The development of the MACE work-family enrichment instrument

Abstract

Orientation: An instrument based on a theoretical model is necessary to measure the positive side of the work-family interface.Research purpose: To develop items for measurement of work-family enrichment based on the elements contained within a theoretical model and to evaluate the latent trait functioning of these items.Motivation for the study: Major limitations exist regarding the conceptualisation and scale development of the positive side of the work-family interface.Research design, approach, and method: A quantitative research approach using scale development procedures was employed to develop the 95-item instrument. A cross-sectional survey design was used to collect data randomly from selected employees; data were processed using Rasch analysis.Main findings: The five-category scale works well for the most part, although a four-category scale could be considered. Thirty-five items either over-fitted or under-fitted the work-family enrichment model. Person ability was measured in the low to middle ranges of work-family enrichment. Participants’ experience of work-family enrichment could be represented accurately. Sub-scale items displayed misfit, bias or both.Practical/managerial implications: The developed instrument can be investigated further to identify work-family enrichment factors that can measure workers’ experience of enrichment in their work and family domains.Contribution/value-add: This study furthers theory building and empirical research in industrial psychology, by developing a new theory-based measuring instrument for the positive side of the work-family interface in the South African context. This study expanded on the model proposed by Greenhaus and Powell, by including all five categories of resources gains. Furthermore, the total of the resources was diversified, since some of the content of these resources encompasses multiple meanings

Work–family enrichment, job satisfaction, and work engagement: The mediating role of subjective career success

“…WFE was measured with the MACE instrument (De Klerk et al, 2013). Although bi‐directional in nature, only the 18 items measuring work‐to‐family enrichment comprising four dimensions were utilised: work–family perspectives (six items), work–family affect (three items), work–family time management (six items) and work–family social capital (three items).…”

“…De Klerk, Nel, Hill, and Koekemoer (2013) insist that enrichment, because it focuses on the individual and the resources that assist in improving work and family life, entails more than improving role performance in individual lives. In their conceptualisation, WFE refers to “the extent to which various resources from work and family roles have the capacity to encourage an individual and to provide positive experiences, and thereby enhance that individual's quality of life in the other role (i.e., performance and positive affect)” (De Klerk et al, 2013, p. 4). Based on the WFE model of Greenhaus and Powell (2006), De Klerk et al (2013) have validated a work–family enrichment instrument that describes the different resources that may lead to enhanced functioning.…”

“…In their conceptualisation, WFE refers to “the extent to which various resources from work and family roles have the capacity to encourage an individual and to provide positive experiences, and thereby enhance that individual's quality of life in the other role (i.e., performance and positive affect)” (De Klerk et al, 2013, p. 4). Based on the WFE model of Greenhaus and Powell (2006), De Klerk et al (2013) have validated a work–family enrichment instrument that describes the different resources that may lead to enhanced functioning. Figure 2 presents descriptions of these resources.…”

Hubungan Family Supportive Supervisor Behaviors Di Tempat Kerja Dengan Work Family Enrichment Pada Perempuan Bekerja

“…House mendefinisikan dukungan sosial sebagai transaksi interpersonal yang termasuk ekspresi adanya perhatian emosional, bantuan peralatan, atau pemberian informasi (Hammer, Kossek, Yragui, Bodner, & Hanson, 2009 (Siu, et al, 2010) Carlson, Kacmar, Wayne dan Grzywacz (Siu, et al, 2010) (Klerk, Hill, Nell, & koekemoer, 2013). Beberapa ahli menjelaskan bahwa pekerja yang mempercayai bahwa kehidupan keluarganya akan memberikan mereka cara baru dalam berinteraksi dengan rekan kerja atau dapat meningkatkan kemampuan mereka untuk dapat multi tasking dalam bekerja, atau dapat pula sebaliknya.…”

Developing an instrument to assess work-family pressures and resources needed by women managers in South Africa

“…Several authors have provided valuable information on the variables related to work-family interaction, including Coetzer (2006), De Klerk et al (2013, Franks et al (2006), Jaga et al (2013), Koekemoer and Mostert (2006), Mclellan andUys (2009), Mostert (2009), Oldfield and Mostert (2007), Van Aarde and Mostert (2008), and Van den Berg and Van Zyl (2008).…”