavior. This study use paper and pencil questionnaire which consists of 48 items and get response from 277 employees from 3-5 stars hotel in Bandung. To identify the relation between variables, this study using explanatory causal analysis which describe the causal ISSN 2162-3058 2017 http://ijhrs.macrothink.org 123 relation using hypothesis. Respondents selected using nonprobability sampling method with accidental technique. The result showed that positive and negative aspect of work-life interface (conflict and balance) has direct effect on OCB. Only job satisfaction has mediation effect in the relations. Hotel industry needs to apply human resources policies which focus on the supporting work and private life in order to increase the employees' satisfaction. In the end satisfied employees will contribute more to the organizations' achievement. International Journal of Human Resource Studies

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From “work–family” to “work–life”: Broadening our conceptualization and measurement

Cited by 141 publications

References 55 publications

Work to non-work enrichment: The mediating roles of positive affect and positive work reflection

Work to non-work enrichment: The mediating roles of positive affect and positive work reflection

A Cross-National Study on the Antecedents of Work–Life Balance from the Fit and Balance Perspective

Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

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