PurposeThis paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.Design/methodology/approachData were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.FindingsJob characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.Research limitations/implicationsThe correlational design prevents conclusions about causality.Practical implicationsThe findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.Originality/valueThe study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.

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The present study identifi es core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the fi ndings are discussed.

Purpose -The purpose of this paper is to evaluate the role of family support, co-worker support, supervisor support, work-life balance policies (WLBPs), work-family culture and job characteristics, as the predictors of work-to-family (WFE) and family-to-work (FWE) enrichment. In addition, it explored whether such effects were gender specific by examining the moderating effect of gender. Design/methodology/approach -Data were obtained from a sample of 485 managers in India. Analysis was done using multiple regressions. Findings -Analyses revealed that family support, co-worker support, supervisor support, WLBPs, work-family culture and job characteristics predicted WFE while family support and job characteristics predicted FWE. Little moderating influence of gender was found. Gender moderated the relationship between WLBPs and WFE such that the relationship between the two was stronger for women as compared to men. Similarly, gender moderated the link between job characteristics and WFE such that the relationship between the two was stronger for men than women.Research limitations/implications -The cross-sectional design of the study constrains inferring conclusions regarding causality. Practical implications -WLBPs have to be offered to women executives and organizations do have to make jobs more enriching in order to increase the level of WFE among women and men, respectively. Originality/value -The construct work-family enrichment examined in this paper reflects an understanding of work-family interface from a newer lens in a novel socio-cultural context and demonstrates the moderating role of gender.

PurposeThe purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.Design/methodology/approachData were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.FindingsSupervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.Research limitations/implicationsThe cross‐sectional design of the study constrains inferring conclusions regarding causality.Practical implicationsThis study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work‐family enrichment experience.Originality/valueThe construct work‐family enrichment examined in this paper reflects an understanding of work‐family interface from a newer lens in a novel socio‐cultural context and demonstrates the moderating role of CSEs.