When work enriches family‐life: the mediational role of professional development opportunities

Abstract

PurposeSeveral studies have pointed out the importance of work‐family enrichment (WFE) for individuals' well‐being and organizations and for this reason, it seems important to understand how organizations may promote it. This study attempts to understand the role of organizational resources and, particularly, of opportunities for professional development (OPD), in promoting WFE. Specifically, it aims to test the mediation role of OPD between job resources (supervisor and colleague support, job security) and WFE.Design/methodology/approachThe study was conducted using a self‐report questionnaire administered to 353 employees and self‐employed workers from different occupational sectors.FindingsFilling a gap in the literature, the results showed that two job resources (supervisor support and job security) increase OPD which, in turn, mediates the relationship between the two job resources and WFE. Colleague support showed only a direct positive effect on WFE.Research limitations/implicationsThe first limitation of this research concerns the cross‐sectional design of the study, due to which no causal conclusions can be drawn. Moreover, future research might integrate some job demands and additional job resources into the model. Finally, regarding OPD, it is necessary to improve both understanding and measurement of this construct.Practical implicationsBased on the study's findings, organizations are encouraged to improve opportunities for job training and professional development, with important benefits for individuals, in terms of quality of work and life, and for organizations, in terms of better job attitudes and performance. Moreover, with regard to job security, more protection should be given to workers in order to enhance the quality of workplace learning and extra‐work life.Originality/valueThis study highlights the importance of integrating OPD into work‐family studies, demonstrating their role in enhancing the quality of life in the family domain. Furthermore, this study is one of the first to focus on job security as a significant resource in promoting professional development.

The role of workaholism in the job demands-resources model

“…It follows that, under highly stressful working conditions, the risk of workaholism is lower if sufficient job resources are available. Specifically, opportunities for professional development probably plays a moderating effect as they offer workers knowledge and skills necessary to achieve job results and cope with stressful working situations (Molino, Ghislieri, & Cortese, 2013;Salanova, Agut, & Peiro, 2005) in an effective and not addictive way. Further, job security can buffer the relationship between job demands and work addiction as it reduces people's fear to lose their job (Kraimer et al, 2005;Matuska, 2010).…”

“…Above all, organizations should offer sufficient opportunities for professional development to support employees in facing job demands. Furthermore, in the current Italian context, the possibility to provide greater protection in terms of job security seems to be highly relevant (Molino et al, 2013), and National labor policies should consider this emergent issue.…”

Beyond Work-Life “Integration”

“…Indeed, many of the interventions proposed in the work-family literature propose organizational interventions that would leave the workplace-workforce mismatch intact. Examples include proposals to enhance work-family enrichment by creating opportunities for professional development (Molino et al 2013).…”

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory

“…To enhance individual and organizational well-being, it is important to understand not only how to reduce WFC but also how to promote WFE (Bakker et al, 2011; Biggio and Cortese, 2013; Molino et al, 2013). The main determinants of WFE are job resources (Carlson et al, 2006; Bakker et al, 2010), and the role of the job demands in work-family enrichment is unclear.…”

“…Job resources are the main determinants of WFE and may reduce WFC (e.g., Voydanoff, 2004; Molino et al, 2013; Ghislieri et al, 2017). In this study, we considered supervisory coaching as a job resource; it refers to coaching behavior on the part of the supervisor that indicates respect, concern about employee needs and feelings, and help in routine tasks and skills development (Ellinger et al, 2003; Rafferty and Griffin, 2004).…”