Online from: 1986
Subject Area: Human Resource Management
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|Title:||Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes|
|Author(s):||Rupashree Baral, (Shailesh J. Mehta School of Management, Indian Institute of Technology, Mumbai, India), Shivganesh Bhargava, (Shailesh J. Mehta School of Management, Indian Institute of Technology, Mumbai, India)|
|Citation:||Rupashree Baral, Shivganesh Bhargava, (2010) "Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes", Journal of Managerial Psychology, Vol. 25 Iss: 3, pp.274 - 300|
|Keywords:||Expectation, Family friendly organizations, India, Job enrichment, Organizational performance, Quality of life|
|DOI:||10.1108/02683941011023749 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – This paper aims to examine the role of work-family enrichment in the relationships between organizational interventions for work-life balance (job characteristics, work-life benefits and policies, supervisor support and work-family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work-life balance will be positively related to job outcomes and work-to-family enrichment will mediate these relationships.
Design/methodology/approach – Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.
Findings – Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work-family culture were positively related to job satisfaction and affective commitment. No significant association was found between work-life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work-to-family enrichment. Work-to-family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.
Research limitations/implications – The correlational design prevents conclusions about causality.
Practical implications – The findings have implications for designing jobs, developing supportive work-family culture and managing employee work-family interface for maximizing individual and organizational outcomes.
Originality/value – The study reflected on the work-family domain relationships in a novel socio-cultural context and demonstrated the mediating role of work-family enrichment in the relationships between organizational interventions for work-life balance and job outcomes.
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