At the heart of family businesses: how copreneurs craft work-life balance

Dreyer, Romana; Busch, Christine

doi:10.1108/jfbm-12-2020-0113

Cited by 10 publications

(11 citation statements)

References 52 publications

(103 reference statements)

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“…employing time management strategies, working in one's most productive time) were associated with work-life balance. Other researchers have taken a more contextual look at work-life balance crafting, for instance, by looking at co-working couples who run their own businesses together and how they individually and dyadically engage in job crafting to create a balance between their work and life (Dreyer and Busch, 2021), or by looking at work-life balance among forced telecommuters due to the COVID-19 pandemic (Caringal-Go et al, 2021). The contextualized approaches revealed similar patterns with regard to managing where and when to work and when not (see also time-spatial job crafting; Lazauskaite-Zabielske et al, 2021; Wessels et al, 2020) but also distinct forms of work-life balance crafting, such as asking for spousal support to protect personal time.…”

Section: Team Perspective On Job Craftingmentioning

confidence: 99%

A state-of-the-art overview of job-crafting research: current trends and future research directions

Tims

Twemlow

Fong

2021

CDI

102

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PurposeIn celebration of the 25th anniversary of the founding of Career Development International, a state-of-the-art overview of recent trends in job-crafting research was conducted. Since job crafting was introduced twenty years ago as a type of proactive work behavior that employees engage in to adjust their jobs to their needs, skills, and preferences, research has evolved tremendously.Design/methodology/approachTo take stock of recent developments and to unravel the latest trends in the field, this overview encompasses job-crafting research published in the years 2016–2021. The overview portrays that recent contributions have matured the theoretical and empirical advancement of job-crafting research from three perspectives (i.e. individual, team and social).FindingsWhen looking at the job-crafting literature through these three perspectives, a total of six trends were uncovered that show that job-crafting research has moved to a more in-depth theory-testing approach; broadened its scope; examined team-level job crafting and social relationships; and focused on the impact of job crafting on others in the work environment and their evaluations and reactions to it.Originality/valueThe overview of recent trends within the job-crafting literature ends with a set of recommendations for how future research on job crafting could progress and create scientific impact for the coming years.

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Section: Team Perspective On Job Craftingmentioning

confidence: 99%

A state-of-the-art overview of job-crafting research: current trends and future research directions

Tims

Twemlow

Fong

2021

CDI

102

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“…Such conditions allow them to be with or close to a family member while at work, which can lead to role overlap between family and work life; but also reduce role conflict (Cooper et al 2013 ; Houshmand et al 2017 ). Such conditions also provide additional incentives to grant and use FWA, as this flexibility may be beneficial to the family running the business (Dreyer and Busch 2021 ). For example, allowing a family member to leave early and continue work later from home, may benefit the caretaking of one’s own children.…”

Section: Key Literature Concepts and Hypothesesmentioning

confidence: 99%

Lessons from family firms: the use of flexible work arrangements and its consequences

et al. 2022

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Ongoing trends towards more flexible work arrangements (FWA) have been accelerated by the Covid-19 crisis. Whilst research has shown the overall benefits FWA can have, limited research has explored whether use and benefits of FWA are equal across differentiated organisational contexts and genders. We suggest that individuals working in their family’s business face less organizational constraints that typically hinder employees from taking advantage of FWA. It could be suggested that these workers may make higher use of FWA than individuals in regular employment because of their entrepreneurial status and nepotistic privileges. Consequently, the aim of this paper is to explore if family members working in their family’s business, work under favourable boundary conditions which enable them to more freely make use of and benefit from FWAs. Utilising representative data from the German Family Panel (pairfam), our comparative analysis based on propensity score matching, suggests that family members working in their family’s business (N = 337) do make greater use of FWA than those in regular employment. Counter to common assumptions, the findings reveal that FWA leads to higher workloads for owner-managers but not for family employees. Furthermore, families working in their business show no differences in how they divide household tasks compared to regular employed families–yet they perceive that division to be fairer. This study extends knowledge by introducing family ownership and kinship ties as important boundary conditions to existing theories on FWA, such as life-course theory. It also provides new insights into the commonly assumed consequences of FWA use.

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“…First, the present couple coaching intervention follows an interdependent approach in working on individual goals while the spouse being present and supportive. Small business owners and their spouses face highly integrated life-domains and evince interdependencies in setting and pursuing health-related goals (Dreyer and Busch 2021). Spouses in general have strong influences on individual recovery experiences (Park and Haun 2017;Park and Fritz 2014), WLB (Helmle et al 2014) and behavior change in general (Nowack 2017).…”

Section: The Coaching Concept and Its Mechanisms Of Changementioning

confidence: 99%

“…We drew on the goal systems theory in relationship research (Orehek and Forest 2016) and the COR theory to argue that spousal support is the facilitating resource that helps partners set and pursue goals to enhance detachment and WLB. In the future, we may use the lens of WLB crafting (Dreyer and Busch 2021) to examine the processes by which spouses jointly develop strategies to enhance detachment and WLB.…”

Section: Spousal During Coaching Is the Mechanism Of Changementioning

confidence: 99%

Blended Health Coaching for Work-linked Couples: Coaches’ Intervention Fidelity and Empathy Matter!

Busch¹,

Dreyer²,

Janneck

2022

Coaching Theor. Prax.

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Small business owners often work together with their spouses in their business. They blur work-life boundaries and find it difficult to psychologically detach from work, which both jeopardize a satisfying work-life balance (WLB). This paper aims to investigate the mechanisms and outcomes of a coaching intervention for couples to foster their detachment and WLB. We study the role of coaches’ intervention fidelity and empathy. A blended coaching format was chosen, i.e., we combined face-to-face with tele-sessions and online courses, thereby using digitalization to keep the coaching flexible to the couples’ life situations and for digital support between sessions.Coaches’ behavior in regard to intervention fidelity was observed. Based on these ratings, the clients’ sample (N = 42) was partitioned into two intervention groups (“high intervention fidelity” vs. “low intervention fidelity”) using the adapted study design approach. We also observed coaches’ empathy and assessed clients’ self-reports at different times up to 4 months after the coaching intervention ended regarding the hypothesized mechanisms of change of the coaching concept and coaching outcomes. We also assessed clients’ affinity for technology (ATI) because of the blended format of the coaching.Two-factor ANOVAs with repeated measures showed large effects (d = 1) for detachment (p = .002) and middle effects (d = 0.7) for WLB (p = .042) up to 4 months after the intervention ended without any interaction effect. Only in the “high intervention fidelity” group did the mechanisms of change and ATI (p = .000 to p = .036) predict general coaching outcomes 4 months after the coaching ceased. Coaches’ empathy predicted goal attainment (p = .004) in the “high intervention fidelity” group.The couple coaching was highly effective in boosting clients’ detachment and WLB independent of coaches’ intervention fidelity. The assumed change mechanisms of the coaching concept and the ATI were only effective when there was a high degree of intervention fidelity. Coaches should be aware of the conceptual foundations and the core components of their coaching approach.

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At the heart of family businesses: how copreneurs craft work-life balance

Cited by 10 publications

References 52 publications

A state-of-the-art overview of job-crafting research: current trends and future research directions

A state-of-the-art overview of job-crafting research: current trends and future research directions

Lessons from family firms: the use of flexible work arrangements and its consequences

Blended Health Coaching for Work-linked Couples: Coaches’ Intervention Fidelity and Empathy Matter!

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