scholarly journals Work-Family Enrichment: Influence of Job Autonomy on Job Satisfaction of Knowledge Employees

2021 ◽  
Vol 12 ◽  
Author(s):  
Song Jing ◽  
Zhuoyu Li ◽  
Daniel M. J. J. Stanley ◽  
Xia Guo ◽  
Wang Wenjing
Keyword(s):  
Self Efficacy ◽  
Positive Impact ◽  
Academic Community ◽  
Primary Data ◽  
Job Autonomy ◽  
Domain Satisfaction ◽  
Source Domain ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

In order to explore the specific path of the influence of job autonomy on the satisfaction of knowledge employees, the current study deduced and established a Chain Mediation Model, which was based on the Resource-Gain-Development Model and the Conservation of Resources Theory. Primary data were gathered through questionnaire surveys at several cities in China by using a professional platform named “Wenjuanxing.” The target populations were employees with a bachelor’s degree or above, who were engaged in higher knowledge content and have mastered certain professional knowledge and skills, including technical R & D personnel, management personnel, professionals (such as accountants, lawyers, and medics) and other personnel generally recognized by the academic community. In order to improve the reliability of the sample and reduce the error caused by regional differences, the questionnaires were disseminated to involve as many cities in China as possible, such as Tianjin, Beijing, Chengdu, Wuhan, and Guangzhou. SPSS24.0 and Aoms24.0 were used as multivariate data analysis tools for statistical analysis. The results showed that job autonomy can significantly improve the satisfaction of knowledge employees; however, it cannot affect the satisfaction of knowledge employees through self-efficacy. The findings of the study also revealed that job autonomy has a positive impact on both resource source domain satisfaction and resource acceptance domain satisfaction through work-family enrichment, especially the positive emotions in the resource source domain. Job autonomy improves the self-efficacy of knowledge employees, which, in turn, improves their overall satisfaction through the work-family enrichment path.

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

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.

Study of married workers in Indian IT shows influence of work-family enrichment on job satisfaction

2019 ◽  
Vol 28 (2) ◽  
pp. 6-8
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Full Time ◽  
Content Type ◽  
Personality Variables ◽  
Married Individuals ◽  
Work Family ◽  
Married Workers ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The researchers wanted to examine work-family enrichment using the antecedent variables of proactivity, work-family self-efficacy (WFSE) and family permeability, Design/methodology/approach The researchers selected married individuals working full time with at least one child younger than the age of 16. Respondents were drawn from the IT sectors in the large southern Indian cities of Bengaluru and Hyderabad. Data were collected using self-administered questionnaires. Respondents answered questions about their proactive personality, WFSE, family permeability, WFE and job satisfaction, in addition to demographic variables around age, gender, children and dual-earner status. Findings The results show the influence of work-family enrichment (WFE) on job satisfaction. The authors said the strong correlations between the three personality-based antecedents and WFE made it essential for managers to consider each individual worker’s personality traits, as well as to produce work policies and job specifications that helped people to manage their work-family interrelationships. Originality/value The authors say the research has made three unique contributions to work-family literature. First, they have explored individual preferences and personality variables that result in greater enrichment. Second, the study has advanced WFE literature by considering family permeability as a preference. Finally, the study has answered the calls of previous researchers to look at variables like work-family self-efficacy as additional resources that help enrichment.

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.

Sign in / Sign up

Export Citation Format

Share Document