Is Work–Family Enrichment an Antidote to Experiences of Psychological Strain Among Australian Social Workers? An Empirical Study

2013 ◽  
Vol 67 (3) ◽  
pp. 332-347 ◽  
Author(s):  
Parveen Kalliath
Keyword(s):  
Empirical Study ◽  
Social Workers ◽  
Psychological Strain ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Work–Family Enrichment and Job Satisfaction of Indian Social Workers

2017 ◽  
Vol 2017 (1) ◽  
pp. 16378
Author(s):  
Xi Wen Chan ◽  
Tom Kalliath ◽  
Parveen Kalliath ◽  
Christopher Chan
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

2020 ◽  
Vol 49 (9) ◽  
pp. 2055-2072 ◽  
Author(s):  
Parveen Kalliath ◽  
Thomas Kalliath ◽  
Xi Wen Chan ◽  
Christopher Chan
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Supervisor Support ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Family Friendly ◽  
Work Family ◽  
Work Family Enrichment ◽  
Positive Work ◽  
Family Enrichment

PurposeDrawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.Design/methodology/approachData were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.Practical implicationsPromoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.Originality/valueAlthough several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

Keeping Work and Family Separate: A Serial Mediation Analysis of Social Workers’ Work–Family Segmentation, Work–Family Enrichment and Job Performance in Australia

2020 ◽  
Author(s):  
Parveen Kalliath ◽  
Xi Wen Chan ◽  
Thomas Kalliath
Keyword(s):  
Job Performance ◽  
Social Workers ◽  
Family Conflict ◽  
Work And Family ◽  
Life Strategy ◽  
Work Family Conflict ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

Abstract With increased blurring of boundaries between work and family lives, work–family segmentation has been suggested as an effective work–life strategy for social workers who are involved in complex human service work, to reduce work–family conflict and enhance work–family enrichment. Yet, numerous studies have examined social workers’ work–family conflict experiences, and only a few have focussed on social workers’ work–family enrichment experiences. Correspondingly, drawing on boundary theory, conservation of resources theory and work–family enrichment theory, we investigated how family-to-work enrichment and work-to-family enrichment help social workers to benefit from work–family segmentation to increase their job performance. Using an online survey of Australian social workers (n = 504), we tested the impact of work–family segmentation on the job performance of social workers through family-to-work-enrichment and work-to-family enrichment. The study found evidence for the positive impact of work–family segmentation in helping social workers to experience family-to-work enrichment and work-to-family enrichment, thereby enhancing their job performance. The theoretical and practical implications of the findings for social workers, supervisors and the social service agencies 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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