Work–family enrichment among dual-earner couples: Can work improve our family life?

2013 ◽  
Vol 60 (4) ◽  
pp. 634-640 ◽  
Author(s):  
Marianne G. Dunn ◽  
Karen M. O'Brien
Keyword(s):  
Family Life ◽  
Dual Earner ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals Peran Core Self-Evaluation dan Dukungan Atasan terhadap Pengayaan Kerja Keluarga

2020 ◽  
Vol 7 (1) ◽  
pp. 19-30
Author(s):  
Maudy Safira Ervinadi ◽  
Artiawati Artiawati ◽  
Darmawan Muttaqin
Keyword(s):  
Family Life ◽  
Supervisor Support ◽  
Work And Family ◽  
Instrumental Support ◽  
Self Evaluation ◽  
Work Family ◽  
The Individual ◽  
Core Self ◽  
Work Family Enrichment ◽  
Family Enrichment

In recent years, the number of women workers has increased, it means women participate in both work and family roles together. Interaction between work family life can also provide benefits in improving the quality of work-family life if managed properly. Core self-evaluation and supervisor support are the factors that cannot be separated from work-family life. The purpose of this study is to examine the role of core self-evaluation and supervisor support in predicting work-family enrichment using quantitative research method and collecting data through questionnaire. Measurements used in this study were Work-Family Enrichment Scale, Core Self-Evaluation Scale, and Supervisor Support Subscale from the Social Support Scale include supervisor emotional and instrumental support. Data were collected from 113 employees aged 20-59 with at least one child. The result indicates that core self-evaluation and supervisor support are the predictors of work-family enrichment. However, instrumental support from supervisor is not a predictor of work-family enrichment. Work-family enrichment happens when the individual has a positive core self-evaluation and sensing that the individual got support from supervisor.

scholarly journals PERAN JOB DEMANDS DAN JOB RESOURCES TERHADAP WORK-FAMILY ENRICHMENT PADA GURU DI SEKOLAH X

2020 ◽  
Vol 4 (2) ◽  
pp. 458
Author(s):  
Florensia Louhenapessy ◽  
Rita Markus Idulfilastri ◽  
P. Tommy Y.S. Suyasa
Keyword(s):  
Multiple Regression ◽  
Family Life ◽  
Job Demands ◽  
Job Resources ◽  
Job Demand ◽  
Work Family ◽  
The Individual ◽  
Job Stressor ◽  
Work Family Enrichment ◽  
Family Enrichment

The teacher plays two main roles in his life, namely the role in work and in the family. The implementation of these two roles does not always cause conflict, but can improve the quality of life of teachers. Teacher job conflicts are closely related to job demand and job resources. Therefore, the purpose of this study is to see how the role of job demands and job resources on work-family enrichment in teachers. Work-family enrichment is enrichment obtained from individual experiences at work towards the welfare of family life, or vice versa. Job demands are defined as identical job demands with various pressures on the job (job stressor). Examples of job demands on teachers are the number of students who exceed the capacity in the classroom, the addition of subject matter outside of the teacher's interest / competence, the demand to adjust science to the times. Job resources are physical, social, and organizational aspects that serve as support or resources to achieve work goals. With the existence of job resources, job demands can be resolved. Psychologically, solving work demands based on available resources will stimulate the individual to grow and develop personally, in this case the personal growth of the individual has implications for increasing his welfare in working / family life. Participants in this study were 43 teachers in School X. Analysis of research results using multiple regression showed that job demands and job resources together played a role in predicting an increase in work-family enrichment by 12.5%. The implication of the results of this study is that various demands on work supported by resources at work can improve welfare in working life / family life. Guru menjalankan dua peran utama dalam kehidupannya yaitu peran di pekerjaan dan keluarga. Menjalankan dua peran tersebut tidak selalu menimbulkan konflik, namun justru bisa meningkatkan kualitas hidup guru. Konflik pekerjaan guru sangat berhubungan dengan job demand dan job resources. Oleh karena itu, tujuan penelitian adalah untuk melihat bagaimana peran job demands dan job resources terhadap work-family enrichment pada guru. Work-family enrichment merupakan pengayaan yang diperoleh dari pengalaman-pengalaman individu di pekerjaan terhadap kesejahteraan kehidupan berkeluarga, atau sebaliknya. Job demands didefinisikan sebagai tuntutan-tuntutan pekerjaan yang indentik dengan berbagai tekanan dalam pekerjaan (job stressor). Contoh dari job demands pada guru adalah jumlah siswa yang melebihi kapasitas di dalam kelas, penambahan materi pelajaran di luar minat/kompetensi guru, tuntutan untuk menyesuaikan ilmu pengetahuan dengan perkembangan zaman. Job resources adalah aspek-aspek fisik, sosial, maupun organisasi yang berfungsi sebagai pendukung atau sumber daya untuk mencapai tujuan pekerjaan. Dengan adanya job resources maka job demands dapat terselesaikan. Secara psikologis, penyelesaian job demands berdasarkan job resources yang dimiliki akan menstimulasi individu untuk bertumbuh dan berkembang secara personal, dalam hal ini pertumbuhan personal yang dimiliki individu berimplikasi pada work-family enrichment. Partisipan pada penelitian ini adalah guru yang berjumlah 43 orang di Sekolah X. Analisis hasil penelitian yang menggunakan multiple regression menunjukan bahwa job demands dan job resources bersama-sama berperan memprediksi peningkatan work-family enrichment sebesar 12,5%.  Implikasi dari hasil penelitian ini bahwa berbagai tuntutan dalam pekerjaan yang di dukung dengan sumber daya dalam pekerjaan dapat meningkatkan kesejahteraan dalam kehidupan berkerja dan berkeluarga. 

scholarly journals Work-family enrichment of dual-earner couples: a longitudinal study on the effects of personal resources

2020 ◽  
Vol 18 (2) ◽  
Author(s):  
Delia Virga ◽  
Alina Matei
Keyword(s):  
Personal Resources ◽  
Dyadic Data ◽  
Men And Women ◽  
Job Experience ◽  
Dual Earner ◽  
Work Family ◽  
Age Range ◽  
Work Family Enrichment ◽  
Practical Implications ◽  
Family Enrichment

The current study investigated the dyadic longitudinal interaction between psychological capital as a personal resourceand work-family enrichment. Work-family enrichment is a positive transfer by both men and women from the homedomain's job experience. The study involved 129 couples with a broad age range measured at two measurement occasionsspaced three months apart. The design was built on the Work-Home Resources and Spillover-Crossover models. Theanalyses applied in this study were based on Actor–Partner Interdependence Models and extended Common Fate Models.Psychological capital is a predictor of the interpersonal (between partners) and intrapersonal (within the self) level forWFE in the models conducted on dyadic data. Furthermore, shared work-family enrichment predicted sharedpsychological capital from both partners. Thus, personal resources predicted work-family enrichment three months later.Theoretical and practical implications are discussed.

Work-Family Enrichment Scale

2006 ◽  
Author(s):  
Dawn S. Carlson ◽  
K. Michele Kacmar ◽  
Julie Holliday Wayne ◽  
Joseph G. Grzywacz
Keyword(s):  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Family-supportive organizational environment and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Life ◽  
Organizational Environment ◽  
Staff Retention ◽  
Negative Consequences ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.Design/methodology/approachBased on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.FindingsThe results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.Research limitations/implicationsThe study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.Practical implicationsIn the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.Social implicationsTurnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.Originality/valueThe present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

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