scholarly journals A Time-Lagged Examination of the Greenhaus and Allen Work-Family Balance Model

2020 ◽  
Vol 10 (9) ◽  
pp. 140
Author(s):  
Alfonso Landolfi ◽  
Massimiliano Barattucci ◽  
Alessandro Lo Presti
Keyword(s):  
Theoretical Model ◽  
Family Conflict ◽  
Family Satisfaction ◽  
Family Balance ◽  
The Family ◽  
Work Family Balance ◽  
Time Lagged ◽  
Work Family ◽  
Family Enrichment

The work-family interface is a compelling topic that calls into question labor market dynamics and work processes, together with important social and family composition changes. The present study aimed at examining the antecedents of Work-Family Balance (WFB) in Italy consistent with Greenhaus and Allen’s (2011) conceptual model in which the characteristics of work and family roles have an indirect impact on work-family balance through Work-Family Conflict (WFC) and Work-Family Enrichment (WFE), and where job and family satisfaction are considered as predictors of WFB. A total of 568 workers participated in a time-lagged correlational study, filling a questionnaire. The theoretical model was tested by assessing the mediating role of job and family satisfaction as well as related antecedents, conflict, and enrichment between the family and work contexts, through Structural Equation Modeling (SEM). The results partially confirmed the theoretical model: work-to-family enrichment and work-to-family conflict predicted family satisfaction, which also mediated their association with WFB. The results in the family-to-work direction did not support the initial research hypotheses. The hypotheses about associations between demands and resources, conflict and enrichment in both directions, and of the moderating role of core self-evaluations were partially confirmed. The results highlighted that organizations need to carry out periodic assessments of WFC and WFE, in order to provide benefits and resources, to reduce conflict, and increase enrichment, through proper interventions (training activities, professional development, mentoring, and forms of flexibility).

scholarly journals Work-Family Balance or Greedy Organizations?

2008 ◽  
Vol 63 (1) ◽  
pp. 108-133 ◽  
Author(s):  
Rosaria Burchielli ◽  
Timothy Bartram ◽  
Rani Thanacoody
Keyword(s):  
Family Conflict ◽  
Qualitative Data ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Balance ◽  
Conflicting Demands ◽  
Work Family Balance ◽  
Family Demands ◽  
Work Family

This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have “no balance” and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family.

Is entrepreneurship the answer to achieving work–family balance?

2008 ◽  
Vol 14 (3) ◽  
pp. 285-302 ◽  
Author(s):  
Jodyanne Kirkwood ◽  
Beth Tootell
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Work And Family ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Family Balance ◽  
The Family ◽  
Work Family Balance ◽  
Work Family ◽  
Flexible Work Practices

AbstractMany people (particularly women) see entrepreneurship as a way of achieving a better balance between work and family than that provided by paid employment. Fifty-eight entrepreneurs were interviewed in New Zealand (32 women and 26 men) in order to explore the work-family conflict they face, the techniques they use to achieve work–family balance and the effectiveness of these strategies. Our study finds that women entrepreneurs employ a number of flexible work practices, such as choosing where to work, when to work and with whom to work as well as managing their roles within the family. This study concludes that entrepreneurship may not be a panacea for achieving work–family balance. We offer some suggestions for how entrepreneurs may better achieve work–family balance.

scholarly journals Work-family organizational support as a predictor of work-family conflict, enrichment, and balance: Crossover and spillover effects in dual-income couples

2020 ◽  
Vol 16 (1) ◽  
pp. 62-81
Author(s):  
Alessandro Lo Presti ◽  
Monica Molino ◽  
Federica Emanuel ◽  
Alfonso Landolfi ◽  
Chiara Ghislieri
Keyword(s):  
Life Satisfaction ◽  
Organizational Support ◽  
Family Life ◽  
Family Conflict ◽  
Spillover Effects ◽  
Family Balance ◽  
Work Family Balance ◽  
Dual Income ◽  
Work Family ◽  
Family Enrichment

Dual-income families are challenged by several issues in terms of conciliation between the working environment, the family context and the management of children. This paper, consistently with spillover and crossover hypotheses, aimed at examining the intermediate role of work-family balance, linking on work-family organizational support, work-to-family enrichment and conflict as predictors, and on family-life satisfaction of dual-income families’ both partners as final outcomes. It was expected that work-family organizational support would be related to lower work-to-family conflict and higher enrichment and, through them, with higher work-family balance; moreover, a positive association between work-family balance and family-life satisfaction of both partners was assumed. 390 double-income heterosexual couples participated in our study; 76.2% of the couples were parents. Structural equation modelling results showed that work-family balance was negatively predicted by work-to-family conflict and positively predicted by work-to-family enrichment. Furthermore, work-family organizational support positively predicted work-to-family enrichment, which also mediated its effect on work-family balance. Crossover and spillover effects were also confirmed, given that positive associations between work-family balance and family-life satisfaction of both partners were found. Implications for future research and organizational interventions aimed at both improving work-family balance and promoting greater satisfaction in family life are discussed.

The role of work-family support factors in helping individuals achieve work-family balance in India

2017 ◽  
Author(s):  
Sarlaksha Ganesh ◽  
M. P. Ganesh
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Current State ◽  
Family Balance ◽  
The Family ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact

This chapter explores the current state of policies and practices in India that aim to promote a good work–family balance, as well as the obstacles to their realisation. Overall, it can be said that the family, co-workers, supervisors, and organisations can play a major role in improving the work–life balance of their employees. Currently, it is a concern that work-life balance issues do not appear to be high on the agenda for many Indian organisations. However, there are some encouraging signs that some companies, such as Marriot Hotels, are taking the lead to implement positive work–life balance policies. Yet the research in this field in India is still in its infancy so it will take time to properly assess the impact that these developments might have.

Is entrepreneurship the answer to achieving work–family balance?

2008 ◽  
Vol 14 (3) ◽  
pp. 285-302 ◽  
Author(s):  
Jodyanne Kirkwood ◽  
Beth Tootell
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Work And Family ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Family Balance ◽  
The Family ◽  
Work Family Balance ◽  
Work Family ◽  
Flexible Work Practices

AbstractMany people (particularly women) see entrepreneurship as a way of achieving a better balance between work and family than that provided by paid employment. Fifty-eight entrepreneurs were interviewed in New Zealand (32 women and 26 men) in order to explore the work-family conflict they face, the techniques they use to achieve work–family balance and the effectiveness of these strategies. Our study finds that women entrepreneurs employ a number of flexible work practices, such as choosing where to work, when to work and with whom to work as well as managing their roles within the family. This study concludes that entrepreneurship may not be a panacea for achieving work–family balance. We offer some suggestions for how entrepreneurs may better achieve work–family balance.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

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