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This study integrates the resource demand and social exchange perspectives and assesses if employer brand, organizational politics, self‐efficacy, and family‐work conflict predict employee engagement. Furthermore, this paper examines the impact of boundary conditions of employee engagement by focusing on exchange ideology and gender. Data were collected using questionnaires from 411 managerial employees working in licensed commercial banks in Sri Lanka. The results revealed that employer brand, perceived organizational politics, and self‐efficacy were significantly related to employee engagement. The results, however, did not support the negative relationship between family‐work conflict and employee engagement or the moderating effect of gender on the relationship between family‐work conflict and employee engagement. But, exchange ideology moderated the relationship between employer brand and employee engagement albeit contrary to the hypothesized directions. The implications of this research, possible limitations and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

The Person-Environment Fit theory has primarily been concerned with a person's working environment in predicting her/his psychological well- being. Research studies show that a person's environment comprises not only of the work environment but also a combination of work and family environments. The existing literature presents five forms of the extended person-environment fit phenomenon, namely, person-job fit, person- group fit, person-supervisor fit, person-organization fit and person- family fit. Since employees' psychological well-being is a significant factor influencing the success of any organization, this study intends to investigate the impact of a person's environmental factors (person-job fit, person-group fit, person-supervisor fit, person-organization fit and person-family fit) on her/his psychological well-being. A significant theoretical contribution of this study is the extension of the person- environment fit construct in envisaging an employees' psychological well- being. Hypotheses testing confirmed that person-job fit, person-group fit, person-supervisor fit, and person-family fit are positively related to psychological well-being while person-organization fit becomes an insignificant factor in determining psychological well-being. However, taken as a whole, the extended person-environment fit construct is positively related to psychological well-being. From the management perspective, this study reveals that organizations should ensure good fit between an employee and her/his job, group, supervisor, and family as these factors result in enhancing employees' psychological well-being. [ABSTRACT FROM AUTHOR]

This study's aim is to understand how individuals who are part of dual-earner couples experience and deal with work-family conflict in Sri Lanka. Twenty-five interviews were conducted to identify if and how couples negotiated within their marital relationships, and between themselves and their supervisors, to reduce or cope with work-family conflict. The interviews indicated that negotiations at home and at work concerned contributions to the exchange relationship and were unlikely to adversely affect the (home or work) exchange relationships. Negotiations at home were more likely to be initiated by women than men. Further, the interviews revealed an influence of spouse's gender role ideology on the success of the negotiation at home. Negotiations at work were more likely to be initiated by the interviewees than by their supervisors. The results suggest that individuals in cultures with high power distance should still initiate negotiations when they feel it is possible to obtain favorable outcomes. [ABSTRACT FROM AUTHOR]