The impact of work–family programs on work–family facilitation and role performance: the dual moderating effect of gender

Wu, Ting; Chang, Po‐Chien

doi:10.1111/1744-7941.12206

Cited by 15 publications

(11 citation statements)

References 47 publications

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“…Thus, we encourage organizations to evaluate psychosocial risks using specific measures [for example, see Wood et al (2019)] and to even expand training and coaching programs, for example, by integrating a preventive module on healthy work-home balance techniques. In such training [for example, see Bisschoff et al (2019) and Wu and Chang (2020)], employees should be asked to apply gains acquired at work to the home sphere to be more efficient during off-job time and recover well. Employees can offset the gains of the work domain (e.g., management strategies to very high job demands) by using opportunities for recovery during daily off-job time.…”

Section: Implications For Practicementioning

confidence: 99%

Daily Beneficial Effects of Work-to-Family Facilitation on Employees' Recovery and General Health: Is More Work Engagement Always Better?

2021

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This study of 104 Chilean employees examines the process of WFF—recovery—general health on a daily basis. Drawing on the work–home resources (W-HR) model, we hypothesized that daily work-to-family facilitation and work engagement predict recovery experiences during off-job time in the evening (i.e., detachment from work and relaxation) and subsequent general health at night. Furthermore, we explored whether daily work engagement moderates the relationships between daily work-to-family facilitation and recovery experiences during off-job time in the evening and general health at night. In addition, we expected employees' detachment from work to have a lagged effect on next-day general health at night. Participants completed a survey and a diary booklet over 5 consecutive working days (N = 520 occasions). Multilevel analyses show that, as expected, daily work-to-family facilitation predicted recovery experiences during off-job time in the evening (i.e., detachment from work and relaxation). However, contrary to our expectations, daily work engagement only predicted general health at night. Moreover, as expected, a moderation effect of daily work engagement shows that on days that employees experience low levels of daily work engagement, daily work-to-family facilitation is strongly related to detachment from work and relaxation during off-job time in the evening and to general health at night. Unexpectedly, on days on which employees experienced high levels of daily work engagement, daily work-to-family facilitation was weakly related to these outcomes. Finally, in accordance with our expectations, detachment from work had a lagged effect on next-day general health at night. These findings offer support for the W-HR model and have theoretical and practical implications for research and organizations.

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Section: Implications For Practicementioning

confidence: 99%

Daily Beneficial Effects of Work-to-Family Facilitation on Employees' Recovery and General Health: Is More Work Engagement Always Better?

2021

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“…Then, all other conditions being equal, employees who have flexibility needs are likely to participate in FWA. Existing studies have also shown that individual characteristics of public employees matter for their FWA perception, participation, and satisfaction (Bae and Kim 2016;Caillier 2013;Kim and Wiggins 2011;Kwon and Jeon 2018;Lee and Hong 2011;Lo 2003;Wu and Chang 2019). Accordingly, we expect that certain demographic factors are closely related to FWA participation and consider several individual characteristics, including gender, marital status, number of children, and commuting time.…”

Section: Individual Characteristicsmentioning

confidence: 90%

How do managerial, task, and individual factors inflruence flexible work arrangement participation and abandonment?

Kwon

Cho

Song

2019

Asia Pac J Human Res

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Since the enactment of the Smartwork policy permitting flexible work arrangements (FWA), increasing numbers of Korean government agencies have allowed their staff to participate in FWA that help them achieve a good work/life balance. Yet, Korean public employees in general are reluctant to participate in FWA and many that initially participate wind up abandoning FWA. With a comprehensive theoretical framework, this article examines how managerial factors, task factors, and individual characteristics influence Korean public employee participation in and abandonment of FWA. With the 2016 Survey of Public Employee Perception on Smartwork, this article finds that all of these factors and characteristics affect Korean government employee participation in and/or abandonment of FWA. In particular, the findings present that supervisory support for balancing work/life issues increases FWA participation and decreases FWA abandonment. On the other hand, the findings illustrate that a hierarchical organizational culture is an obstacle to FWA participation and increases FWA abandonment.

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“…Prior studies suggested that the work–family relation represents work-to-family enrichment or conflict, or family-to-work enrichment or conflict (Grzywacz and Marks, 2000), and there are significant differences between work–family relation and family–work relation in studies on organizational behavior (Hammer et al , 2009). However, they usually conceptualize work–family enrichment and conflict as work–family balance (Greenhaus et al , 2012), or view work-to-family enrichment (conflict) and family-to-work enrichment (conflict) as work–family enrichment (conflict) (Trzebiatowski and Triana, 2020; Wu and Chang, 2020), neglecting the resource flow between work and family. We distinguished the four dimensions of work–family relation in the examination of the linkage of FSSB and promotive voice.…”

Section: Discussionmentioning

confidence: 99%

“…Furthermore, according to the gender role theory, different genders represent specific social roles and behavioral expectations (Lanaj and Hollenbeck, 2015; Ridgeway, 2001) and males take a significant advantage over females regarding work–family boundary permeability control (Straub et al , 2019). In China, however, influenced by the ideology of “men bread-earners, women housekeepers,” females are more engaged in various family activities such as child care, and thus, they do not have clear work and family roles (Wu and Chang, 2020). Hence, females are in more request of work–family role combination, give priority to this combination for flexible resource switch between work and family after obtaining supervisors’ support (Bosch et al , 2018; Straub et al , 2019; Rothbard, 2001) and thus realize mutual enrichment between work and family.…”

Section: Introductionmentioning

confidence: 99%

Family supportive supervisor behavior and promotive voice: When and why are there gender differences in work–family?

Jia

Sun

2021

IJCMA

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Purpose The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped. Design/methodology/approach According to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China. Findings The findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice. Originality/value This study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

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The impact of work–family programs on work–family facilitation and role performance: the dual moderating effect of gender

Cited by 15 publications

References 47 publications

Daily Beneficial Effects of Work-to-Family Facilitation on Employees' Recovery and General Health: Is More Work Engagement Always Better?

Daily Beneficial Effects of Work-to-Family Facilitation on Employees' Recovery and General Health: Is More Work Engagement Always Better?

How do managerial, task, and individual factors inflruence flexible work arrangement participation and abandonment?

Family supportive supervisor behavior and promotive voice: When and why are there gender differences in work–family?

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