Work-family enrichment and well-being: the role of occupational future time perspective

Henry, Hélène; Desmette, Donatienne

doi:10.1108/cdi-02-2018-0043

Cited by 20 publications

(29 citation statements)

References 46 publications

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“…Work as a working mother requires them to be able to manage multiple roles well. Similar to the results of research conducted by Rastogi & Chaudhary (2018); Henry & Desmette (2018) where work-family enrichment has a positive effect on work engagement. Employees who have high dedication and enthusiasm in completing their work if they feel that the work can improve the quality of family life.…”

Section: Figure 2 Sem Analysissupporting

confidence: 82%

The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

Puspitawati

Atmaja

2020

JICP

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Job satisfaction is a crucial problem for working mothers because they must be able to manage two roles well so that it does not impact their work. Role accumulation theory explains how the dual role of a woman in managing their role so that the work they carry out can improve the quality of family life. This study aims to determine the effect of work-family enrichment on work engagement and job satisfaction of working mothers at private universities in Bali. The population is all working mothers who work as lecturers at universities in Bali, totaling 153 people with predetermined population criteria. The sample in this study is the same as the population, but only 145 questionnaires can be used. The analysis tool uses SEM-AMOS. The results showed that (1) work-family enrichment has a positive and significant effect on job satisfaction, (2) work-family enrichment has a positive and significant effect on work engagement (3) work engagement has a positive and significant effect on job satisfaction. The implication of this research is to increase job satisfaction of working mothers, a high work-family enrichment is needed to encourage an increase in employee work engagement.

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Section: Figure 2 Sem Analysissupporting

confidence: 82%

The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

Puspitawati

Atmaja

2020

JICP

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“…Although some researchers regard it as a unidimensional construct, most conceive of OFTP as having two distinct dimensions: remaining opportunities and remaining time. The former describes an employee's perception of how many opportunities remain in his or her career, and the latter represents the amount of time he or she believes is left before leaving the workforce (Henry and Desmette, 2018). In developing the concept of OFTP, Zacher and Frese (2009) verified that these two dimensions are related, but have discriminant validity.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…These resources change along with changes in employee age and situational factors of the organization. The more resources employees have, the higher their OFTP will be (Henry and Desmette, 2018). Control and commitment HR practices provide a different quantity and quality of resources to employees (Castanheira and Chambel, 2010), so we argue that these two types of HR practices have differential effects on OFTP.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

How control and commitment HR practices influence employee job crafting

Stein

Mao

2020

JMP

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PurposeBased on the socioemotional selectivity theory, this study aims to explore the differential influences of control and commitment human resource (HR) practices on employee job crafting as well as the mediating role of occupational future time perspective (OFTP).Design/methodology/approachThis study used a two-wave design to survey 53 HR managers and 339 employees of 53 Chinese firms. The hypotheses were tested by conducting multilevel structural equation modeling in Mplus 7.4.FindingsThe results show that control HR practices are negatively related to job crafting, while commitment HR practices are positively related to job crafting. Further, control HR practices are negatively associated with the remaining opportunities dimension of OFTP, whereas commitment HR practices are positively associated with remaining opportunities. However, both types of HR practices have no significant relationship with the remaining time dimension of OFTP. Finally, remaining opportunities mediate the relationships between both types of HR practices and job crafting.Practical implicationsManagers should be aware of how to promote or inhibit employee job crafting by implementing different HR practices.Originality/valueThis study contributes to the job crafting research by demonstrating that the relationship between HR practices and job crafting depends on the type of HR practices in use, as well as contributing to OFTP research by showing that different types of HR practices have differential relationships with the remaining opportunities dimension of OFTP.

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“…Drawing on prior studies (e.g. Chan et al , 2016; Cheng et al , 2014; Henry and Desmette, 2018; Rastogi and Chaudhary, 2019), which suggest that demographic variables such as age, gender, marital status, tenure and hours worked per week may affect individuals' job satisfaction due to the potential for work–family enrichment, the study controlled for age, gender (0 = male, 1 = female), age, marital status (0 = single or not married, 1 = divorced or separated and 2 = married or cohabiting), number of dependent children, years of experience, type of employment (0 = social work practice, 1 = supervisory/management and 2 = tertiary institution) and hours worked per week.…”

Section: Methodsmentioning

confidence: 99%

Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

Kalliath

Chan

et al. 2020

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PurposeDrawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.Design/methodology/approachData were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.Practical implicationsPromoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.Originality/valueAlthough several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

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Work-family enrichment and well-being: the role of occupational future time perspective

Cited by 20 publications

References 46 publications

The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers

How control and commitment HR practices influence employee job crafting

Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

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