Individual, organizational and social level antecedents of work-family enrichment: Does gender acts as a moderator?

Abstract

Purpose This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment. Design/methodology/approach Data were collected on a questionnaire scale from 487 employees. Findings It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations. Practical implications The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders. Originality/value The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

Role of Work and Family Factors in Predicting Career Satisfaction and Life Success

“…In the past decade or so, research has been plentiful to endeavor also to comprehend the positive aspects emanating from work-family dynamics [ 2 ]. Investigators have studied a plethora of antecedents and outcomes related to work-family conflict and work-family balance/work family enrichment [ 3 , 4 ]. Studies have focused also on the role of work and family variables in predicting one’s job or family satisfaction or work-family balance [ 5 ].…”

The effect of optimism on the work-family interface and psychological health of Indian police

“…The gap about the role of optimism on the work-family interface was also highlighted by Allen et al's (2012) meta-analytic examination. Besides, a recent study by Mishra and Bhatnagar (2019) suggest the need to study optimism to understand the complexities of work-family relationships. Given the fact that police officers work in a high-stress environment with limited work-family programs, optimistic orientation can provide a sense of personal agency to meet work-family needs and thereby experience superior mental health.…”

“…These studies provide conflicting results. Accordingly work-family literature suggests assessing optimism in work-family models (Allen et al, 2012;Mishra and Bhatnagar, 2019). Based upon COR theory and scope for more research it is hypothesized that: Optimism is a personal resource that aids superior psychological health (Hobfoll, 2001).…”

“…Additionally, COR theory identifies optimism as a key personal resource that has gathered noticeable research interest and support to combat stress and experience well-being (Hobfoll, 2001(Hobfoll, , 2002. Accordingly, work-family studies highlight the need for more studies linking optimism with the work-family interface (Allen et al, 2012;Mishra and Bhatnagar, 2019).…”

Toward contextual understanding: antecedents of work-family interface in India

“…Regarding WF enrichment, positive work environment, such as supportive organizational WF climate helps to generate resources (e.g. time, psychological capital) that foster WF enrichment (Mishra and Bhatnagar, 2019). When employees do not anticipate negative consequences as a result of their family choices, it creates affective resources that help their family (Wayne et al, 2006), thus resulting in WFE.…”