Work-family enrichment: evidence from India on source attribution

Abstract

PurposeWork-family researchers examining work-family enrichment (WFE) have used a cross-domain model (Frone et al., 2003) to explain relationships between enrichment experienced and the satisfaction reported in the same domain. Recent research points out inconsistencies in this approach, arguing for a source attribution model in which increased satisfaction is reported in the domain where the source of enrichment resides. This study looks at bi-directional WFE and both forms of domain satisfaction, job and family, to explore relative strengths of these relationships in an Indian context, thereby extending theory on source vs cross-domain effects of enrichment.Design/methodology/approachThis study uses a single-source cross-sectional study of 508 married individuals working in the services sector in India, each with at least one child in the family. Structural equation modeling is used to test the hypotheses.FindingsThe results support the source attribution perspective of enrichment where WFE shows stronger links to job satisfaction, and family-work enrichment (FEW) shows stronger links to family satisfaction. Our study revealed that dual-earners report higher satisfaction levels compared to those from single-earner households.Originality/valueIn addition to advancing theory on source attribution for WFE, this is the first study to focus exclusively on married individuals with children to further help accentuate inter-domain resource transfer. In addition, this is one of the few studies to test out the theory of enrichment through service sector knowledge workers in a developing economy like India, where the service sector contributes to 60% of the GDP.

To predict and to explain: a multigroup analysis of gender on job and family satisfaction among hospitality employees

“…Our findings also demonstrate that FWE shows a significant positive relationship with both FS and JS. These results support the originating domain view, where the domain in which enrichment originates in the domain has the primary benefit (Premchandran and Priyadarshi, 2020). It is consistent with Voydanoff (2005), where satisfaction increases for the role to generate the resources.…”

“…Bidirectionality of work-family enrichment. Unlike earlier studies such as Greenhaus and Powell (2006), recent work such as Hill et al (2020), Taheri et al (2020), Kalliath et al (2020) and Premchandran and Priyadarshi (2020) are beginning to focus on the positive relationships between work and family. WFE can be explained as the "extent to which experiences of how family roles benefit from work roles through developmental resources, positive affect, and psychosocial capital derived from involvement in work" (Greenhaus and Powell, 2006;Siu et al, 2010).…”

“…Researchers have developed the cross-domain theory suggesting that with finite resources such as time and energy, engaging in multiple roles could be overwhelmingly demanding, creating a situation of resource impairment (Premchandran and Priyadarshi, 2020). When that happens, conflicts and strain eventuates, which crosses to the other domain affecting individuals' ability to fulfill their roles.…”

“…Likewise, the contrary happens when one finds enrichment and positive experience in one domain, enhancing resources that cross over to the other domain (Kalliath et al , 2019). In summary, the cross-domain theory explains how resource enhancement or impairment in one domain influences the behaviors and attitudes in the other domain (Premchandran and Priyadarshi, 2020).…”

Decent work and work–family enrichment: role of meaning at work and work engagement

“…Indian culture represents a unique context for managing work and family domains because of varied cultural characteristics, political-economic environment and family support systems (Gopalan et al, 2020;Premchandran and Priyadarshi, 2020). For instance, in the Indian context, while work serves as a primarily major source of earning in addition to gaining social status (Baral and Bhargava, 2011a, b); there also exists dominance of family-centric values for maintaining an appropriate work-life balance (Rastogi et al, 2019).…”