The interactive effects of role overload and resilience on family-work enrichment and associated outcomes

Kacmar, K. Michele; Andrews, Martha C.; Valle, Matthew; Tillman, C. Justice; Clifton, Cherray

doi:10.1080/00224545.2020.1735985

Cited by 19 publications

(21 citation statements)

References 47 publications

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“…Increased levels of attention have recently been allocated to research focusing on the effects of WFE and FWE on employees' well-being in and out of the work context (Heskiau & McCarthy, 2021; Kacmar, Andrews, Valle, Tillman, & Clifton, 2020). Indeed, according to the affective pathway of the WFE model (Greenhaus & Powell, 2006), employees experiencing high levels of WFE gain resources from their work (e.g., self-esteem, sense of accomplishment, motivation, positive affect, vitality), and should come to display higher levels of psychological well-being at work (e.g., work engagement) as a direct result of these additional resources (Carlson, Grzywacz, Ferguson, Hunter, Clinch, & Arcury, 2011).…”

Section: The Work-family Interface and Psychological Well-beingmentioning

confidence: 99%

Remote working: a double-edged sword for workers' personal and professional well-being

Gillet

Huyghebaert-Zouaghi

Austin

et al. 2021

Journal of Management & Organization

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While research suggests that work centrality has a positive effect on work engagement and a negative influence on family satisfaction, these relations may differ as a function of one's work setting (onsite vs. remote working). In the present study, we examined the direct and indirect – through work-family conflict (WFC), family-work conflict (FWC), work-family enrichment (WFE), and family-work enrichment (FWE) – effects of work centrality on work engagement and family satisfaction. We also examined whether these effects of work centrality on work engagement and family satisfaction differed between onsite and remote employees. We used a cross-sectional survey design to test our hypotheses among a total of 432 employees, including 152 always working onsite and 280 working remotely. As expected, our results revealed that work centrality was positively related to work engagement and negatively to family satisfaction. Moreover, the indirect effects (IE) of work centrality on work engagement were significantly mediated by WFE, whereas the IE of work centrality on family satisfaction were significantly mediated by FWC, WFE, and FWE. Finally, the relations between work centrality and the outcomes (work engagement and family satisfaction) were stronger among onsite employees than among remote employees. These results revealed that remote working may act as a double-edged sword by buffering the negative effects of work centrality on family satisfaction but also limiting the positive effects of work centrality on work engagement. Organizations and managers should thus consider addressing employees' work centrality and work type in their efforts to promote employees' professional and personal well-being.

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Section: The Work-family Interface and Psychological Well-beingmentioning

confidence: 99%

Remote working: a double-edged sword for workers' personal and professional well-being

Gillet

Huyghebaert-Zouaghi

Austin

et al. 2021

Journal of Management & Organization

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“…The mediating role of entrepreneurial orientation in the link between family-induced work happiness and competitive performance also is consistent with COR theory and its logic of resource gain spirals, which prior research often theorizes about but rarely examines empirically (Hobfoll, 2001; Hobfoll et al , 2018). In particular, family-induced work happiness fills women entrepreneurs' resource reservoirs with positive emotional energy (Kacmar et al , 2020), which they can dedicate to discretionary, entrepreneurial behaviors that culminate in additional resource gains: namely, stronger competitive positions. A related insight that arises from this study—for entrepreneurs in general, women and men alike—is that the value of positive emotions experienced at work, due to high-quality interactions with loved ones, is multifaceted and involves both process- and outcome-related issues.…”

Section: Discussionmentioning

confidence: 99%

“…Promoting and encouraging employees to embrace disruptive business activities requires substantial energy (Monsen and Boss, 2009); without it, entrepreneurs may be unable to spread this orientation throughout the organization (Quinn et al , 2012). In COR theory though, positive emotions that carry over from family to work may serve as energy-generating personal resources from which women entrepreneurs can draw, to foster innovative possibilities and stimulate entrepreneurial business activities, despite the challenges (Kacmar et al , 2020).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…Our focus on women does not imply that women and men entrepreneurs differ in their abilities or motivation to leverage positive spillover effects from family to work. As extant research among employees shows, these benefits apply to both genders (Carlson et al , 2006; Kacmar et al , 2020). A supportive family similarly should provide personal resources for entrepreneurs, from which women and men alike can draw to enhance their business undertakings (Edelman et al , 2016).…”

Section: Introductionmentioning

confidence: 99%

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Happy at home, successful in competition: the beneficial role of happiness and entrepreneurial orientation for women entrepreneurs

Clercq

Kaciak

Thongpapanl

2022

IJEBR

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PurposeThis study aims to investigate the mediating effect of entrepreneurial orientation on the relationship between women entrepreneurs' experience of family-induced work happiness and the competitive performance of their companies, as well as the invigorating role of their perceptions of environmental hostility in this process.Design/methodology/approachSurvey data were collected among a nationwide sample of women entrepreneurs in Denmark.FindingsThe spillover of positive emotions from family to work can spur competitive performance if women entrepreneurs adopt an entrepreneurial strategic posture. This intermediate role of entrepreneurial orientation is particularly prominent among women entrepreneurs who experience their market environments as highly threatening to their success.Practical implicationsFor practitioners, this study identifies a key mechanism, an entrepreneurial strategic direction, by which positive work energy stemming from family involvement can enhance women entrepreneurs' business success. The study also shows how this mechanism is triggered by resource-draining competitive markets that appear hostile instead of benign.Originality/valueThe adoption of an entrepreneurial posture is an unexplored but critical factor through which women entrepreneurs' sense of happiness at work, caused by their family involvement, can be leveraged into enhanced success at the organizational level. This study also explicates how this beneficial role is invigorated by beliefs about environmental hostility, as a critical external source of resource depletion.

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“…While surface acting, individual’s fake emotional expressions which are inconsistent with the desired behavior at home. Kacmar et al (2020) found that while facing challenging situations individuals surface act which requires significant emotional effort and depletes resources. In contrast, deep acting or genuine emotional expression is compatible with the behavior expected at home.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

A Moderated Mediation Model of Emotion Regulation and Work-to-Family Interaction: Examining the Role of Emotional Labor for University Teachers in Pakistan

Saleem

Hanif²,

Zhou

2022

SAGE Open

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This study develops an Employee Emotional Engagement Model in the work and family domain using structural equation modeling. The effects of transiting from work to family role are measured via the experience sampling method over 2 weeks from 126 university teachers. Multilevel modeling results indicate that family engagement worsened when employees engaged in surface acting but improved when they engaged in deep acting. Furthermore, work-to-family conflict mediates the negative relationship between surface acting and family engagement, while work-to-family enrichment mediates the positive relationship of deep acting on family engagement. Employees older in age, married, and with bigger family size predict a higher level of work-to-family conflict and lower level of work-to-family enrichment. Findings reveal that females experienced stronger enrichment from work to family while deep acting compared to males. Analyses also revealed that family engagement strongly predicts work engagement in employees.

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The interactive effects of role overload and resilience on family-work enrichment and associated outcomes

Cited by 19 publications

References 47 publications

Remote working: a double-edged sword for workers' personal and professional well-being

Remote working: a double-edged sword for workers' personal and professional well-being

Happy at home, successful in competition: the beneficial role of happiness and entrepreneurial orientation for women entrepreneurs

A Moderated Mediation Model of Emotion Regulation and Work-to-Family Interaction: Examining the Role of Emotional Labor for University Teachers in Pakistan

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