The within and cross domain effects of work-family enrichment: A meta-analysis

Zhang, Yucheng Eason; Xu, Shan; Jin, Jian; Ford, Michael T.

doi:10.1016/j.jvb.2017.11.003

Cited by 151 publications

(112 citation statements)

References 126 publications

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“…Nevertheless, the reported effect sizes are comparable to other diary studies (Bakker and Xanthopoulou, 2009;Mojza et al, 2010) as well as to other crosssectional investigations of OCB and the work-family interface (Carlson et al, 2013). In addition, Zhang et al (2018), in their meta-analysis, showed that within-domain effects were stronger than the cross-domain effects, results consistent with the present findings. Third, the current investigation adopted the recognized two-dimensional approach (Richards and Schat, 2011, as noted), which does not posit specific hypotheses concerning the securely attached individuals falling at the low end of each of these two dimensions.…”

Section: Discussionsupporting

confidence: 91%

OCB-Work-Family Facilitation: Is It Positive for All Attachment Orientations?

2020

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The present study seeks to expand on research concerning the benefits of organizational citizenship behaviors (OCBs) to work-family facilitation (WFF) by integrating the theoretical framework of the attachment personality perspective (Bowlby, 1982). We hypothesized that OCB would enhance WFF for employees having lower levels of avoidance and anxious orientations but reduce WFF for employees with higher levels of avoidance and anxiety orientations. Two studies were conducted to test these hypotheses. Study 1 adopted a cross-sectional design, and Study 2 implemented a diary procedure. In Study 1, employees from a pharmaceutical company completed attachment orientations and WFF questionnaires, whereas their direct supervisors assessed the participants' OCB. In Study 2, attachment orientations of 108 participants were assessed, with OCB and WFF measures collected over 10 days. Findings from both studies supported our hypotheses relating to avoidance orientations. Performing OCB can enhance WFF, with the effect stronger for employees having lower avoidance orientations. However, findings regarding anxiety orientations were non-significant. A better understanding of the role that attachment orientations play in the OCB -WFF association may facilitate implementing possible interventions that could benefit both the organization and the family.

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Section: Discussionsupporting

confidence: 91%

OCB-Work-Family Facilitation: Is It Positive for All Attachment Orientations?

2020

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“…Finally, the study showed support for the mediating role that SCS could play in relation to WFE and job satisfaction and work engagement. Looking through the RGD lense, the resources employees gain when experiencing WFE, lead to positive feelings and evaluations about their work, resulting in more energetic and engaged employees (Zhang et al, 2018). In additon, these employees may develop a sense of belonging to and connection with the organisation, resulting in positive outcomes such as satisfaction.…”

Section: Discussionmentioning

confidence: 99%

“…2.3 | Work-family enrichment, job satisfaction, and work engagement Zhang, Xu, Jin, and Ford (2018) have conducted a thorough meta-analyses of the consequences of affective, resource, and performance consequences on WFE as well as on general well-being. The literature also documents positive relationships between WFE and job satisfaction (Chung, Kamri, & Nel, and Koekemoer (2015) explain the relationship between WFE and job satisfaction clearly; they suggest that the enrichment experience gives employees a sense of autonomy or assists them to develop new skills.…”

Section: Work-family Enrichmentmentioning

confidence: 99%

“…Zhang, Xu, Jin, and Ford (2018) have conducted a thorough meta‐analyses of the consequences of affective, resource, and performance consequences on WFE as well as on general well‐being. The literature also documents positive relationships between WFE and job satisfaction (Chung, Kamri, & Mathew, 2018; Daniel & Sonnentag, 2016; Shockley & Singla, 2011) and work engagement (Moazami‐Goodarzi, Nurmi, Mauno, & Rantanen, 2015; Qing & Zhou, 2017; Timms et al, 2015).…”

Section: Literaturementioning

confidence: 99%

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

Koekemoer

Olckers

Nel

2020

Australian Journal of Psychology

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The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work-family enrichment and job satisfaction and work-family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work-family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work-family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gaindevelopment framework, new insights are provided into the processes and mechanisms relating to work-family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work-family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.

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“…If type of leadership can affect employees' nonwork lives, there is a chance it can have positive spillover effects into the home life. Such positive spillover has been labelled work-home enrichment, and it can result in multiple favorable effects on the employee and his or her family (e.g., a meta-analysis by Zhang, Xu, Jin, & Ford, 2018).…”

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confidence: 99%

The long reach of the leader: Can empowering leadership at work result in enriched home lives?

Kim

Beehr

2020

Journal of Occupational Health Psychology

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Work-home enrichment occurs when employees' work roles and experiences lead to benefits and resources that improve the quality of life in the home role. Guided by self-determination theory (SDT), we developed a serial mediation model in which empowering leadership predicted workhome enrichment via satisfaction of innate psychological needs of SDT and then via work engagement. Four-waves of data over a 9-month period were obtained from 289 full-time U.S. employees. Structural equation modeling and the PROCESS macro were used to verify the indirect effect of empowering leadership on work to home enrichment. Empowering leadership predicted subordinates' need satisfaction, which in turn, predicted work engagement. Work engagement was then associated with positive spillover from work to home roles in the form of work-home enrichment. Theoretically, empowering leadership is a condition of the work environment that can satisfy important psychological need requirements outlined in SDT and promote work engagement, thereby influencing employees' home functioning. Integrating the frameworks of empowering leadership and SDT, this study provided valuable insights for general employee well-being by showing how empowering leadership could have a spillover effect in the form of work-home enrichment.

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The within and cross domain effects of work-family enrichment: A meta-analysis

Cited by 151 publications

References 126 publications

OCB-Work-Family Facilitation: Is It Positive for All Attachment Orientations?

OCB-Work-Family Facilitation: Is It Positive for All Attachment Orientations?

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

The long reach of the leader: Can empowering leadership at work result in enriched home lives?

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