Work–family interface of women entrepreneurs: evidence from India

2020 ◽  
Vol 9 (3) ◽  
pp. 411-428
Author(s):  
Aakanksha Sehgal ◽  
Preetam Khandelwal
Keyword(s):  
Social Support ◽  
Women Entrepreneurs ◽  
Family Characteristics ◽  
Negative Consequences ◽  
Content Type ◽  
Role Involvement ◽  
Indian Context ◽  
Work Family ◽  
Core Self ◽  
Family Enrichment

PurposeThe present study aims to examine work–family interface and explore its relationship with some key psycho-social variables amongst women entrepreneurs in the urban Indian context.Design/methodology/approachThis paper has adopted a quantitative design, whereby data collected using a questionnaire from 164 women entrepreneurs was analysed using hierarchical regression.FindingsFindings indicate that core self-evaluations, role involvement and social support worked in tandem towards diminishing conflict and driving enrichment. The role of family support and family involvement in enabling family-to-work enrichment suggests that work–family synergies could work to the unique advantage of women entrepreneurs. Work involvement was also seen to be related positively with work-to-family enrichment and negatively with family-to-work conflict.Research limitations/implicationsThe linkages between key psycho-social factors and work–family interface need to be studied on larger and varied samples, using alternative scales, for greater generalizability of results. Longitudinal research could also bring out valuable insights related to the effect of life cycle stages and other family characteristics on work–family interface.Practical implicationsWork–family interface should be regarded as a fundamental business imperative with crucial implications for the venture. Self-development training and counselling in Entrepreneurship Development Programmes for women can shield them from conflict and its negative consequences while incorporating key behaviours to foster enrichment instead.Originality/valueThe present study is the first empirical research to examine work–family enrichment and its relationship with core self-evaluations, role involvement and social support for women entrepreneurs in the Indian context.

Exploring the moderating role of core self-evaluation in the relationship between demands and work-family enrichment

2019 ◽  
Vol 12 (2) ◽  
pp. 249-270
Author(s):  
Sarika Jain ◽  
Shreekumar K. Nair
Keyword(s):  
Content Type ◽  
Self Evaluation ◽  
Indian Context ◽  
Work Family ◽  
Sales Employees ◽  
Core Self ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context. Design/methodology/approach Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model. Findings The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front. Research limitations/implications In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations. Practical implications Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations. Originality/value This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

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.

Core self-evaluations, social support and life-domain conflicts

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sylvie St-Onge ◽  
Victor Y. Haines III ◽  
Felix Ballesteros-Leiva ◽  
Gwénaëlle Poilpot-Rocaboy
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Online Survey ◽  
Work Life ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Indirect Association ◽  
Work Family ◽  
Core Self

PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.Research limitations/implicationsOur findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.Originality/valueThe research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

scholarly journals Work–family enrichment of firefighters: “satellite family members”, risk, trauma and family functioning

2020 ◽  
Vol 9 (3) ◽  
pp. 395-407
Author(s):  
Rowena Hill ◽  
Eva Sundin ◽  
Belinda Winder
Keyword(s):  
Social Support ◽  
Family Members ◽  
Content Type ◽  
Emergency Responders ◽  
Rescue Services ◽  
The Social ◽  
The Family ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeTraditionally, research exploring the work–family interface has focussed on two perspectives: the organisation and the employee. The third perspective of the family has been largely neglected. This has also been the case with emergency responders. Arguably, the social support that emergency responders receive from their families maintains the health and well-being of the emergency responders. There has been more literature focussing on family members of police and ambulance staff, but less is known about the experiences of the families of firefighters. This study, therefore, aims to explore the occupation-related consequences for families of firefighters to establish what could be done to preserve this important source of social support.Design/methodology/approachA qualitative approach was needed to understand the perspective of relatives of firefighters. Grounded theory was used to analyse interviews of family members of firefighters.FindingsImportant concepts to families of firefighters include the management of emotional contagion from their firefighter, their sophisticated perceptions of physical and emotional risk, their ability to make things work around a satellite family member, detail of the sacrifices they make and the social support from other firefighters' families.Research limitations/implicationsThe findings highlight the rich understanding and benefits offered when fire and rescue services and researchers consider the family perspective of the work–family interface within this context to develop a rich supportive dynamic between the organisation, the employee and their family.Practical implicationsFindings from this study are considered to inform the development of a positive resource ecology within fire and rescue services. Where work-family enrichment positively informs the interventions and practical approaches organisations can use to enhance the wellbeing of their employees, by acknowledging other life domains.Originality/valueThe contribution to theoretical perspectives on the work–family interface, as well as the informed understanding of occupational consequences of the firefighting occupation on relatives, offers a unique contribution to the literature.

Informal learning, work engagement and their effects on work-family enrichment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mansi Rastogi ◽  
Osman M. Karatepe
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeDrawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.Design/methodology/approachQuestionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.FindingsThe findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.Originality/valueMost of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

Women entrepreneurs, individual and collective work–family interface strategies and emancipation

2018 ◽  
Vol 10 (4) ◽  
pp. 198-223 ◽  
Author(s):  
Louise St-Arnaud ◽  
Émilie Giguère
Keyword(s):  
Women Entrepreneurs ◽  
Work Organization ◽  
Division Of Labour ◽  
Organization Of Work ◽  
Content Type ◽  
Work Activities ◽  
Qualitative Research Design ◽  
Collective Work ◽  
The Family ◽  
Work Family

Purpose This paper aims to examine the experience of women entrepreneurs and the challenges and issues they face in reconciling the work activities of the family sphere with those of the entrepreneurial sphere. Design/methodology/approach This study is based on a materialist feminist perspective and a theory of living work that take into account the visible and invisible dimensions of the real work performed by women entrepreneurs. The methodology is based on a qualitative research design involving individual and group interviews conducted with 70 women entrepreneurs. Findings The results show the various individual and collective strategies deployed by women entrepreneurs to reconcile the work activities of the family and entrepreneurial spheres. Originality/value One of the major findings emerging from the results of this study relates to the re-appropriation of the world of work and organization of work by women entrepreneurs and its emancipatory potential for the division of labour. Through the authority and autonomy they possessed as business owners, and with their employees’ cooperation, they integrated and internalized tasks related to the work activities of the family sphere into the organization of work itself. Thus, not only new forms of work organization and cooperation at work but also new ways of conceiving of entrepreneurship as serving women’s life choices and emancipation could be seen to be emerging.

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

Work–family enrichment: an integrative review

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Monika Agrawal ◽  
Ritika Mahajan
Keyword(s):  
Integrative Review ◽  
Family Type ◽  
Future Research ◽  
Content Type ◽  
Work Related ◽  
Managerial Implications ◽  
Antecedents And Consequences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this study is to provide an integrative review of work–family enrichment literature.Design/methodology/approachThe study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.FindingsThe study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.Originality/valueAs per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.

Direct and indirect effects of work‒family enrichment: role of gender role ideology

2019 ◽  
Vol 69 (5) ◽  
pp. 873-894 ◽  
Author(s):  
Nidhi Bansal ◽  
Upasna A. Agarwal
Keyword(s):  
Gender Role ◽  
Work Life ◽  
Decision Latitude ◽  
Content Type ◽  
Gender Role Ideology ◽  
Family Culture ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to examine the antecedents (i.e. work‒family culture and decision latitude) and outcome (innovative workplace behavior (IWB)) of work‒family enrichment (WFE). The study also examines the moderated mediation hypothesis between WFE and outcome, considering work‒life balance (WLB) as a mediator and gender role ideology (GRI) as the moderator. Design/methodology/approach Data for the study were collected through a questionnaire survey from 426 Indian dual working parents, working in various sectors, through purposive sampling technique. Findings The study found that work‒family culture and decision latitude are positively related to WFE, which, in turn, results in increased IWB, with WLB acting as its mediator. Further, the study also found a moderating effect of GRI between WFE and WLB relationship; more specifically, the relationship between WFE and balance is stronger for egalitarian employees (high GRI). Research limitations/implications Using self-reported questionnaire data and a cross-sectional research design is the limitation of this study. Originality/value The study examines a relatively less focused phenomenon of work‒life interface, that is WFE in one of the underrepresented contexts like India; further, the study extends the range of antecedents and outcomes of WFE. Additionally, it contributes to understand the enrichment‒balance relationship, whereby it explains the role of GRI in developing a balanced perception.

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