Linking resources to career satisfaction through work–family enrichment

Rastogi, Mansi; Karatepe, Osman M.; Mehmetoglu, Mehmet

doi:10.1080/02642069.2018.1449835

Cited by 31 publications

(56 citation statements)

References 71 publications

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“…Yet, in another study, the MACE-W2FE subscale scores formed the manifest indicators to a single latent factor that was incorporated in an SEM model with external variables (Koekemoer, Olckers, & Nel, 2020). Similar dimensionality vacillations were reported for Carlson et al's (2006) WFES, indicating the possible existence of a common problem (Jiang & Men, 2017;Rastogi, Karatepe, & Mehmetoglu, 2018;Russo, Buonocore, Carmeli, & Guo, 2018;Siu et al, 2015;Timms et al, 2015).…”

Section: Introductionmentioning

confidence: 60%

“…In addition, we provided strong methodological arguments and empirical evidence that the violation of proportionality constraints and the related challenges associated with score interpretation could make the use of SO factor models of the MACE-W2FE in particular (Koekemoer et al, 2017;Marais et al, 2014) and the WFE in general (Rastogi et al, 2018;Russo et al, 2018) less ideal.…”

Section: Methodological Findingsmentioning

confidence: 99%

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Determining the dimensionality and gender invariance of the MACE work-to-family enrichment scale using bifactor and approximate invariance tests

Schaap

Koekemoer

2021

SA Journal of Industrial Psychology

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Orientation: Uncertainty about which measurement model of the MACE work-to-family enrichment scale (MACE-W2FE) is best supported by the data called for clarification. Research purpose:The main aim of our study was to get clarity on the dimensionality of the MACE-W2FE. The secondary aim was to test for approximate invariance of the measure for gender groups.Motivation for the study: Variations in the reported measurement models for the MACE-W2FE between studies are not conducive for theory development and called for clarification. Previous models reported were a multidimensional model and a secondorder model. Approximate measurement invariance is a prerequisite for study differences between gender groups.Research approach/design and method: We did seek to resolve the problem by using bifactor model analysis, factor strength indices and local indicator misspecification analyses using a sample of 786 South African employees. Invariance was tested using the alignment optimisation method.Main findings: In this study, we solved a substantive research problem by determining that the data from the study best supported a single breadth factor or first-order factor model that was essentially unidimensional. The invariance tests across gender groups confirmed approximate configural, measurement and scalar invariances for the unidimensional model. Practical/managerial implications: Researchers and practitioners may include the MACE-W2FE in studies as a single-aggregated score without negligible loss in measurement precision. Contribution/value-add:The extended confirmatory factor analyses we conducted proved valuable in resolving the MACE-W2FE's dimensionality vacillations, thereby enhancing the validity of inferences made from scale scores.

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Section: Introductionmentioning

confidence: 60%

Section: Methodological Findingsmentioning

confidence: 99%

Determining the dimensionality and gender invariance of the MACE work-to-family enrichment scale using bifactor and approximate invariance tests

Schaap

Koekemoer

2021

SA Journal of Industrial Psychology

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“…Many studies addressed the centrality of work in the collectivistic Indian society (Hofstede, 2011;Rastogi et al, 2018Rastogi et al, , 2019Leichtman et al, 2003). Here, work refers to only paid work.…”

Section: Unique Work Values In Indiamentioning

confidence: 99%

A psychometric validation of the happiness at workplace scale

Rastogi

2019

ICT

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Purpose With intention to promote growth of happiness literature in non-western settings and facilitate positive interventions at workplace, the purpose of this paper is to examine the psychometric properties and validate the short version of happiness at workplace (S-HAW) scale using knowledge workers’ sample in the Indian context. Design/methodology/approach The S-HAW scale was validated using data from 226 Indian knowledge workers from public and private sector organisations. The mixed-mode approach was used for collecting data, whereas factor structures, reliability and validity scores were also examined with the help of SPSS AMOS 21. The study included initial descriptive analysis, item analysis, exploratory factor analysis and confirmatory factor analysis. Findings The results of the study discovered that psychometric properties of the S-HAW scale were similar to those of originally developed scale when applied in the Indian context. Hence, the higher-order structure was retained in Indian settings. Originality/value Despite the changes in work-related values and societal structures between Western and Asian nations, this study provides a significant contribution to empirically confirming that the different cultural scales can also show good fits in Collectivist cultures. The study can bridge the gap between Asian and Western nations with the uniform measure of HAW. Thus, more cross-cultural studies usually comparative in nature welcomed with S-HAW Indian version scale for knowledge workers.

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“…because they are small and young). In these cases, entrepreneurs tend to be more sensitive to the challenge of conflicting work and family demands (Agarwal and Lenka, 2015;Rastogi et al, 2019).…”

Section: Sample and Data Collectionmentioning

confidence: 99%

Work-to-family conflict and firm performance of women entrepreneurs: Roles of work-related emotional exhaustion and competitive hostility

Clercq

Kaciak

Thongpapanl

2021

International Small Business Journal: Researching Entrepreneurs

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When entrepreneurs suffer from work-to-family conflict, it can affect firm performance. This article considers how emotional exhaustion experienced in the course of running a business mediates this link and how beliefs about competitive hostility invigorate that effect. Using survey data collected from 200 women entrepreneurs in Ethiopia, a country marked by culturally traditional gender role expectations, the empirical findings show that a sense of being emotionally overextended, due to the demands of running a firm, creates a conduit for the negative interference of the family upon the firm. This escalates into diminished firm performance. The results also demonstrate that this conduit is particularly prominent when entrepreneurs feel more threatened by hostile market environments. For entrepreneurship scholarship and practice, this article establishes two notable factors; a feeling of being ‘worn out’ by the business and adverse competitive markets. These factors clarify the complex link between work-induced family strain and business performance for women entrepreneurs, who might be particularly challenged when balancing time demands in gender-discriminatory environments.

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Linking resources to career satisfaction through work–family enrichment

Cited by 31 publications

References 71 publications

Determining the dimensionality and gender invariance of the MACE work-to-family enrichment scale using bifactor and approximate invariance tests

Determining the dimensionality and gender invariance of the MACE work-to-family enrichment scale using bifactor and approximate invariance tests

A psychometric validation of the happiness at workplace scale

Work-to-family conflict and firm performance of women entrepreneurs: Roles of work-related emotional exhaustion and competitive hostility

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