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The current study examines complexities in relationships between need satisfaction at work, need satisfaction at home, work‐to‐family enrichment (WFE) and well‐being (in terms of positive affect). Competing theoretical perspectives are offered regarding relationships between need satisfaction and WFE. The first perspective, based in a domain specificity approach focused on the directional nature of WFE, suggests that need satisfaction at work is what matters for employees' WFE, irrespective of their need satisfaction at home. Alternatively, a second perspective proposes that both need satisfaction at work and need satisfaction at home represent important factors in employees' experiences of WFE and that congruence (i.e. similarity) between these two constructs is what matters for WFE. Competing hypotheses are tested in a sample of 204 full‐time employees who completed both a work and home survey and were rated on well‐being at home by a significant other. Results support the first perspective for competence need satisfaction and relatedness need satisfaction, while the second perspective is supported for autonomy need satisfaction. For all three needs, indirect relationships are found with well‐being, both at work and at home, via WFE. Relevant theoretical and practical implications are discussed as well as suggestions for future research. [ABSTRACT FROM AUTHOR]

The study explored the predictive role of vocational interests in work-family conflict and work-family enrichment in 271 employed heterosexual couples. We administered questionnaires measuring vocational interests, time-based and strain-based work-family conflicts and work-family enrichment. Going beyond prior studies, we (a) utilized a dyadic paradigm to examine actor and partner effects of interest types, (b) considered two characteristics of the interest profile - differentiation and elevation, and (c) simultaneously tested (dis)similarity effects. Actor-partner interdependence modelling and dyadic response surface analysis were employed. The results revealed modest negative actor effects of Investigative, Social, and Enterprising interests on various types of work-family conflict, along with positive actor effects of Social, Enterprising and Conventional interests, profile elevation and differentiation on work-family enrichment. Partner effects supported the interpersonal relevance of people-oriented interest types. The effects obtained were similar for women and men, and evidence generally spoke against the (dis)similarity effects of interests on work-family conflict or enrichment. A higher educational level in women was associated with increased work-family enrichment but also family-work conflict. This study highlights the interdependence of vocational interests in romantic dyads and their contribution to work-family dynamics. [ABSTRACT FROM AUTHOR]

In this editorial we examine theory testing within the work-family literature. We identified three highly cited theoretical articles (Ashforth et al., 2000 ; Greenhaus & Beutell, 1985 ; Greenhaus & Powell, 2006) and examined the extent that the propositions posed in these articles had been tested. Results indicated that the majority of the propositions posed in these three influential theoretical articles have not been tested. We discuss possible reasons for the lack of testing and offer potential paths forward for improving work-family theory. [ABSTRACT FROM AUTHOR]

Abstract Background Work-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses. Methods A questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity. Results Data from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23–47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: “emotional fulfillment,” “efficiency,” “ability to lead,” “displaying industriousness,” and “self-growth.” Cronbach’s alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: “help-seeking,” “receptiveness,” “expansion of one’s horizon,” “efficiency,” and “emotional fulfillment.” Cronbach’s alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively. Conclusions The Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses.

This research examines the effect of work-family enrichment on work engagement through self-efficacy and job satisfaction as mediating variables among women entrepreneurs in Bali. Data was collected through questionnaires distributed to women entrepreneurs in Bali. The research sample consisted of women entrepreneurs in Bali, 183 people using the snowball sampling technique. The results of data analysis using PLS show that there is a positive influence of work-family enrichment on self-efficacy, job satisfaction, and work engagement. In addition, self-efficacy and job satisfaction have also been proven to be significant mediators in the relationship between work-family enrichment and work engagement. If women entrepreneurs feel that positive experiences at work enrich their family life, they will believe in their ability to complete tasks and increase their satisfaction in their work, leading them to be more engaged in the organization. The managerial implication of these findings is the importance of women entrepreneurs in creating a work environment that supports a balance between work and family life, which can increase their self-efficacy, job satisfaction, and work engagement. This research contributes to the literature on work-family enrichment and work engagement, especially in the context of women entrepreneurs in Bali.

Background: Work-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses. Methods: A questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity. Results: Data from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23–47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: "emotional fulfillment," "efficiency," "ability to lead," "displaying industriousness," and "self-growth." Cronbach's alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: "help-seeking," "receptiveness," "expansion of one's horizon," "efficiency," and "emotional fulfillment." Cronbach's alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively. Conclusions: The Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses. [ABSTRACT FROM AUTHOR]

In the era of rapid development in the mobile internet economy, mobile intelligent office equipment has exhibited an unprecedented level of "vitality." The boundaries between work and family are becoming increasingly blurred, fostering the exchange of resources between employees' work role and family role. Workplace spirituality refers to meaningful work, sense of community, and alignment with the organization that individuals develop in their work, which has been demonstrated to have positive impact on work output. It is a question whether workplace spirituality can be spilled over from employees' work role to their family role to improve the performance of the latter and to realize the win‐win results for both roles. Based on work–home resources model and work–family enrichment dual‐path model, this research uses multi‐country data to examine how workplace spirituality influence work–family enrichment through affective rumination (affective path) and problem‐solving pondering (instrumental path). Additionally, work–family segmentation preference is introduced as a moderating variable to identify the boundary conditions between workplace spirituality and work‐related rumination. Research findings show that workplace spirituality can positively predict work–family enrichment; affective rumination and problem‐solving pondering play a partially mediating role in the correlation between workplace spirituality and work–family enrichment. A strong work–family segmentation preference could diminish the positive impact of workplace spirituality on problem‐solving pondering and could also weaken the mediating role of problem‐solving pondering between workplace spirituality and work–family enrichment at the same time. This study reveals the strategies to enhance work–family enrichment from a spiritual perspective, thereby promoting a win‐win situation for both work and family. [ABSTRACT FROM AUTHOR]

The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one's passion. Both work and family are essential life domains in many people's lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars. [ABSTRACT FROM AUTHOR]

Prior research has predominantly centred on the negative conflicts of the interplay between work and family obligations, with limited attention paid to the concept of work–family enrichment, particularly within the context of social work. Furthermore, little is known about the underlying mechanisms through which work–family enrichment influences social workers' life meaning. To address these gaps, this study endeavours to scrutinise the serial mediation pathway involving self-efficacy and work engagement in elucidating the relationship between work–family enrichment and life meaning. A sample of 1,023 social workers (mean age = 36.24) is methodically selected through a multistage cluster random sampling approach in Hangzhou City, China. The empirical results provide evidence supporting a serial mediation path from self-efficacy with work engagement is posited to operate between work–family enrichment and life meaning. These findings hold both theoretical and practical significance, offering insights relevant to social workers, supervisors and their organisations. [ABSTRACT FROM AUTHOR]

The aim of this study is to systematically summarize and analyze the relationship between work-family enrichment and core self-evaluation. A systematic literature review procedure was applied to search and review articles in four databases. In this study, 27 paper s(29 studies) were included. The systematic literature review mostly revealed the relationship between general work-family enrichment/family-work enrichment and general core self-evaluation and self-efficacy. To provide a summary of the results, a random effects model was employed for statistical analysis. The metaanalytic results revealed a moderate positive relationship between work-family enrichment and core self-evaluation, as well as between work-family enrichment and self-efficacy. Considering that self-efficacy is domain-specific, additional analysis was performed. Results revealed that work-family enrichment has a stronger relationship to family-domain-specific self-efficacy compared to general self-efficacy. Furthermore, the results indicated that gender did not moderate the relationship between work-family enrichment and core self-evaluation, and work-family enrichment and self-efficacy. Recommendations for future research and practice are discussed.

The aim of this study is to systematically summarize and analyse the relationship between work-family enrichment/family-work enrichment and family-supportive supervisor behaviour. A systematic literature review procedure was applied to search and review articles in EBSCO Academic Ultimate (EBSCO), ScienceDirect, Web of Science, and Google Scholar. Fifteen papers were included. The systematic literature review mostly revealed the relationship between general work-family enrichment/family-work enrichment and family-supportive supervisor behaviour scores. To provide a summary of the results, a random effects model was employed for statistical analysis. The meta-analytic results revealed a moderate positive relationship between family-supportive supervisor behaviour and work-family enrichment, as well as between family-supportive supervisor behaviour and family-work enrichment. Furthermore, the results indicated that age and gender did not moderate these relationships. Recommendations for future research and practice are discussed. It is important to note that the main limitation of this review is the use of only general scores of family-supportive supervisor behaviour and work-family enrichment/family-work enrichment. This study is valuable because of providing summary of scattered data and reveals clearer relationship between family-supportive supervisor behaviour and work-family enrichment.

The purpose of this study was to investigate the effects of flexible working arrangements, work-family enrichment, family-work enrichment and boundary segmentation preferences on job satisfaction of Chinese working women using Social Exchange Theory. Data were collected from 354 respondents through questionnaires and analyzed quantitatively using the partial least squares method. It was found that flexible working arrangements have a significant positive effect on job satisfaction, work-family enrichment, and family-work enrichment. Meanwhile, work-family enrichment, and family-work enrichment have significant positive effects on job satisfaction. Boundary segmentation preferences negatively modulate the effect of flexible working arrangements on work-family enrichment (or family-work enrichment). From a theoretical perspective, this study will further enrich the social exchange theory and provide a new perspective for understanding individual behavior. From a practical perspective, this paper provides relevant support for companies to balance employees' work-family conflicts and promote the implementation of family-friendly practice policies in human resource management. [ABSTRACT FROM AUTHOR]

This study aims to analyze the relationship between work resources and the fulfilment of family demands and to test the mediation effect of work-family enrichment self-efficacy on this relationship. Previous studies focus more on the antecedents and outcomes of work-family enrichment, while the psychological mechanism of work-family enrichment stays under researched. The Work-home resources model was used to looked deeper in the mechanism. A convenience sample of 233 Lithuanian employees participated in the study (85.4 per cent of women; average age 39.63 years). The scales of work resources and the scale of fulfilment of family needs have been developed on the basis of the Work-home resources model. In addition, a work-family enrichment self-efficacy scale and demographic questions were used. The results showed positive correlations between all variables tested. Work resources predict a higher level of work-family self-efficacy and the fulfilment of family demands. Meanwhile, the results showed a significant mediation effect. Study revealed that work-family enrichment self-efficacy is an important mediator that helps to better understand the mechanism of work-family enrichment. [ABSTRACT FROM AUTHOR]

The aim of this study is to systematically summarize and analyse the relationship between workfamily enrichment/family-work enrichment and family-supportive supervisor behaviour. A systematic literature review procedure was applied to search and review articles in EBSCO Academic Ultimate (EBSCO), ScienceDirect, Web of Science, and Google Scholar. Fifteen papers were included. The systematic literature review mostly revealed the relationship between general work-family enrichment/family-work enrichment and familysupportive supervisor behaviour scores. To provide a summary of the results, a random effects model was employed for statistical analysis. The meta-analytic results revealed a moderate positive relationship between family-supportive supervisor behaviour and work-family enrichment, as well as between family-supportive supervisor behaviour and family-work enrichment. Furthermore, the results indicated that age and gender did not moderate these relationships. Recommendations for future research and practice are discussed. It is important to note that the main limitation of this review is the use of only general scores of family-supportive supervisor behaviour and work-family enrichment/family-work enrichment. This study is valuable because of providing summary of scattered data and reveals clearer relationship between family-supportive supervisor behaviour and work-family enrichment. [ABSTRACT FROM AUTHOR]

Summary: Leadership research is grounded in one simple principle: leaders care about followers' attitudes and emotions to achieve outcomes. Yet, how leaders develop these caring skills remains unidentified. The current study addresses parenting as a major, previously unaddressed antecedent of leadership effectiveness that involves experiences of care and emotional support to others (the children) transferred to work. Findings from matched field data of leaders who are parents and their employees confirm this approach and point to a fundamental omission in leadership studies: supportive behaviors that are critical for leaders involve experiences of care inherently developed in parenting roles. Consistent with work–family enrichment principles, leaders' parental experiences improved employee outcomes by facilitating supportive leadership behaviors, conditional on time spent in parenting (with supportive parenting styles but little time to be with children, the positive transfer from parenting to work was lower). These findings represent a clear contribution to leadership theory and practice and the many missed associations between leadership and family–work enrichment. They also provide novel insights and questions for advancing management theory with critical practical implications for leaders who are parents, calling for urgent designs of firm practices that are sensitive to parenting and other forms of unpaid care work to unleash leaders' caring potential. [ABSTRACT FROM AUTHOR]

Introduction: Attaining a favorable work-life balance is a complex and ongoing challenge in the nursing profession. According to a person–context interactionist perspective and the two-factor theory, this study investigated the underlying mechanism by which organizational support impacts work-family enrichment via protective factors (i.e., decent work) and depleting factors (i.e., burnout) among Chinese nurses. Methods: A descriptive cross-sectional research design was utilized in this study, employing an online questionnaire as the primary method for data collection. The study included 355 nurses who completed a self-reported questionnaire designed to measure variables such as organizational support, decent work, burnout, work-family enrichment, and demographic information. The collected data were analyzed using a chain mediation model in PROCESS macro (Model 6). Results: The findings of the analysis revealed that nurses reporting higher levels of organizational support also exhibited a greater sense of work-family enrichment. Moreover, the study identified indirect effects of organizational support on work-family enrichment, mediated by decent work and burnout. Discussion: These findings suggest that targeted interventions aimed at promoting organizational support can contribute to the overall well-being and work-life balance of nurses. [ABSTRACT FROM AUTHOR]

The aim of this study is to systematically summarize and analyze the relationship between work engagement and work-family enrichment. The study focuses on two aspects: the empirical direction of the relationship and the examination of mediators and moderators. A systematic literature review procedure was applied to search and review articles in four databases. Forty–six studies were included. The systematic literature review revealed that work engagement is more often considered as a predictor of work-family enrichment, rather than vice versa. However, only a few studies analyzed and found evidence of a bidirectional relationship. Additionally, only 11 studies examined the constructs that mediate or moderate the relationship. To provide a summary of the results, a random effects model was employed for meta-analytical investigation. The meta-analytic results revealed a moderate positive relationship between work engagement and work-family enrichment, as well as between work engagement and family-work enrichment. Furthermore, the results indicated that age, gender, and the region where the study was conducted did not moderate these relationships. These findings suggest that human resource specialists should consider investing more in promoting work-family enrichment, which in turn could increase employees’ work engagement and vice versa, given the reciprocal nature of the relationship. It is important to note that the main limitation of this review is the use of only general scores of work engagement and work-family enrichment. [ABSTRACT FROM AUTHOR]

This study examines authentic and empowering leadership as antecedents of work-family enrichment while assessing the moderating role of supportive work-family culture. Data was retrieved from 328 employees from small-sized hotels in Ghana and analyzed using descriptive and inferential statistics. The findings revealed that authentic and empowering leadership positively and significantly influence work-family enrichment, further demonstrating that supportive work-family culture moderates the infuence of authentic and empowering leadership on work-family enrichment. Theoretical and practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

The aim of this research was to determine a relationship of sense of coherence and workfamily enrichment with emotional exhaustion among university teachers. The primary objective was to investigate the relationship of SOC and WFE with EE among university teachers. Being a teacher, and teaching in particular, is described as an emotional practice (Hargreaves, 1998) and emotions are described as "a vital aspect of teachers' life". 150 university teachers aged 21 to 60 years recruited from different universities of Karachi. Data was gathered through Antonovsky's Sense of Coherence Scale (13-items, 1987), Olden burger Burnout Inventory (OLBI) and Work family enrichment scale by Carlson et al (2006). The analysis focused on exploring correlations between these variables. The results suggested that there is a significant negative correlation of work family enrichment with emotional exhaustion (r=-0.34, p<0.05). The findings reflects that Emotional Exhaustion has no connection with sense of coherence. For enhancing the awareness on the effect of emotional exhaustion on teacher's productivity the results of the present research could be useful. [ABSTRACT FROM AUTHOR]

Background: this research sought to identify profiles of parents according to their food parenting practices (FPFP) (monitoring, restriction, modeling and child control) and to determine whether the profiles differed according to their satisfaction with food-related life (SWFoL), work-family interface, diet quality of parents and adolescent children, type of work and sociodemographic characteristics (socioeconomic level, gender and age). Methods: the sample consisted of 430 two-parent dual-income families with adolescent children in Santiago, Chile. The Comprehensive Questionnaire of Parental Eating Practices, Satisfaction with Food-related Life scale (SWFoL), Adapted Healthy Eating Index (AHEI) and Work-Family Interface Scale (work-family conflict and work-family enrichment) were used. Results: latent profile analysis showed five profiles of fathers and mothers: a) mothers and fathers with high control and restraint (32.1 %); b) mothers and fathers with high control and very low monitoring, restriction and modeling (29.5 %); c) mothers with high monitoring and fathers with low control and restriction (18.8 %); d) mothers and fathers with high monitoring (14.9 %); and e) mothers and fathers with high restraint and modeling (4.7 %). Conclusions: the profiles differed in fathers' and mothers' SWFoL scores, fathers' work-family conflict, fathers' work-family enrichment, diet quality of all three family members, and mothers' body mass index. The results suggest that fathers and mothers use different combinations of FPP according to the characteristics of their families and workplaces. [ABSTRACT FROM AUTHOR]

Recently, the topic of parental burnout has gathered much attention and studies have begun to integrate the parenting and work domain. In this regard, this study aimed to explore the association between work-family enrichment and parental burnout, and the mediation effects of parenting sense of competence and parenting stress. Data were collected at three different time points and questionnaires were distributed to 507 mothers of adolescents. Mothers were asked to report their work-family enrichment and parental burnout at Time (1) Then, their parenting sense of competence and parenting stress at Time (2) Finally, their parental burnout at Time (3) The results of bootstrapping indicated the following: (1) work-family enrichment showed negative association with parental burnout; (2) parenting sense of competence showed negative association with parental burnout, while parenting stress showed positive relation with parental burnout; (3) the relations between work-family enrichment and parental burnout was mediated by parenting sense of competence and parenting stress. Mothers should be made aware that resources from the work domain could buffer against parental burnout directly and indirectly and that when dealing with parental burnout, it is better to take a comprehensive perspective from both family and work domains and pay more attention to the relationships between the two domains. [ABSTRACT FROM AUTHOR]

The aim of this study is to systematically summarize and analyze the relationship between work engagement and work-family enrichment. The study focuses on two aspects: the empirical direction of the relationship and the examination of mediators and moderators. A systematic literature review procedure was applied to search and review articles in four databases. Forty–six studies were included. The systematic literature review revealed that work engagement is more often considered as a predictor of work-family enrichment, rather than vice versa. However, only a few studies analyzed and found evidence of a bidirectional relationship. Additionally, only 11 studies examined the constructs that mediate or moderate the relationship. To provide a summary of the results, a random effects model was employed for meta-analytical investigation. The meta-analytic results revealed a moderate positive relationship between work engagement and work-family enrichment, as well as between work engagement and family-work enrichment. Furthermore, the results indicated that age, gender, and the region where the study was conducted did not moderate these relationships. These findings suggest that human resource specialists should consider investing more in promoting work-family enrichment, which in turn could increase employees’ work engagement and vice versa, given the reciprocal nature of the relationship. It is important to note that the main limitation of this review is the use of only general scores of work engagement and work-family enrichment.

Background & Purpose:Family life and professional life are two inseparable components in people's lives;in such a way that the secret of people's success depends on advancing their goals in these two areas.If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach.Methodology:The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy.The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants.Findings: The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, work-family integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance.Conclusion: Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work

The purpose of this study was to develop and to, subsequently, validate a Spanish version of the Short Work-Family Enrichment Scale (sp-wfes-6). Using cross-sectional (n = 438) and multi-wave (n = 103) data from a sample of workers with different backgrounds, this paper conducted a thorough examination of the psychometric properties of the sp-wfes-6 in terms of its internal consistency, test-retest reliability, dimensionality, factor invariance, gender invariance, convergent validity, discriminant validity, and predictive validity. The results from the cfa revealed that the sp-wfes-6 comprised two factors and that this two-factor structure remained statistically invariant across gender and sample. Furthermore, both factors reported adequate levels of internal consistency, test-retest reliability, convergent validity, discriminant validity and predictive validity. Altogether, the findings of this study demonstrated that the spwfes-6 is a reliable and valid instrument to measure work-family enrichment in Argentina and, possibly, in other Spanish-speaking countries. [ABSTRACT FROM AUTHOR]

Recent scholarship suggests that women have disproportionately been affected by the COVID-19 pandemic amidst lockdowns and school closures which have altogether increased women's caregiving burden, unpaid housework and stress levels. Notwithstanding its negative impacts, this article argues that the lockdowns and school closures related to COVID-19 also had beneficial outcomes for some working mothers who had to combine work and family roles. Drawing from qualitative interviews with 39 married working mothers in both formal and informal employment, we find that these women during and after the partial lockdowns in urban Ghana, experienced various outcomes of work-to-family enrichment (increased time spent with family, self-rated improved sleep health, financial security), family-to-work enrichment (reduced family demands, improved work performance and output) and a mix of both (cultivation of life skills, greater personal satisfaction and happiness). Applying a role expansionist framework, we show the 'positive side' of the pandemic for married working mothers who had to juggle work and family demands. [ABSTRACT FROM AUTHOR]

Leadership is crucial in organizational life. Positive leadership is marked by transparent, trust-based leader–follower relationships that significantly boost employees' dedication and engagement. Work engagement stems from a positive bond between workers, their job, and their organization. Authentic leadership, in particular, has been found to enhance work engagement, but this relationship is quite complex. Prior studies have explored the psychological processes linking organizational context and work-related attitudes and provided intriguing insights, such as that employees consider work to be part of their identity and that positive work experiences enrich family life. This research more closely examined authentic leadership's impact on work engagement, including the mediating effect of meaningful work and work–family enrichment. A cross-sectional study was conducted with data from various organizations' employees (number = 292). Multiple regression analyses' results support the theoretical model, confirming a significant positive link between perceived authentic leadership and work engagement. These variables are directly and indirectly related through the proposed mediators. Implications for human resource management are discussed, especially strategies that increase work environments' positive impacts on work engagement. [ABSTRACT FROM AUTHOR]

Aims: The purpose of this study was to identify the mediating and moderating mechanisms by which social connectedness predicts life satisfaction among Chinese nurses. Background: Previous researchers have primarily focused on sociodemographic and occupational domain risk factors for nurses' life satisfaction with relatively little insight into facilitative and protective factors and underlying psychological mechanisms. Methods: We investigated 459 Chinese nurses' social connectedness, work–family enrichment, self‐concept clarity, and life satisfaction via a cross‐sectional design. We explored the underlying predictive mechanisms among these variables by creating a moderated mediation model. We followed STROBE checklist. Results: Work–family enrichment played a mediating role in understanding the positive effects of social connectedness on nurses' life satisfaction. In addition, the moderating effect of self‐concept clarity was manifested itself in the association between work–family enrichment and life satisfaction. Discussion and conclusion: Interpersonal asset (social connectedness) and the positive aspect of the work–family interface (work–family enrichment) were significant contributors to nurses' life satisfaction. In particular, high self‐concept clarity can enhance the beneficial effect of work‒family enrichment on life satisfaction. Implications for nursing policy and practice: Strengthening social connectedness, promoting synergy in work‒family roles, and maintaining a clarity of self‐concept are important intervention pathways to enhance the health and well‐being of nurses. [ABSTRACT FROM AUTHOR]

Answering calls to further explore the role of cognition in the work‐family interface, this study examines the cognitive work‐family spillover of satisfaction. Moreover, to date, theories have proposed identical effects and moderators for the work‐to‐family and the family‐to‐work directions of spillover, an assumption termed the bidirectional parallelism thesis, which we will test. The objective of this study is therefore to examine work‐family boundary strength and domain identity salience as moderators of the spillover of satisfaction from work to family and from family to work. First, while the literature has mostly focused on the positive consequences of boundary strength, we draw on boundary theory to posit that boundary strength of the receiving domain limits satisfaction spillover. Second, in accordance with the enactment effect derived from boundary theory, we argue that spillover originates more strongly from domains that are salient in one's identity. To test these hypotheses, 2637 Canadian workers participated in a two‐wave study. Structural equation modelling analyses showed that job satisfaction had a lagged relationship with family satisfaction irrespective of the levels of home boundary strength and work identity salience. Inversely, family satisfaction had a significant lagged relationship with job satisfaction only when work boundary strength was low or when family identity salience was high. This study contributes to work‐family theories by extending their propositions to satisfaction as a cognitive component of subjective well‐being, as well as testing its spillover in a time frame consistent with the greater stability of cognitive evaluations. [ABSTRACT FROM AUTHOR]

Background & Purpose: Family life and professional life are two inseparable components in people's lives; in such a way that the secret of people's success depends on advancing their goals in these two areas. If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach. Methodology: The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy. The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants. Findings: The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, workfamily integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance. Conclusion: Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work. [ABSTRACT FROM AUTHOR]

Drawing on data from the 2008 U.S. National Study of the Changing Workforce, this study (1) examines the associations between access to three types of flexible working arrangements—flextime, flexplace, and culture of flexibility—and psychological distress, (2) tests the mediating roles of work–family conflict and work–family enrichment, and (3) investigates whether these relationships differ by workers' childcare or elder-care obligations as they intersect with gender. Results show that a flexible workplace culture, but not access to flextime or flexplace, is associated with lower psychological distress. Work–family conflict and work–family enrichment partially mediate the relationship between culture of flexibility and psychological distress. In addition, the negative effect of culture of flexibility on psychological distress is stronger among workers sandwiched between preschool childcare and elder-care compared with those with neither caregiving obligations, a pattern especially pronounced among women. We discuss these results and their implications for organizational practices and worker well-being. [ABSTRACT FROM AUTHOR]

Abstract The COVID-19 pandemic and the public health measures adopted to contain it have highlighted the centrality of the work-family interface in the etiology of mental health among the employed population. However, while the impact on the mental health of workers has been well documented, the relationship with the mental health of children of those workers remains to be clarified. A systematic review was conducted through the identification of peer-reviewed studies on the association between parental work-family interface (e.g. work-family conflict and/or work-family enrichment) and children’s mental health. This method is based on the consultation of 7 databases (MEDLINE, PubMed, Web of Science, PsycINFO, SocIndex, Embase, and Scopus), considering all studies published through June 2022 (PROSPERO: CRD42022336058). Methodology and findings are reported according to the PRISMA guidelines. 25 of the 4146 identified studies met our inclusion criteria. Quality appraisal was performed using a modified Newcastle–Ottawa scale. Most studies investigated only work-family conflict, ignoring work-family enrichment. Child mental health outcomes evaluated included internalizing behaviours (n = 11), externalizing behaviours (n = 10), overall mental health (n = 13), and problematic Internet usage (n = 1). Results of the review are summarized qualitatively. Our analysis shows equivocal evidence for the direct relationships between the work-family interface and children’s mental health, as a large proportion of associations did not reach statistical significance. We can, however, posit that work-family conflict seems to be more associated with children’s mental health problems while work-family enrichment was more related to children’s positive mental health. A greater proportion of significant associations are observed for internalizing behaviors compared to externalizing behaviors. Almost all the studies that test for a mediating effect found that parental characteristics and parental mental health are significant mediators. Our research provides insight into the complex association between work-family interface and child mental health, showing both beneficial and detrimental consequences that may even occur simultaneously. This highlights the far-reaching effects of contexts affecting the work-family interface, including the COVID-19 pandemic. We conclude with the need for research adopting more standardized and nuanced measures of the work-family interface to further validate these conclusions.

Background: This paper provides a brief, evidence-based reflection on two experiences with remote working, "old-normal" remote working and mandatory work-from-home during the COVID-19 pandemic. From the perspective of applied psychology in work and organizations, we used self-report instruments to assess variations in work-family conflict and enrichment, frequency of information and communication technologies (ICT) use, and recovery in two longitudinal studies. Methods: The first study involved 148 individuals from the technicaladministrative staff of a large Italian University during an experimentation of remote working (one day per week) in 2019. The second study, conducted during the first lockdown in 2020, involved 144 individuals (convenience sample, heterogeneous by profession). All participants completed a self-report online questionnaire two times six months apart. Results: The two studies are not directly comparable, but they provide a dynamic idea of the effects of the two types of work arrangements. In Study 1, an experimental remote working condition (one day per week), participants reported decreased work-family conflict and improved recovery experiences. Study 2 noted a slight deterioration in work-family enrichment in the emergency remote working condition. Conclusions: These findings showed the usefulness of monitoring specific indicators related to the work-life interface using validated instruments and in a longitudinal perspective to assess each experience. We briefly discuss these aspects to inform future organizational decisions and actions for the "new normal". [ABSTRACT FROM AUTHOR]

Drawing on the work–home resources model, this study investigated the relationship between sexual harassment perceived by employees in the workplace and their work–family enrichment. We considered the potential mediating role of employees' organization-based self-esteem and moderating role of their polychronicity. Using two-wave time-lagged data collected from 362 part-time Master of Business Administration students with full-time jobs in China, we found that perceived sexual harassment at work was negatively related to employees' work–family enrichment via reduced organization-based self-esteem. Polychronicity alleviated the negative relationship between sexual harassment and organization-based self-esteem, and the mediating effect of sexual harassment on work–family enrichment through decreased organization-based self-esteem. We discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]