The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

Nielsen, Jordan; Thompson, Jeff. E.; Wadsworth, Lori L.; Vallett, Joel David

doi:10.1002/job.2469

Cited by 23 publications

(16 citation statements)

References 92 publications

(141 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This awareness is critical considering current circumstances where working from home is becoming "the new normal" (Wingard, 2020). Moreover, as the COVID-19 pandemic continues to compel a large section of the workforce to work from home (Chadee et al, 2021), it is incumbent for organizations to review their policies at the work-family interface (Nielsen et al, 2020).…”

Section: Practical Implicationsmentioning

confidence: 99%

Employee thriving at work: The long reach of family incivility and family support

et al. 2021

View full text Add to dashboard Cite

Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work-related antecedents, overlooking family-related issues that constitute an essential part of social interactions. To advance our understanding of socio-relational sources of employee thriving at work, we investigate the differential effects of family incivility and family support on thriving at work. Integrating the work-home resources (W-HR) model with boundary theory, we develop and test a research model where family incivility and family support influence thriving at work via family-work conflict (FWC) and family-work enrichment (FWE), respectively. We further propose that employee segmentation boundary management preference moderates these mediating processes. Results from two survey data collected from employees working in Nigeria and the United Kingdom provide support for our hypothesized relationships. The findings contribute to a richer understanding of how and when thriving at work is influenced by social relationships in family life. We discuss implications for theory and practice, limitations, and avenues for future research.

show abstract

Section: Practical Implicationsmentioning

confidence: 99%

Employee thriving at work: The long reach of family incivility and family support

et al. 2021

View full text Add to dashboard Cite

show abstract

“…As such, the presence or absence of meaningfulness is the result of a fundamental assessment of work tasks pursuant to individual beliefs and values and, thus, can change over time. Over the years, leading motivational researchers stress how human beings are driven to perform work that they assess as meaningful (Alderfer, 1972;Grant, 2008b;Herzberg, 1966;Maslow, 1954Maslow, , 1971McGregor, 1960;Nielsen et al, 2020;Rogers, 1961;Rosso et al, 2010). Frankl (1959) even declares the desire for meaning as the basic motivation for human life itself.…”

Section: Meaningfulnessmentioning

confidence: 99%

Towards a neo-configurational theory of intrinsic motivation

Swiatczak

2021

Motiv Emot

View full text Add to dashboard Cite

This research seeks to improve our understanding of how intrinsic motivation is instantiated. Three motivation theories, flow theory, self-determination theory, and empowerment theory, have informed our understanding of the foundations of intrinsic motivation at work. Taken jointly, they suggest six causal factors for intrinsic motivation: (1) perceived competence, (2) perceived challenge, (3) perceived autonomy, (4) perceived impact, (5) perceived social relatedness, and (6) perceived meaningfulness. Integrating different theoretical perspectives, I employ a case-based configurational approach and conduct coincidence analyses on survey data from a German public utility to analyse the nuanced interplay of these six causal factors for intrinsic motivation. My data show that high perceived meaningfulness or high perceived autonomy is sufficient for high perceived intrinsic motivation and at least one of the two conditions must be present. Further, my findings reveal a common cause structure in which perceived impact is not a causal factor for intrinsic motivation but an additional outcome factor. Subsequent analyses shed light on possible roles of the remaining proposed causal factors by drawing a tentative causal chain structure. The results of this study enhance our understanding of the causal complexity underlying the formation of intrinsic motivation.

show abstract

“…Thus, living a calling may positively relate to both WFE and FWE. Indeed, Nielsen et al (2020) found that calling moderately positively related to work-family enrichment and slightly negatively related to work-family conflict.…”

Section: Living a Calling And Work-family Interface Profilesmentioning

confidence: 99%

Living a Calling and Work–Family Interface: A Latent Profile Analysis

Zhang

Dik

Dong

2021

Journal of Career Assessment

View full text Add to dashboard Cite

The positive outcomes of calling have been examined in a large and growing number of studies, yet little is known about how calling relates to the work-family interface. In this study, we adopted a person-centered approach using latent profile analysis to explore how living a calling relates to different work-family interface profiles. With a sample of 267 Chinese university counselors, we found three work-family interface profiles: slightly conflictual (51%), experiencing slightly higher than average levels of work-to-family conflict (WFC) and family-to-work conflict (FWC) and slightly lower than average levels of work-to-family enrichment (WFE) and family-to-work enrichment (FWE); work-to-family conflictual (15%), with higher levels of WFC and lower levels of FWC, WFE, and FWE; and enriched (34%), indicated by higher levels of WFE and FWE and lower levels of WFC and FWC. The results revealed that the greater the extent to which participants were living their calling, the more likely they were to be classified into the enriched profile. Our findings contribute to the literature on calling by offering person-centered insights on the relation between calling and the work-family interface.

show abstract

The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

Cited by 23 publications

References 92 publications

Employee thriving at work: The long reach of family incivility and family support

Employee thriving at work: The long reach of family incivility and family support

Towards a neo-configurational theory of intrinsic motivation

Living a Calling and Work–Family Interface: A Latent Profile Analysis

Contact Info

Product

Resources

About