Role of Work-Family Enrichment in Improving Job Satisfaction

Fung, Ng Swee; Ahmad, Aminah; Omar, Zoharah

doi:10.3844/ajassp.2014.96.104

Cited by 13 publications

(14 citation statements)

References 56 publications

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“…Carlson, Grzywacz and Kacmar (2010) noted that work-to-family enrichment was strongly correlated with job satisfaction, suggesting that when workers recognise the benefits families receive from their work, they attribute those synergies to the source, which, in turn, benefits job satisfaction. Fung, Ahmad and Omar (2014) also confirmed a significantly strong relationship between work-family enrichment and job satisfaction. With the inclusion of productivity (job satisfaction in the alternative model) in the second step as predictor of job satisfaction (productivity in the alternative model), the variance explained in job satisfaction (productivity in the alternative model) significantly increased, suggesting that not only may employees who are happy with their jobs be more productive, but performing a job well may lead to satisfaction with the job (Judge & Klinger 2009).…”

Section: Discussionsupporting

confidence: 55%

Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning

Jackson

Fransman

2018

SAJEMS

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Background: Expressions such as ‘there are not enough hours in the day’ and ‘the 25 h workday’ or cliché statements such as ‘working 24/7’ have become common overtones in the way employees feel about time at work. Because of this ‘lack of time’ feeling, alternative work arrangements such as flexitime, telecommuting and practices such as work–life balance have emerged as popular topics for researchers, employees, organisations and the like in the past few decades. Setting: Women are still the main caregivers of family members and households, and compared to men, they are less likely to be granted flexitime by their employers. It therefore seems realistic to imagine that women would suffer more from work–life conflict. Women still earn, on average, less than men and are more likely to have part-time jobs. This has an impact on the financial well-being of women. These issues have yet to be investigated in an institution of higher learning in South Africa. Aim: This study was aimed at determining: (1) the relationship between flexi work, financial well-being and work–life balance, productivity and job satisfaction, (2) the role of flexible work, financial well-being and work–life balance in productivity and job satisfaction, and (3) the mediating effect of productivity (job satisfaction in the alternative model) in the relationship between flexible work, financial well-being and work–life balance and job satisfaction (productivity in the alternative model). Methods: A cross-sectional survey was used with a convenience sample (n = 252) of female support employees, employed in a higher education institution in the North West province of South Africa. Results: Findings of the study indicated a statistically significant relationship between the variables. Results indicated that financial well-being, work–life balance and productivity were statistically significant predictors of job satisfaction, and in addition, subjective experiences of productivity serve as partial mediators in the relationship between financial well-being and work–life balance on the one hand, and job satisfaction on the other hand. Conclusion: It seems like financial well-being and work–life balance play a more important role in job satisfaction and that financial well-being and work–life balance are more important for job satisfaction through subjective experiences of productivity. It would therefore make sense to increase experiences of financial well-being and work–life balance to address experiences of low levels of job satisfaction and subjective experiences of productivity.

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Section: Discussionsupporting

confidence: 55%

Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning

Jackson

Fransman

2018

SAJEMS

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“…Research results showed that WFE has a positive effect on job satisfaction. The results of this study support previous research conducted by Akram et al (2014), Carlson et al (2010), Carlson (2014), Fung et al (2014), Michel (2015), McNall et al (2010a), and Tang et al (2014), who found that WFE was positively related to job satisfaction. This finding supports the originating domain view theory which states that the domain from which enrichment originates is the domain that gets the main benefit.…”

Section: Discussionsupporting

confidence: 91%

“…Akram et al (2014) found that WFE is a significant predictor of job satisfaction, and Carlson et al (2010) found that WFE has positive relationship with job satisfaction. Fung et al (2014) pointed out that WFE implies positive relationship with job satisfaction. Michel and Michel (2015) showed that WFE implies positive and significant relationship with job satisfaction.…”

Section: Wfe and Job Satisfactionmentioning

confidence: 99%

“…This relationship between work and family can be mutually supportive, but it can also interfere with each other (Greenhaus & Beutell, 1985). Research on the relationship between work and family is largely dominated by conflict or negative perspectives (Fung et al, 2014;Marais et al, 2014;Parasuraman & Greenhaus, 2002;Siu et al, 2013;Stoddard and Madsen, 2007). This negative perspective is then called work-family conflict (WFC).…”

Section: Introductionmentioning

confidence: 99%

“…The basic idea of enrichment is that both work and family give resource to individual, such as award, salary, and many other benefits which will be able to help the individual perform better performance in all domain of his life (Burhanudin et al, 2016). Research on the relationship between work and family taken from positive perspective still receives a little attention (Carlson et al, 2011;Fung et al, 2014;Greenhaus & Powell, 2006;Stoddard & Madsen, 2007). WFE is an important concept to be studied for two reasons.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Work-family enrichment as a mediator effect of supervisor support, self-esteem, and optimism on job satisfaction

2020

10.5267/j.msl

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This study aims to examine the work-family enrichment (WFE) model as influence mediator of supervisor support, self-esteem, and optimism on job satisfaction. The population in this study is 263 permanent employees of Bank BPD DIY, who occupy the positions as staff, and are married, in 7 branch offices in the Special Region of Yogyakarta (DIY). This research uses census method, while data analysis uses AMOS. The results of this study show that work-family enrichment model acts as influencer mediator of supervisor support, self-esteem, and optimism on job satisfaction fit with the empirical data. Hypothesis testing results show that supervisor support implies positive effect on job satisfaction, self-esteem implies positive effect on job satisfaction, and optimism implies positive effect on job satisfaction. Supervisor support also implies positive effect on workfamily enrichment, self-esteem implies positive effect on work-family enrichment, and optimism implies positive effect on work-family enrichment and work-family enrichment implies positive effect on job satisfaction. Work-family enrichment works significantly as influence mediator of supervisor support on job satisfaction, work-family enrichment works significantly as influence mediator of self-esteem on job satisfaction, and work-family enrichment works significantly as influence mediator of optimism on job satisfaction.

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