Gratitude and Work-Family Enrichment among Indian Female Workforce: Exploring the Mediating Role of Psychological Capital

2022 ◽  
Vol 13 (1) ◽  
pp. 1
Author(s):  
NAVAL GARG
Keyword(s):  
Psychological Capital ◽  
Mediating Role ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals Work-Life Programs and Employment Continuity in a Single Organization: Understanding from Whole-Life Approach to Career Development

2021 ◽  
Vol 25 (1) ◽  
pp. 32-44
Author(s):  
Asna Usman ◽  
Waqar Akbar ◽  
Mehren Mansoor ◽  
Naila Imran ◽  
Saba Khan
Keyword(s):  
Career Development ◽  
Work Life ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Mediating Role ◽  
Work Family ◽  
Supervisor Behavior ◽  
Work Family Enrichment ◽  
Family Enrichment

This study examines the effect of work-life programs on employment continuity with a mediating role of work-family enrichment in a single organization using a work-family enrichment model. Consistent with the leader–member exchange theory, this study also examines the moderating role of family-supportive supervisor behavior between work-life programs and work-family enrichment. Data was collected from 218 employees working in the financial sector of Pakistan. Using partial least square structural equation modeling, the study findings suggest that work-life programs have no direct effect on employment continuity; however, the results show an indirect effect of work-life programs on employment continuity through the mediating role of work-family enrichment. Although family-supportive supervisor behavior has a significant impact on work-family enrichment, the findings show that it does not moderate the relationship between work-life programs and work-family enrichment. This study indicates to organizations the various work and nonwork factors that an employee considers while making career decisions, thus encouraging organizations to engage in whole-life approach to career development to retain valuable employees.

How does benevolent leadership lead to work–family enrichment? The mediating role of positive group affective tone

2020 ◽  
Vol 36 (4) ◽  
pp. 496-506
Author(s):  
Chih‐Ying Wu ◽  
Chien‐Chih Kuo ◽  
Chia‐Wu Lin ◽  
Wan‐Hsien Hu ◽  
Chia‐Yen Wu ◽  
...  
Keyword(s):  
Positive Group ◽  
Affective Tone ◽  
Mediating Role ◽  
Benevolent Leadership ◽  
Work Family ◽  
Group Affective Tone ◽  
Work Family Enrichment ◽  
Family Enrichment

scholarly journals Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance

2015 ◽  
Vol 27 (15) ◽  
pp. 1755-1776 ◽  
Author(s):  
Xi Wen Chan ◽  
Thomas Kalliath ◽  
Paula Brough ◽  
Oi-Ling Siu ◽  
Michael P. O’Driscoll ◽  
...  
Keyword(s):  
Self Efficacy ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Mediating Role ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support

2017 ◽  
Vol 25 (1) ◽  
pp. 58-80 ◽  
Author(s):  
Pavitra Mishra ◽  
Jyotsna Bhatnagar ◽  
Rajen Gupta ◽  
Shelley MacDermid Wadsworth
Keyword(s):  
Psychological Capital ◽  
Supervisor Support ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Work Family ◽  
The Relationship ◽  
Work Family Enrichment ◽  
Family Enrichment

AbstractThis paper examines the relationship between bi-directional work–family enrichment, psychological capital, and supervisor support in promoting innovative work behavior. We hypothesized that work-to-family enrichment and family-to-work enrichment would have a positive relation with psychological capital. Further, we examined that psychological capital would mediate the relationship between (i) work-to-family enrichment and innovative work behavior, and (ii) family-to-work enrichment and innovative work behavior. We also studied the role of supervisor support as a predictor or moderator for catalyzing innovative work behavior. Data were collected through questionnaire survey from 398 service-sector employees. We analyzed the data using structural equation modeling. Building on the theoretical foundation of broaden-and-build theory, we establish that both work-to-family enrichment and family-to-work enrichment were positively related to psychological capital. Psychological capital fully mediated between bi-directional enrichment and innovative work behavior. Supervisor support was directly related to innovative work behavior. We also suggest interventions for facilitating innovative work behavior.

Do boundary preferences, work-family self-efficacy and proactive personality predict job satisfaction? The mediating role of work-family enrichment

2019 ◽  
Vol 7 (2) ◽  
pp. 198-212 ◽  
Author(s):  
Rajesh Premchandran ◽  
Pushpendra Priyadarshi
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Proactive Personality ◽  
Content Type ◽  
Mediating Role ◽  
Married Individuals ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to explore the role of personality and individual differences as an antecedent to work-family enrichment (WFE) and consequently with job satisfaction. This study address gaps in WFE literature by looking at proactivity, work-family self-efficacy (WFSE) and family permeability as antecedent variables that have received scant attention from researchers. By addressing these gaps, the study seeks to advance theory on WFE and its relation to job satisfaction. Design/methodology/approach The authors do this through the exploration of pathways through WFE and studying 508 married individuals, with at least one child, working in the IT/ITES sector in India. The authors use structural equation modeling to analyze different pathways from personality based antecedents and WFE as mediator. Findings The results demonstrate the mediating role of WFE in the relationship between antecedents (WFSE, family permeability and proactive personality) and job satisfaction. Research limitations/implications This study contributes to existing research on WFE and personality by showing that WFE is a significant pathway toward job satisfaction and how personality variables influence satisfaction. Originality/value It is also the first study to use proactivity and WFSE as antecedents to test out the influence of WFE on job satisfaction. This is also the first study to look at only married individuals with children in a WFE study forced on the services sector. Consequently, these findings have significant implications in the way organizations deal with work-life situations, especially in the 30+ age bracket in India.

scholarly journals Calling as a Predictor of Life Satisfaction

2017 ◽  
Vol 26 (4) ◽  
pp. 567-582 ◽  
Author(s):  
Ye Eun Choi ◽  
Eunae Cho ◽  
Ha Jin Jung ◽  
Young Woo Sohn
Keyword(s):  
Life Satisfaction ◽  
Work Experience ◽  
Management Strategy ◽  
Psychological Capital ◽  
Work And Family ◽  
Boundary Management ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

The current study examined the mediating role of psychological capital and work–family enrichment in the relation between calling and life satisfaction. Moreover, the moderating role of boundary management strategy, the tactics individuals utilize to manage role boundaries, in the relation between calling and work–family enrichment was investigated. Cross-sectional survey data were collected from members of the South Korean navy ( N = 195). As hypothesized, people who have a calling obtained more psychological capital (hope, self-efficacy, resilience, and optimism) from their work experience, which in turn positively related to work-to-family enrichment and life satisfaction. Although a statistically significant moderating effect of boundary management strategy was found, the pattern of the interaction was different from our original prediction; the positive relation between calling and work-to-family enrichment was stronger among those who strive to separate the work and family domains (i.e., separators) than among those who aim to integrate the two domains (i.e., integrators). The theoretical and practical implications are discussed.

scholarly journals Investigating the Relationship between Work-family Enrichment and Psychological Well-being: The Mediating Role of Meaningful Work.

2021 ◽  
Vol 10 (1) ◽  
pp. 227-235
Author(s):  
NOSHEEN SARWAT ◽  
AMMAR HUSSAIN ◽  
TARIQ IQBAL KHAN
Keyword(s):  
Psychological Health ◽  
Meaningful Work ◽  
Well Being ◽  
Psychological Well Being ◽  
Mediating Role ◽  
Spillover Theory ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Competitive pressures and dynamic workplaces have presented individuals with numerous challenges at the work place. Work seems more like a necessity and lacks passion and purpose and meaning. Moreover, unemployment rates in developing countries force individuals to take up work in which they are not even interested. The present study investigated the effect of work to family enrichment (WFE) on psychological well-being of individuals through the mediating role of meaningful work based on the assumptions of spillover theory. Resources acquired at work enrich individual’s family life which make work look more meaningful and in turn has positive consequences for psychological health of an individual. The unit of analysis for this study was individuals working in various banks of Pakistan. Data were collected from 215 full time bankers working in public and private banks of Pakistan. Banking industry was chosen in part due to its complex nature and further because of the lucrative incentives and training and development it offers to individuals working for these banks. Data were analyzed using model 4 given in PROCESS MACRO based on bootstrapping which is considered one of the best techniques for mediation analysis. Results supported all the hypotheses of this study. Based on the findings of this study, it was concluded that work should be designed in such a way that it enriches the family life of individuals, this creates a purpose and meaning in work and has positive consequences for the psychological health of individuals. Keywords: Work-Family Enrichment, Meaningful Work, Psychological Well-Being, Spillover Theory.

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