scholarly journals The Role of Cognitive Appraisal in Work-Family Experiences of Indian IT Employees

2014 ◽  
Vol 39 (2) ◽  
pp. 21-30 ◽  
Author(s):  
Mousumi Padhi ◽  
Snigdha Pattnaik
Keyword(s):  
Family Conflict ◽  
Cognitive Appraisal ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Policies ◽  
Family Experiences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Demographic changes have had a catalytic effect on the number of people participating in multiple roles and juggling them as they go through various life functions. Two of the major domains where these roles are based are work and family. This study draws on Person-environment fit theory to understand to what extent congruence between an individual and her⁄his environment affects her⁄his experience of work-family interface. Through this, the study seeks to capture the cognitive appraisal process by which work and family experiences can exacerbate work-family conflict (WFC) and enhance work-family enrichment (WFE). This study is an attempt to respond to calls by researchers to look at the process of cognitive appraisal and congruence which have largely been ignored in work-family literature. These processes could help understand why given the same situation and environmental contexts, individuals might differ in their work-family experiences. Congruence, measured at two levels — congruence and incongruence — has been taken as the independent variable in the study. The different measures of work-family conflict and work-family enrichment have been taken as the dependent variables. Responses in the study were drawn from software professionals working in IT organizations. It was found that the incongruent individuals reported significantly higher levels of work-family conflict on all the dimensions of conflict as compared to the congruent individuals. In contrast, when it came to work-family enrichment, congruent individuals reported significantly higher levels of enrichment on all the dimensions as compared to incongruent individuals. By capturing the role of cognitive appraisal on work-family interface, the study contributes theoretically and empirically to the extant literature on work and family. As organizations across sectors are taking steps to promote work-life harmony, the finding that congruence leads to greater work-family enrichment and incongruence leads to greater work-family conflict has important practical implications for the formulation of work-family policies.

Work and Family

2017 ◽  
Author(s):  
MacKenna L. Perry ◽  
Leslie B. Hammer
Keyword(s):  
Psychological Health ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
The Family ◽  
Low Levels ◽  
Work Family ◽  
Work Family Enrichment ◽  
Work Domain ◽  
Family Enrichment

Study of the intersection of work with nonwork components of individuals’ lives has most often focused on roles within nuclear and extended families but is increasingly focused on nonwork domains beyond family, such as roles within friendships, communities, leisure activities, and the self. In line with the focus of most existing literature on the family-specific domain within nonwork lives, the nonwork domain will generally be referred to here as “family.” One popular conceptualization of linking mechanisms between work and family differentiates between work-family conflict or stress, which occurs when a work role and a nonwork role are not fully compatible and results in some type of physical or psychological strain. Alternatively, work-family enrichment occurs when participation in one role benefits life in the other role. Concepts similar to work-family enrichment include work-family positive spillover and work-family facilitation; all emphasize the ways in which one role can positively impact another role. Additionally, the popular concept of work-family balance highlights either a state of low conflict and high enrichment or the presence of effectiveness and satisfaction in both roles. Broadly speaking, the links between work and family are bi-directional, such that the work domain can influence the family domain, the family domain can influence the work domain, and both can occur simultaneously. Work-family conflict and enrichment have been tied to important employee outcomes, including work (e.g., absenteeism), family (e.g., family satisfaction), and domain-unspecific outcomes (e.g., physical and psychological health), as well as to organizational outcomes (e.g., market performance). Working conditions contributing to work-family conflict and enrichment are frequently characteristic of lower wage jobs, such as low levels of control over work, high work demands, low levels of supervisor support, shift work, and temporary work that can lead to unpredictable schedules, high degrees of job insecurity, and increased health and safety hazards. Researchers are presented with unique challenges as the workplace continues to change, with more dual-earner couples, an increasingly aging workforce, and surges of technology that facilitates flexible work arrangements (e.g., telecommuting). Nonetheless, researchers and organizations work to explore relationships between work and family roles, develop policies related to work and family (i.e., national, state or local, and organizational), and build evidence-based interventions to improve organizations’ abilities to meet employees’ needs.

Collective Influence of Work–Family Conflict and Work–Family Enrichment on Turnover Intention: Exploring the Moderating Effects of Individual Differences

2019 ◽  
Vol 21 (5) ◽  
pp. 1218-1231 ◽  
Author(s):  
Nimitha Aboobaker ◽  
Manoj Edward
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Group Analysis ◽  
Work And Family ◽  
Theory And Practice ◽  
Work Family Conflict ◽  
Family Research ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Multiple roles at both work and family result in both negative (work–family conflict) and positive (work–family enrichment) spillover, which has their reflections on employees’ job and family outcomes. Research on work–family integration has been largely dominated by studies conducted in the USA and other Anglo countries, and barely a few studies have been conducted in non-Western contexts, especially in collectivistic societies of India, where family roles presume more prominence. This study scrutinized the combined effect of work–family conflict and work–family enrichment on turnover intention, among selected bank employees, from both private sector and public sector banks in India. Data were collected using self-reporting standardized scales that measured work–family conflict and work–family enrichment in both directions. Results were in line with the ‘matching-domain’ hypothesis in work–family research, as family to work direction of spillovers was not found to be significant predictors of turnover intention. Multi-group analysis using WarpPLS 6.0 revealed that gender and the sector of employed bank significantly moderated the relationship between variables under focus. The present study delivers indication that simultaneous experience of lowered work–family conflict and higher enriched experiences at the workplace will offer tangible benefits and long-standing yields to the organizations, in the form of lowered intentions to quit the organization, with particular emphasis on the matching-domain hypothesis of work–family research. The implications of these results for theory and practice are also discussed.

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.

Counselors’ Experience of Work and Family Roles During the COVID-19 Pandemic

2021 ◽  
Vol 43 (4) ◽  
pp. 301-318
Author(s):  
Emeline C. Eckart ◽  
Mary A. Hermann ◽  
Cheryl Neale-McFall
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Work Place ◽  
Family Roles ◽  
Work Family Conflict ◽  
Workplace Flexibility ◽  
Work Family ◽  
Work And Family Roles ◽  
Work Family Enrichment ◽  
Family Enrichment

In this study, the researchers used quantitative analysis to examine the relationship between counselors’ work–family conflict, work–family enrichment, work variables, and family variables during the COVID-19 pandemic. Factors that predicted counselors’ experience of conflict between work and family roles included lacking work-place flexibility, having a child under the age of 6, spending a high number of hours caring for others, and experiencing a change in location of the work setting due to COVID-19. Workplace flexibility and a low number of hours spent caring for others predicted counselors’ experience of enrichment. Participants’ mean responses to the Work–Family Conflict Scale and Work–Family Enrichment Scale indicated they experienced higher levels of enrichment than conflict during the pandemic.

Role of support in work–family interface among university faculty in India

2020 ◽  
Vol 9 (3) ◽  
pp. 323-338 ◽  
Author(s):  
Neena Gopalan ◽  
Murugan Pattusamy ◽  
Kamala Gollakota
Keyword(s):  
Family Conflict ◽  
Online Survey ◽  
Hierarchical Regression ◽  
University Faculty ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeNumerous studies on Western samples exist on work–family conflict (WFC) and work–family enrichment (WFE). Generalizing such results to other cultures may lead to erroneous interpretations of results. The present study emphasizes the role of different types of support on both work–family conflict and enrichment among university faculty in India.Design/methodology/approachAn online survey was administered to university faculty in India. Hierarchical regression analyses were used to test the hypotheses.FindingsResults based on a sample of 199 university faculty in India indicated that supervisor and coworker support did not significantly reduce work–family conflict but increased work–family enrichment. The type of family support (instrumental versus emotional) had an impact, particularly on work-family enrichment.Originality/valueResearch on work–family dynamics in India is still in its nascent stage. This study attempted to address this gap by studying both conflict and enrichment dynamics in the family and work lives of university faculty in India.

scholarly journals EVIDENCE-BASED PRACTICES THAT DEAL WITH WORK-FAMILY CONFLICT AND ENRICHMENT: SYSTEMATIC LITERATURE REVIEW

2020 ◽  
Vol 21 (2) ◽  
pp. 820-826
Author(s):  
Tadas Vadvilavičius ◽  
Aurelija Stelmokienė
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
Family Conflict ◽  
Work And Family ◽  
Evidence Based ◽  
Work Family Conflict ◽  
Depth Analysis ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Work and family are the most important aspects in everyday life that interact with each other simultaneously. The interaction between work and family may cause both negative and positive outcomes that is why scientists and practitioners are seeking to understand how to control them. The purpose of this article was to review existing literature on work-family conflict and enrichment interventions. We conducted a systematic literature review to investigate the evidence-based practises that dealt with reduction of work-family conflict and increase in work-family enrichment. After the screening, 12 articles from 699 unique studies were selected for the in-depth analysis. 11 out of 12 represented interventions confirmed significant positive results about the reduction of work-family conflict or increase in work-family enrichment. It is not surprising that organizations quite often choose training/workshop as the most suitable intervention. Similarly, only one scientific article presented the intervention that used real organizational change to reduce work-family conflict. Additionally, only one intervention was oriented towards the positive side of work family interaction – increase in work-family enrichment. Finally, practical implications and future research directions are proposed in the discussion.

A Multilevel Investigation of the Effects of Daily Work–Family Interaction on Daily Affect During the COVID-19 Pandemic

2021 ◽  
pp. 0192513X2110444
Author(s):  
Mehmet Çetin ◽  
Bayram Dede ◽  
Özgür Kökalan ◽  
Ezgi Dede
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Family Conflict ◽  
Positive And Negative Affect ◽  
Work Family Conflict ◽  
Daily Work ◽  
Level Data ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

This research aimed to examine the effects of daily work–family conflict and work–family enrichment on daily positive and negative affect levels of employees during the first phases of the COVID-19 pandemic in Turkey. The multilevel structure of the research design makes this study original. 730 day-level data were collected from 146 respondents during five consecutive workdays. One week later, a larger survey was delivered for assessing the person-level variables. The results indicated that both forms of work–family conflict significantly decreased positive affect and increased negative affect. Both types of work–family enrichment significantly increased positive affect; but only daily work to family enrichment significantly decreased daily negative affect. Findings also revealed that positive affect levels of respondents increase while negative affect levels decrease with time. On the days employees worked from distance, lower levels of positive and negative affect were experienced.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

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.

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