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Enriching or depleting? The dynamics of engagement in work and family
Abstract
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
... affective path) improve the performance in the other role. Both the instrumental (Kirchmeyer, 1992a;Ruderman et al., 2002) as well as the affective pathway (Rothbard's, 2001) have indicated that enrichment or positivity improves work as well as the family domain. Aryee et al. (2005) and Lallukka et al. (2013) in their studies on positive work-family perspective suggested that involvement of an individual in multiple roles provides several benefits that may outweigh the costs, leading to net gratification rather than strain because personal resources are abundant and expandable. ...
... In fact, some studies confirmed that family experiences such as managing the household and having sound sleep improves one's problem-solving skills and dynamism (Ruderman et al., 2002;Sonnentag et al., 2008). Rothbard (2001) Emotional stability Individual's disposition to feel calm and secure and a sensitivity to positive emotional states Judge et al. (2003) JIBR that positivity at home can even boost work absorption. Thus, both WFE as well as FWE have the potential to influence employee attitudes related to work and family. ...
... Prior studies also suggest that demographic features like gender (Rothbard, 2001;Gutek et al., 1991), age (Stoddard and Madsen, 2007), elder care (Pagani and Marenzi, 2008) and presence of children impacts WFE (Baral and Bhargava, 2010) as well as FEW (Jain and Nair, 2015). Further studies found that women independent of their work demands tend to give importance to their family responsibility (Aryee et al., 2005), whereas men focus more on work responsibility as compared to family (Milkie and Pelotola, 1999;Andrews et al., 1993). ...
Purpose
Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context.
Design/methodology/approach
Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model.
Findings
The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front.
Research limitations/implications
In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations.
Practical implications
Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations.
Originality/value
This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.
... Past researchers outlined mixed outcome of relationship between gender and employee engagement. Some studies stated that engagement level of women was higher than the engagement level of men (Avery, McKay, & Wilson, 2007;Coetzee & de Villiers, 2010;Mauno, Kinnunen, Makikangas, & Natti, 2005;Rothbard, 2001). The research-based organization CIPD (2006) also acknowledged that the women employees were found highly engaged than men employees. ...
... However, few other research- ers (Chaudhary & Rangnekar, 2017;Coetzee & Rothmann, 2005;Hakeem & Gulzar, 2015;Mostert & Rothmann, 2006;Persson, 2010) found no association between engagement level and gender of respondents. Rothbard (2001) measured relationship between work engagement and gender differences in terms of work enrichment. Recently, Marcus and Gopinath (2017) also signify in their study of IT professionals that gender as a demographic variable has no influence on employee engagement i.e., no significant difference between male and female respondents with respect to the drivers of employee engagement in IT companies. ...
... As the objective of the study relates to assess the differences in the engagement level of employee on the basis of individual and job characteristics (gender, age, work experience, designation) gender confirm no significant difference in the engagement levels for male and female employees .This result is similar with findings of some of the previous studies where no relation was observed between gender and work engagement (Chaudhary & Rangnekar, 2017;Coetzee & Rothmann, 2005;Hakeem & Gulzar, 2015;Mostert & Rothmann, 2006, Persson, 2010. However, it contradicts the findings of the studies where engagement levels between men and women were found differently ( Avery et al., 2007;Coetzee & de Villiers, 2010;Kong, 2009;Mauno et al., 2005;Rothbard, 2001 ;Srivastava, 2012;Shukla et al., 2015). Engagement levels did not seem to be varied by the gender of respondents. ...
Employee engagement is gaining a vast and critical importance in today's highly competitive and dynamic business environment. An engaged workforce is a vital asset for the organization that contributes their efforts for the benefit of the organization. The chapter identifies the differences in engagement level of employees with respect to job and organizational characteristics (gender, age, tenure, and position) of employees in selected telecom companies in India. This co-relational study undertakes internet-based survey questionnaire based on Utrecht Work Engagement Scale (UWES-9). Hypotheses have been tested through ANOVA, post hoc analysis, and correlational analysis procedures to estimate the relationships among variables. The results of the study found significant differences in the work engagement level of employees with respect to age, years of work experience, and employee position except gender. The strategies to drive employee engagement in the organization are also proposed.
... The resource accumulation perspective assumes that one's resources are abundant and expandable, and that undertaking multiple roles brings privileges, status security, social capital and other resources, and self-esteem (Sieber, 1974). The accumulated resources from undertaking additional roles spill over from one domain to the other domain for one's own benefit ( Greenhaus and Powell, 2006), and thus the spillover from one domain to another can be positive (i.e., an enrichment process) (Marks, 1977;Kirchmeyer, 1992;Rothbard, 2001;Gordon et al., 2007). Rather than simply embracing the viewpoint that the resources invested in one domain necessitates sacrifices in the other (i.e., a depletion process) as a result of distinct norms and demands in work and family domains (Rothbard, 2001;Aryee et al., 2005), we argue that the dynamics occurring between the spouses at the whole interface may reduce the negative impact of family involvement on job satisfaction. ...
... The accumulated resources from undertaking additional roles spill over from one domain to the other domain for one's own benefit ( Greenhaus and Powell, 2006), and thus the spillover from one domain to another can be positive (i.e., an enrichment process) (Marks, 1977;Kirchmeyer, 1992;Rothbard, 2001;Gordon et al., 2007). Rather than simply embracing the viewpoint that the resources invested in one domain necessitates sacrifices in the other (i.e., a depletion process) as a result of distinct norms and demands in work and family domains (Rothbard, 2001;Aryee et al., 2005), we argue that the dynamics occurring between the spouses at the whole interface may reduce the negative impact of family involvement on job satisfaction. We further posit positive affect at the family level and tensions between work and family domains (i.e., family-work conflict) as two mediators, and the working couple's perceived work-to-family enhancement as a moderator explaining this dynamic relationship. ...
... When spouses both highly value involvement in family life (that is, high-high spouses' family involvement), it benefits the family's well-being. Yet in this case, they are likely to attend to problems related to family role demands, which increases the possibility of family interfering with the requirements of their respective work roles (Rothbard, 2001). Evidence has linked family involvement to increased family-work conflict (Frone et al., 1992;Adams et al., 1996) and thus decreased job satisfaction ( Adams et al., 1996). ...
This study aims to explore how various dynamics of working couples’ family involvement shape their job satisfaction. With a sample collected from primary school teachers and spouses in China (n = 236), we use polynomial regression, response surface method, and multilevel structural equation model to capture the various dynamics of working couples’ family involvement. We found that (1) high-high spouses’ family involvement has a negative impact on individual job satisfaction, and low-low spouses’ family involvement is positively related to individual job satisfaction. (2) High-high spouses’ family involvement benefits the creation of positive affect at the family level, which decreases family-to-work conflict and mitigates its negative impacts on individual job satisfaction. (3) Working couple’s perceived work-to-family enhancement moderates the relationship between spouses’ family involvement and positive affect at the family level. This study extends our understanding of family-to-work spillover effects from the viewpoint of dynamic interaction between spouses at the cross level.
... Off-job activities aimed at gaining mastery experiences are comparable to work tasks in that both are goal-oriented (Dumas & Perry-Smith, 2018). Similarly, when employees strive to accomplish tasks at a high level of engagement, they are more likely to devote their time and attention to recovery activities at the end of the workday (Kahn, 1990;Rothbard, 2001). Additionally, supplemental analysis of Chawla et al. (2020) also found a significant positive correlation between daily work engagement and daily mastery experiences (Chawla et al., 2020); In the study of Park et al. (2021), vigor, absorption, and dedication at work on Tuesday were positively correlated with mastery experiences on Wednesday . ...
... This study from a day-level perspective used work engagement as a predictor, exploring the impact of work engagement on the non-work mastery and control experiences. Mastery and control experiences better capture the positive psychological experiences that occur outside of work than a single-item measure of happiness used in the study of Rodríguez-Muñoz et al. (2014), extending previous studies that have focused on the positive impact of work engagement on family-related outcomes (Culbertson et al., 2012;Daniel & Sonnentag, 2014;Ilies et al., 2017), which again shows that work engagement itself was a replenishing experience rather than a depletion process (Sonnentag et al., 2012), in response to previous inconsistent views (Halbesleben et al., 2009;Rothbard, 2001); Based on the study of Sonnentag et al. (2012), this study provided insight into the impact of daily work engagement on specific recovery processes in the non-work domain, which was conducive to knowing the specific contribution of resources established by work engagement to non-work experiences; As suggested by the Work-Home Resources (W-HR) model (ten Brummelhuis , recovery level at the end of the workday mediates the relationship between daily work engagement and non-work control experiences, suggesting that the energy pathway can also elucidate the enrichment process from work to non-work, which was beneficial to re-understand the role of work engagement in promoting employees' well-being in the transition from work to non-work (Rodríguez-Muñoz et al., 2014). Work engagement was a "good" type of working hard (van Beek et al., 2011), not a process that resulted in depletion. ...
The purpose of this study was to explore whether work engagement during the work period affected the specific recovery process during the non-work period. According to the Work-Home Resources (W-HR) model, this study from a day-level perspective used work engagement as a predictor of non-work mastery experiences as well as control experiences and explored whether the mediating role of recovery level at the end of the workday was established, which was beneficial to re-understand the role of work engagement in promoting employees’ well-being in the transition from work to non-work. A daily diary design was adopted, with 2 measurement occasions per day for 1 workweek (N = 112 persons, 510 valid data sets in within-person level). Results about day-level relationships confirmed that work engagement was positively associated with the non-work mastery experiences as well as control experiences, recovery level at the end of the workday played a mediating role between daily work engagement and non-work control experiences, but the mediating role between work engagement and non-work mastery experiences was not established at the within-person level. Practical and theoretical implications for work engagement and non-work recovery were discussed.
... De acordo com a abordagem de facilitação da interface trabalho-família (ITF), o envolvimento em um papel se espalhará para outro (GREENHAUS; POWELL, 2006); (ROTHBARD, 2001). Tal pensamento está alinhado com a psicologia positiva (SELIGMAN M.E.P. et al., 2005;SHELDON;KING, 2001). ...
... Entretanto, as teorias de esgotamento sobre o efeito de múltiplas funções sugerem que há uma quantidade limitada de energia que as pessoas possuem (EDWARDS; ROTHBARD, 2000;BEUTELL, 1985). Assim sendo, o engajamento em alguns papéis pode custar o engajamento em outros papéis (ROTHBARD, 2001). Greenhaus e Powell (2006) colocam que há três maneiras pelas quais a participação em múltiplos papeis pode produzir resultados positivos para os indivíduos: (1) experiências profissionais e familiares podem ter efeitos benéficos no bem-estar físico e psicológico, (2) a participação nos papéis profissionais e familiares pode proteger os indivíduos da angústia em um dos papéis e, (3) as experiências em uma função podem produzir experiências e resultados positivos na outra função. ...
A interface trabalho-família (ITF) tem sido um desafio entre os expatriados, em suas designações internacionais. Este trabalho tem como objetivo identificar mudanças na ITF de expatriados que desempenhavam suas funções no exterior, durante a pandemia do COVID-19, e, se houve um aprendizado pessoal e/ou profissional no período. Foi realizada uma pesquisa descritivo-analítica, com abordagem qualitativa de doze entrevistas semiestruturadas com expatriados. A análise de conteúdo foi embasada em seis categorias temáticas. Os resultados indicam que: (i) a pressão por resultados não mudou, mas a forma de alcançá-los está mais relacionada à flexibilidade para lidar com a divisão de espaço e tempo de trabalho e não-trabalho, (ii) a pandemia diminuiu o impacto do sexo na ITF, e trouxe uma dinâmica positiva no funcionamento familiar com membros da família apoiando uns aos outros, (iii) figuras parentais redefiniram sua rotina familiar e foram feitos novos acordos sobre a divisão de cuidados dos filhos e de tarefas domésticas, (iv) o fato de o expatriado estar em casa o dia todo, favoreceu o convívio e a troca de experiências entre os familiares, (v) a família impactou positivamente no trabalho e ajudou os expatriados a melhor interagir com seus colegas de trabalho, e a refletir sobre a introdução de novos comportamentos no seu cotidiano, levando ao enriquecimento do trabalho-família (EnTF), e, (vi) mudanças qualitativas e quantitativas nas futuras expatriações vão ocorrer, com uma possível diminuição do número de designações internacionais, aumento do trabalho remoto e da busca do equilíbrio entre vida pessoal e profissional.
... One stream of research on engagement built strongly on Kahn's conceptualization of engagement. This research either focused on Kahn's notion of psychological presence (Rothbard, 2001) or his holistic view of investing physical, cognitive, and emotional aspects of the self into work (May, Gilson, & Harter, 2004;. Rothbard (2001) addressed the aspect of psychological presence, and regarded attention and absorption as the core components of engagement. ...
... This research either focused on Kahn's notion of psychological presence (Rothbard, 2001) or his holistic view of investing physical, cognitive, and emotional aspects of the self into work (May, Gilson, & Harter, 2004;. Rothbard (2001) addressed the aspect of psychological presence, and regarded attention and absorption as the core components of engagement. In her view, attention refers to the "cognitive availability and amount of time one spends thinking about a role" (p. ...
... WLB is one of the highly discussed gender literature issues (Seenivasan, 2014) [46] . There are many literatures on WLB in developed countries, but there is a dearth of research on this topic in developing countries including Nigeria ( Rothbard, 2001) [30,24,39,41,45] , despite working outside the home because of expectations that women are primarily home tenders. (Seenivasan, 2014) [46] . ...
... WLB is one of the highly discussed gender literature issues (Seenivasan, 2014) [46] . There are many literatures on WLB in developed countries, but there is a dearth of research on this topic in developing countries including Nigeria ( Rothbard, 2001) [30,24,39,41,45] , despite working outside the home because of expectations that women are primarily home tenders. (Seenivasan, 2014) [46] . ...
Abstract
Traditionally, men are associated with entrepreneurship in Nigeria. However, with the increase in civilization, educational pursuits by women and business skills and talent shown by women a lot of women entrepreneurs have emerged including women community pharmacy owners. The main objective of this study was to examine the impact of work-life balance (WLB) on Female community pharmacy owners in Nigeria. To achieve this objective data was collected through questionnaire from 123 community pharmacy owners. The data gathered was analyzed using the SPSS software. The five Likert points 39 statements consisted of five areas. Overall WLB of Female pharmacy owners was generally below average. Role overload and Dependent care issues are major challenges faced by these female pharmacy owners. Time management, effective human resource management, and a strong support network can help female pharmacy owners improve on their WLB rating. This research study will be of great use to female owners of community pharmacy, academicians, researchers, Government agencies, and human resources practitioners, to understand and help to address the WLB issues confronting Nigerian women entrepreneurs.
... Williams and Alliger (1994) found that unpleasant mood spilled over from family to work but pleasant moods had little spillover. Negative affect seems to be a critical mediator of the relationship between work-family conflict, especially for women (Rothbard, 2001;Greenhaus et al., 2006). Therefore, in the present study, we focused on the effect of state-based negative affect to investigate the subjectively experienced affective states caused by work- family conflict in order to explore the mechanism underlying the relationship between work-family conflict and outcomes. ...
... Findings from the work-family conflict perspective are associated with multiple demands, which are detrimental to individuals and invoke negative emotional responses and strain. On the contrary, work-family enrichment perspective suggests that there are benefits of role involvement which lead to gratification and positive affect (Rothbard, 2001). Future research may need to focus on the relationship between work-family enrichment and positive affect, and then explore the potential role of positive affect as a mediator. ...
After the implementation of the universal two-child policy in 2016, more and more working women have found themselves caught in the dilemma of whether to raise a baby or be promoted, which exacerbates work–family conflicts among Chinese women. Few studies have examined the mediating effect of negative affect. The present study combined the conservation of resources model and affective events theory to examine the sequential mediating effect of negative affect and perceived stress in the relationship between work–family conflict and mental health. A valid sample of 351 full-time Chinese female employees was recruited in this study, and participants voluntarily answered online questionnaires. Pearson correlation analysis, structural equation modeling, and multiple mediation analysis were used to examine the relationships between work–family conflict, negative affect, perceived stress, and mental health in full-time female employees. We found that women’s perceptions of both work-to-family conflict and family-to-work conflict were significant negatively related to mental health. Additionally, the results showed that negative affect and perceived stress were negatively correlated with mental health. The 95% confidence intervals indicated the sequential mediating effect of negative affect and stress in the relationship between work–family conflict and mental health was significant, which supported the hypothesized sequential mediation model. The findings suggest that work–family conflicts affected the level of self-reported mental health, and this relationship functioned through the two sequential mediators of negative affect and perceived stress.
... All predictions in our model are based on social support resource theory, which essentially postulates that social support is an exchange of resources between the members of a dual-earner couple (Hobfoll et al., 1990). At work, the members of dual-earner couples regularly endure situations that result in depletion of provider resources (Granrose et al., 1992;Rothbard, 2001). While provision of social support requires having a sufficient amount of personal resources, the act of providing support can be seen as an investment of resources in one's own and the other's well-being as well as in the relationship (Hobfoll et al., 1990). ...
Historically, men were expected to be the financial providers, whereas women—in their role as homemakers—were seen more as dependents. However, with the rise of dual-earner families, this economic asymmetry has long been overturned in much of the world. Nevertheless, integrating social role theory with social support resource theory, we argue that a similar asymmetry exists in the realm of social support in response to heavy demands at work faced by dual-earner couples. We used a daily diary design to address the everyday challenges faced by members of dual-earner couples in providing support to one another. We found that both husbands and wives provide less spousal support on days characterized by work-to-family conflict. When a spouse feels emotionally exhausted due to work, wives are more likely than husbands to increase support. Although both partners benefit from providing and receiving support, men benefit most when they are the provider and women benefit most when they are the receiver, consistent with traditional gender norms. Our work-family study identifies a novel gender dynamic in social support and extends social role theory in a new direction.
... With the rise of uncertainties surrounding non-standard work arrangements (Hipp et al., 2015), today's workforce is more interested in their employability instead of just being employed (Forrier & Sels, 2003) Research on multiple roles has focused extensively on inter-role conflict, depicting depleting views about multiple roles (Voydanoff, 2004), leading researchers, employers and employees to believe the same for MJH (Sliter & Boyd, 2014). In contrast, role expansion theory (Marks, 1977) states that human energy is expandable and that multiple roles might be enriching (Rothbard, 2001). One recognised research gap is the impact of MJH motives on experiences (Campion et al., 2020), which can determine whether the experience will be depleting or enriching. ...
In a context of rapid and disruptive change, there is a need for innovations in the way careers are being conceived, researched and managed. In recent years, the topic of sustainable careers has received increased interest from scholars as a promising perspective to understand contemporary careers, as evidenced by various academic publications. Sustainable careers research focuses on the dynamic interplay of person, context, and time to study how person-career fit can enhance the long-term sustainability (i.e., happiness, health, and productivity) and success of people’s careers. Recent research has applied the sustainable career model to, for example, the challenges of career sustainability for different groups of workers, the processes involved in career sustainability over time, and the interplay of multiple stakeholders in different contexts affecting sustainable careers. However, there is a need for further (critical) examination of the key relationships between context, person and time in affecting career sustainability as well as in the meaning of and interplay between its key indicators (health, happiness, productivity). There is a need to further develop and expand existing models with more specific concepts to allow for targeted empirical research testing the basic principles of career sustainability. Therefore, this symposium brings together five state-of-the-art research projects that each add a valuable phenomenon that expands and deepens the model of sustainable careers: (1) digitization, (2) multiple job holding, (3) career empowerment, (4) career sacrifice, and (5) sustainable career orientation. The first paper addresses the pertinent challenges for careers brought along by rapid digitization and provides a comprehensive review of empirical studies addressing how the increase in various types of digital tools impacts individuals' career trajectories. In the second paper, the enriching versus depleting impact of multiple jobholding on career sustainability is explored through a qualitative study, thereby considering the dimensions of person, context and time. The third paper builds upon the interplay between person and context and addresses the role of the leader in stimulating career empowerment as a vehicle for career sustainability. The fourth paper takes a sensemaking perspective to theorize about career sacrifice valuation as a process which may explain whether and how unconventional and sometimes imperfect decisions may still lead to sustainable careers over time. In the fifth paper, the concept of sustainable career orientations is introduced and operationalized via a scale validation study, aimed to further our understanding of who might be more or less likely to focus on establishing high levels of career sustainability. Taken together, the five papers included in this symposium provide new insights into the meaning of sustainable careers, offering suggestions for further refinement, adaptations, and empirical examination.
... In the same way, the nurturing behavior developed in the family increases the individual performance at work by transferring this nurturing behavior to nurture the subordinates and watching, helping them grow and achieve their full potential. Rothbard (2001) exemplified the affective pathway as the indirect transference of positive affect from one life role to another, resulting in more engagement in life roles. Greenhaus and Powell (2003) noted that resources must transfer from one life role to another life role; the successful application of these resources in life's role is vital to increasing performance and positive affect. ...
This study advances understanding of work-family enrichment (WFE) through a systematic literature review and bibliometric analysis, assessing its effects on workplace satisfaction and performance. It identifies how WFE enhances job satisfaction, mental health, and organizational commitment by examining the interplay between work experiences and family life, supported by conducive workplace cultures and policies. The research, noting a growth in WFE studies, calls for further exploration of how workplace policies, leadership, and gender dynamics impact WFE. This aims to guide effective HR practices, promoting a supportive environment for balancing professional and personal life.
... Brown and Leigh (1996) characterize physical engagement by the work intensity, representing the energy expended in task execution. Rothbard (2001) defines cognitive engagement as the concentration, focus, and dedicated intensity individuals apply to their work. According to Russell and Barrett (1999), emotional engagement involves deriving joy and fulfillment from one's job. ...
... A consideration of the three dimensions and their development reveals this alignment. Cognitive engagement parallels the constructs of attention and absorption (Rothbard, 2001), emotional engagement centers around core affect, pleasantness, and high activation (Russell & Barrett, 1999), and physical engagement reflects physical effort and intensity (Brown & Leigh, 1996). Provided that ego depletion is associated with mental resources, we argued and found that the moderated mediation model is stronger for cognitive than global job engagement. ...
A trend toward telecommuting, started because of the COVID-19 pandemic, provides an opportunity to understand the role of professional isolation and organizational factors in telecommuters’ job engagement. We examine the relationship between professional isolation and job engagement, represented as a bifactor model, via depletion. Using ego depletion theory, we hypothesize this mediated relationship is stronger for cognitive than global job engagement. We then consider whether the second-stage of this effect is moderated by both family supportive supervisor behaviors and schedule flexibility. We investigate these relationships using two-stage latent moderated mediation and bifactor modeling with field data at two points in time on 445 telecommuters in a US corporation that shifted all employees to telecommuting. We found employees who experience higher levels of professional isolation feel more depletion and less global and cognitive job engagement with the results not differing between the two. Further, employees who have a misalignment of resources (low family supportive supervisor behaviors paired with high schedule flexibility; high family supportive supervisor behaviors paired with low schedule flexibility) feel the depleting effects of professional isolation on cognitive engagement (and not global job engagement) more strongly than when both resources are high and when both resources are low. Our research extends the literature on telecommuting and professional isolation and provides insights for organizations on job engagement among telecommuters who feel professionally isolated.
... Positive effects on health and attitudes toward one's job and the company as a whole have been linked to employee engagement Rothbard, 2001). According to Gallup's research (Crabtree, 2005, quoted in Lockwood, 2007, 62 percent of engaged workers say their jobs have a favorable impact on their physical health. ...
... Positive effects on health and attitudes toward one's job and the company as a whole have been linked to employee engagement Rothbard, 2001). According to Gallup's research (Crabtree, 2005, quoted in Lockwood, 2007, 62 percent of engaged workers say their jobs have a favorable impact on their physical health. ...
This study examined the relationship between psychosocial work factor and employee engagement of electricity distribution companies in South-South, Nigeria. The study adopted the cross sectional survey design and a total population of one thousand five hundred and sixty two (1562) employees of electricity distribution companies was covered. The research instrument used is copies of questionnaires which were personally administered to the respondents. The bivariate hypothesis was tested using the Spearman’s Rank Order Correlation Coefficient in order to ascertain the relationship between the dimensions of psychosocial work factor (job demand, reward, work characteristics and work-family conflict) with the measures of employee engagement (affective and cognitive engagement). The Partial Correlation was used to ascertain the moderating influence of leadership style on the relationship between psychosocial work factor and employee engagement. The result revealed that job demand, reward and work characteristics have a significant and positive relationship with affective and cognitive engagement. It was observed that work-family conflict does negatively relate with affective and cognitive engagement. The result of the multivariate analysis revealed that leadership style had a strong significant moderating influence on the relationship between psychosocial work factor and employee engagement. The study concluded that psychosocial work factor is a key factor in organization that influences the engagement level of the employees in the electricity distribution company. It was recommended among others that the management of electricity distribution companies should ensure that the employee roles are void of ambiguity as such will help enhance their affective engagement.
... Engagement includes expressing yourself through work [33], which is associated with initiative and learning. Rich, Lepine, and Crawford argue that involvement occurs when members of an organisation use their potential and energy in physical, cognitive, and emotional activities. ...
... Furthermore, Rothbard (1999) explained that gender difference is an important element of individual difference and forms the perception of employees towards work. In respect to this, different results were found by different researchers. ...
... 168), which was intrinsic motivation rather than extrinsic motivation. Because work engagement includes attention and absorption that both imply intrinsic motivation in a role to prompt employees to participate in activities (Hackman & Oldham, 1980;Rothbard, 2001), which may foster employees to go beyond their job requirements and then perform creativity at work (Bakker & Schaufeli, 2008). Likewise, a positiverelated state characterized by dedication result in flexible thinking and stimulate innovative behavior (Madrid et al., 2014). ...
Based on stakeholder theory, our study tested whether responsible leadership would influence employees’ work engagement through two different mechanisms—general distributive justice climate and perceived supervisor support—and whether work engagement would lead to employees’ creativity. We collected sampling data over eight weeks from 116 employees (Level 1, n = 519) who work in different companies in China. Growth modeling analysis was employed to test the hypotheses. Results indicated that work engagement was predicted by responsible leadership. The responsible leadership-work engagement relationship was also found to be mediated by general distributive justice climate and perceived supervisor support. Moreover, we found that work engagement was positively related to employees’ creativity in dynamic nature. We discussed the theoretical and practical implications and suggested some directions for future research.
... Control variables. Gender, educational level, and organisational tenure have associations with engagement and/or work performance (Rothbard, 2001;Tsui & O'Reilly, 1989), one of the consequences of passion (e.g. Astakhova, 2015). ...
Passionate employees are essential for organisational success as they foster higher performance and exhibit lower turnover or absenteeism. While a large body of research has investigated the consequences of passion, we know only little about its antecedents. Integrating trait interaction theory with trait activation theory, this paper examines how personality traits, i.e. conscientiousness, agreeableness, and neuroticism impact passion at work across different job situations. Passion has been conceptualized as a two-dimensional construct, consisting of harmonious work passion (HWP) and obsessive work passion (OWP). Our study is based on a sample of N = 824 participants from the myPersonality project. We find a positive relationship between neuroticism and OWP in enterprising environments. Further, we find a three-way interaction between conscientiousness, agreeableness, and enterprising environment in predicting OWP. Our findings imply that the impact of personality configurations on different forms of passion is contingent on the job environment. Moreover, in line with self-regulation theory, the results reveal agreeableness as a “cool influencer” and neuroticism as a “hot influencer” of the relationship between conscientiousness and work passion. We derive practical implications for organisations on how to foster work passion, particularly HWP, in organisations.
... Work engagement is described by Kahn (1990) as an employee's psychological appearance in his or her work position. Work engagement is also defined by Rothbard (2001) as the degree of work absorption. Employee engagement is also referred to as 'work engagement', which refers to how enthusiastic an individual employee is about his or her employment, see Farndale and Rich (2018). ...
Correlation and cluster analyses (k-Means, Gaussian Mixture Models) were performed on Generation Z engagement surveys at the workplace. The clustering indicates relations between various factors that describe the engagement of employees. The most noticeable factors are a clear statement about the responsibilities at work, and challenging work. These factors are essential in practice. The results of this paper can be used in preparing better motivational systems aimed at Generation Z employees.
... In addition to this, the spill-over theory suggests that work-related activities and satisfaction also affect non-work performance and vice versa (Byrne and Barling, 2017). From this standpoint, people with a larger number of roles are more likely to deplete their resources, which are essentially fixed in nature, resulting in the devotion of greater resources to one role and lesser resources to another role (Rothbard, 2001). This leads to inter-role conflict, which Moderating role of demographic variables means that role demands arising from one domain of life (say, work) are incompatible with demands from other domains of life such as the family (Huffman et al., 2013;Kelliher et al., 2018). ...
Purpose
For more than a decade, efforts to integrate the two major perspectives of work–family studies, namely, work–family conflict and work–family enrichment have started advancing not only in western context but also in non-western contexts as well. However, both conflict and enrichment emerging from the family front have often been neglected in previous studies. The purpose of this paper is to test the integration of two major work–family perspectives, that is, work–family conflict and work–family enrichment in an Indian context.
Design/methodology/approach
The current study involves a multi-sectoral survey of sales employees belonging to manufacturing, information technology, fast-moving consumer goods, pharmaceuticals and financial services using standard scales. The sample consisted of 330 sales employees working in some of the major firms coming under these sectors. Structural equation modelling (SEM) using analysis of a moment structures was used to test the integrated model. In addition, multi-group SEM was used to test the impact of select demographic variables on the integrated model.
Findings
Results of SEM suggested that for sales employees in Indian organizations, work–family conflict follows a matching domain principle, whereas, work–family enrichment follows both matching and cross-domain principles. Further, it was found that marital status and annual salary emerge as moderators in the integrated model.
Research limitations/implications
The present study confirmed that similar-domain relationships are stronger than cross-domain relationships, supporting findings from previous research with regard to work–family conflict. In addition, the results contradicted the studies conducted in western countries wherein the same domain effect is observed with respect to both types of enrichment, that is, work to family enrichment (WFE) and family to work enrichment (FWE). The present study confirms a similar and cross-domain relationship in the case of both types of enrichment. It means that both WFE and FWE have a positive impact on both jobs and family satisfaction.
Practical implications
Organizations so far have been trying ways to reduce stress to reduce work to family conflict. However, there is a need to incorporate policies that facilitate work–family enrichment. Such policies may focus more on support for both married and unmarried employees’ sales employees.
Originality/value
This study contributes to work–family literature by attempting to integrate both conflict and enrichment perspectives, which has rarely been done in the Indian context.
... Employees who are cognitively engaged in the workplace benefit the company and themselves. The intense focus of one's attentions on work tasks provoked by commitment and refusal to yield to distractions is called cognitive engagement (Rothbard, 2001;Schmidt, Benzing, & Kamer, 2016). An employee's work cognition determines the level of engagement and overall performance level in the workplace (Kim, Nimon, Song, & Zigarmi, 2015). ...
... Both work-to-family conflict and family-to-work conflict contributes to stress for employees. Rothbard (2001) reported that participating in multiple roles can be detrimental and working parents and dual family earners are negatively affected by simultaneously handling work and family roles. Grant-Vallone and Donaldson (2001) stated that workfamily conflict is not restricted to employees with traditional Combining work and family is the major challenge for the current generation of workers today (Halpern, 2005). ...
Work-Family conflict (WFC) occurs when work-role activities interfere with family responsibilities and family-work conflict (FWC) occurs when family-role responsibilities impacts performance at work. The purpose of the paper is to explore how work demands like impact the family domain and home demands like impact work domain. The role of support type in the form of spousal support and self-management in the relationship between work demands and work-family conflict was also investigated. The study is carried out in a different sector-defense Central Public Sector Enterprises (CPSEs) as limited study has been conducted in this sector. The sample was comprised of 338 respondents from three public defense manufacturing companies and all of them were officers at various levels. The research instrument was a questionnaire comprising of five parts. The variables were measured under four categories-work demands, self-management, individual use of company support policies and work-family conflict & family-work conflict. The findings showed that work demands, self-management, number of dependents and total experience were significant predictors of work-family conflict. Multiple regression analysis showed that support type in the form of spousal support and self-management did not show any moderator or mediator effect between work demands and work-family conflict.
... Tee, Yahya and Johari (2018) mentioned that compensation and work life balance are the factors that influence Generation Y employees' engagement in the manufacturing industry in Malaysia. Robinson (2006) also mentioned that employee engagement could be accomplished through generating an organizational environment where positive emotions like involvement and pride are encouraged which will ultimately improve the organizational performance and decrease the employee turnover. ...
The ICT industry in Malaysia is one of primarily industry that contributes to the country’s economy. In the year of 2017, a total of RM 247.1 Billion was contributed to the growth of the country. Gen Y, the Millennial accounts for 2.5 billion throughout the entire world and would form 75% of the employees by 2030. In Malaysia, the Generation Y population consist of 60% of the total employees which is increasing progressively. Nevertheless, Generation Y employees are hard to retain in an organization for a longer time period because their main concern is on short-term based job opportunities along with the higher anticipation of quick results. Hence, Generation Y employees generate a higher turnover rate which has been a challenge for organizations in retaining this workforce. The purpose of this research was to discover the Influence of spiritual intelligence towards employee engagement and intention to stay by Generation Y employees in the ICT sector in Kuala Lumpur, Malaysia. This is a quantitative research, where a survey will be conducted through a questionnaire to collect the primary data from Generation Y employees in the ICT sector. Structural Equation Modelling will be utilized to assess the relationship by using the tool of SMART-PLS. The results are anticipated to provide new understandings on how Generation Y employees spiritual intelligence could emphasis on the engagement and intention to stay for a longer time period. © 2020, Hampstead Psychological Associates. All rights reserved.
... In particular, enrichment is alleged to occur when resources (skills and perspectives, physical social-capital, and, material resources) gained from one role either directly or indirectly progress the performance in the other role. Both the instrumental (Ruderman et al., 2002;Kirchmeyer, 1992) as well as the affective pathway (Rothbard's, 2001) have indicated the enrichment or the positivity improves work as well as the family domain. ...
The paper aims to examine the role of demographic variables on work to family enrichment and family to work enrichment. Data was collected through structured questionnaires from 330 employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. One-way ANOVA was conducted to study the role of demographic variables on WFE and FWE. Further, Post-Hoc Scheffe's test was conducted to isolate the specific differences between the means of categories that were significantly different. The findings of the study indicates that age, marital status, hierarchy, number of children and annual salary are the most important demographic variables with respect to both work to family enrichment and family to work enrichment. This study contributes to work-family literature by addressing the Impact of demographic variables on WFE and FWE which has rarely been studied in the Indian context.
... Family motivationindividual's OCB assessment whereby employees realize that the core beneficiaries of their efforts are co-workers and not the family members caused "social loafing" and lower sense of responsibility (Harkins and Petty, 1982;Morrison and Phelps, 1999;Rothbard, 1999;Weiss, 1985). ...
Purpose
The purpose of this paper is to investigate the perceptions of faculty members about the influence of family motivation on their self-efficacy and organizational citizenship behavior-individual (OCBI).
Design/methodology/approach
The proposed model was tested on a sample of 353 faculty members from different public and private universities of Pakistan. Partial least squares structural equation modeling was used to analyze data.
Findings
Surprisingly, results reveal that family motivation was not positively related to faculty members’ OCBI; instead, this relationship is fully mediated by self-efficacy. The findings suggest that it is employees’ self-efficacy belief through which their family motivation translates to their increased OCBI. This study also finds that supporting the family is a powerful source of motivation to work, offering meaningful practical and theoretical implications for policy-makers, leaders, managers and researchers on the new dynamics of work and family engagements.
Originality/value
The study contributes to human resource management (HRM) and organizational behavior (OB) literatures by providing some useful practical implications for managers and HRM and OB consultants who are interested in understanding the underlying psychological mechanisms (i.e. self-efficacy) through which employees’ family motivation results in the increased OCBI.
... Existing studies show that work engagement can affect an individual's positive emotions in the family domain through positive emotion spillover effects ( Culbertson et al., 2012) and reduce work-family conflicts. In addition, an individual's role activities and work engagement are also beneficial to his/her family role (Crouter, 1984;Barnett and Hyde, 2001;Rothbard, 2001). Therefore, police work engagement may affect life satisfaction by reducing work-family conflicts. ...
Background: Life satisfaction is a key component of quality of life; it is associated with many factors, including occupational and family life. The results of existing studies examining associations among work engagement, work-family conflict, and life satisfaction have been inconsistent.
Objective: We explored the mechanism of action of police work engagement on life satisfaction, and analyzed the relationships among work engagement, work-family conflict, psychological detachment, and police life satisfaction from the angle of family and work relationships.
Methods: A total of 760 police officers completed the Utrecht Work Engagement Scale, Satisfaction with Life Scale, Work-Family Conflict Scale, and Psychological Detachment Scale; 714 questionnaires were valid.
Results: Work engagement both directly affected police life satisfaction (β = 0.58, p < 0.001), and indirectly influenced police life satisfaction through work-family conflict (β = -0.07, p < 0.05). Different levels of psychological detachment moderated both the relationship between work engagement and work-family conflict (β = 0.17, p < 0.001), and the relationship between work-family conflict and life satisfaction (β = 0.07, p < 0.05).
Conclusion: A moderated mediation model was established. Work-family conflict partially mediates the relationship between work engagement and police life satisfaction. Psychological detachment moderates the first and second half of the mediating process by which work engagement affects police life satisfaction through work-family conflict.
... As suggested by work-family enrichment theory, the experience of positive mood in one role can enhance functioning, activity, and persistence in another role, leading to increased performance in that role (Greenhaus & Powell, 2006). This can occur because a positive mood can increase the psychological availability and engagement in another role, stimulate more positive interactions, and expand one's level of energy (Rothbard, 2001). This is consistent with the work-home resources model (ten Brummelhuis & Bakker, 2012) and COR theory ( Hobfoll et al., 2018) in the way in which the availability of personal resources (e.g., positive affect) can promote the accumulation of other resources (e.g., knowledge), which, in turn, support functioning and goal attainment in other life roles. ...
Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.
... As suggested by work-family enrichment theory, the experience of positive mood in one role can enhance functioning, activity, and persistence in another role, leading to increased performance in that role (Greenhaus & Powell, 2006). This can occur because a positive mood can increase the psychological availability and engagement in another role, stimulate more positive interactions, and expand one's level of energy (Rothbard, 2001). This is consistent with the work-home resources model (ten Brummelhuis & Bakker, 2012) and COR theory ( Hobfoll et al., 2018) in the way in which the availability of personal resources (e.g., positive affect) can promote the accumulation of other resources (e.g., knowledge), which, in turn, support functioning and goal attainment in other life roles. ...
Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.
... We used 4 questions for service dimension, 7 questions for empowerment dimension and 3 questions for vision dimension. For measuring gratitude, we used 6 questions from the Gratitude Questionnaire (McCullough, Emmons, & Tsang, 2002) and for physical identification we used 6 questions from Brown and Leigh's measure of work intensity, we also barrowed 6 questions from Russell and Barret's (1999) measure for emotional identification and 6 questions from Rothbard's (2001) measure for cognitive identification. The ...
... Such a result adds to the small body of studies that have linked hindrance demands, such as role overload and role conflict (e.g. Rothbard, 2001), to engagement by suggesting that DDPRs may also contribute to a low level of work engagement. In particular, our study highlights the importance of taking the type of job demand into account to explore the demand-engagement relationship. ...
Difficult doctor‒patient relationships are a common reality in many health-care organizations. Its harmful impacts have been mainly discussed from the perspectives of patients. However, understanding of its negative effects on physicians is limited. Drawing on the job demands-resources model and the conservation of resources theory, we hypothesize that difficult relationships with patients negatively predict physicians’ work engagement, mediated by physicians’ personal resources (e.g. prosocial motivation and problem-solving pondering). A sample of 588 physicians from 24 Chinese hospitals completed questionnaires in a two-wave survey. Structural equation modeling and bootstrap estimation results provide support for the hypothesized relationships. Difficult doctor‒patient relationships have a direct and negative effect on physicians’ work engagement. Specifically, there is a sequence in which the difficult doctor‒patient relationship first impedes physicians’ prosocial motivation, leading to decreased problem-solving pondering, which subsequently impairs physicians’ work engagement. Theoretical and practical implications of these findings are discussed.
... If the staff perceives work value is significant, they will work hard and maintain the interest of work input to avoid slack. Staff with strong self-efficacy can overcome role ambiguity and role stress [7] . If staff perceives their own power is high, they will attend and promote the accumulation of organizational knowledge and strengthen organizational core competitiveness. ...
... In an increasingly aging world, we see a growing need for effective, affordable health promotion ( Pesek et al., 2010). In line with Schaufeli et al. (2008) who found that engaged employees generally enjoy good mental health, and following (ParentThirion et al., 2007), who related the demanding working environment negatively to health and job performance, good health is closely related to positive work affect (World Health Organization., 1948;Demerouti et al., 2001;Rothbard, 2001;Bakker and Demerouti, 2008;Strijk et al., 2009). We therefore argue that employees perceiving and using high levels of HRM, show more positive employee outcomes, and hypothesize the following: ...
This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.
The purpose of this study is to investigate the relationship between emotional and social intelligence and mil-lennial employees' involvement in the technology industry. The millennial generation was chosen as the target audience because, by 2025, they would account for 75% of the world's working population. This was a quantitative research in which primary data was collected through the use of a questionnaire. Also included in the study were self-reported questionnaires that were used to gather cross-sectional data. According to the findings of this study, both spiritual intelligence and emotional intelligence are major drivers of employee engagement. So that millennia's' involvement can be improved, this study will give a deeper understanding of the function of emotional intelligence and spiritual intelligence. This was the first survey of its sort to be conducted among mil-lennia's working in Malaysia's information and communications technology sector.
The reason for this paper tries to discover the Relevance of Employee Engagement process in associations. Endeavors have been made here to center upon the basic job of employees for the suitability, maintainability and in general seriousness of the association, and along these lines, the noteworthiness of employee engagement as the most important resource for each association. The develop employee engagement is based on the establishment of prior ideas like occupation fulfillment, employee responsibility and Organizational citizenship conduct. Employee engagement is more grounded indicator of positive hierarchical execution plainly demonstrating the two-path connection among manager and employee contrasted with the three before develops: work fulfillment, employee duty and authoritative citizenship conduct. Drawn in employees are sincerely joined to their association and exceptionally engaged with their activity with an incredible eagerness for the achievement of their manager, going additional mile past the business legally binding understanding.
The reason for this paper tries to discover the Relevance of Employee Engagement process in associations. Endeavors have been made here to center upon the basic job of employees for the suitability, maintainability and in general seriousness of the association, and along these lines, the noteworthiness of employee engagement as the most important resource for each association. The develop employee engagement is based on the establishment of prior ideas like occupation fulfillment, employee responsibility and Organizational citizenship conduct. Employee engagement is more grounded indicator of positive hierarchical execution plainly demonstrating the two-path connection among manager and employee contrasted with the three before develops: work fulfillment, employee duty and authoritative citizenship conduct. Drawn in employees are sincerely joined to their association and exceptionally engaged with their activity with an incredible eagerness for the achievement of their manager, going additional mile past the business legally binding understanding.
Modern companies are well aware of the fact that employee engagement can contribute, in a decisive manner, to the company’s competitiveness and performance. This paper’s purpose is to analyse how employees’ engagement was defined over time in the literature, in order to highlight the methods by which employees’ engagement can be determined, to identify the factors that lead to employee engagement, and to highlight how a successful employee engagement program can be developed.
The purposes of this meta-analysis were (1) to examine the associations between work engagement (WE) and the personality dimensions of five-factor model and (2) to determine how much variance in WE is explained by these five factors. We performed a database search for studies related to personality traits and WE, and 36 papers that reported correlation coefficients were selected for the meta-analysis. After correcting for publication bias using the trim-and-fill method, conscientiousness had the strongest association with WE (=0.41), followed by extraversion and openness to experience (0.38), neuroticism (−0.36), and agreeableness (0.27). Moreover, 30% of the WE variance could be explained by the five-factor model (R²=0.33, 95%CI=0.26–0.49) according to a path analysis using the weighted average correlation for unreliability. This proportion was higher than that from a previous meta-analysis of job satisfaction and job performance and was lower than that of personality and WE. Thus, to enhance WE, it is necessary to evaluate both the personality and the psychosocial work environment in detail.
Research on female innovation-driven entrepreneurialism demonstrates that the number of start-ups by women worldwide still lags that of their male counterparts. This is in part due to women’s lower level of entrepreneurial self-efficacy which impacts negatively their entrepreneurial intention. This study uses the concept of multiple identities seen from a psychodynamic perspective, to explore theoretically how female entrepreneurs’ identity affects their entrepreneurial self-efficacy. First, I look into female entrepreneurs’ identity as part of their multiple identities situated within their self-concept. Second, I use Bourdieu’s androgenic cosmology to look into gender identity’s impact on women’s entrepreneurial identity and its potential impact on women entrepreneurs’ self-efficacy and their intention to start a business. Finally, I offer the adoption of “metaxu” as an ontological concept on how women entrepreneurs can reconcile their multiple identities and bring their best at work.
This research paper was planned in measuring the Employee Engagement levels in the IT industry in Bangalore, the factors that contribute to Employee Engagement and to propose means and ways to improve Employee Engagement levels in the industry being investigated. The researcher set out to also identify the impact of demographic profile of employees on engagement and influence of employee engagement on job Satisfaction. Also measured in this experimental research was the influence of organizational contributions on Employee Engagement. A structured questionnaire was administered to employees of Manyatta Embassy Tech Park, Bangalore, India. Research results indicate that the demographic profile of employees has an impact on employees' engagement. Organizational inputs and support have an influence on engagement and employee engagement significantly impacts job satisfaction was also studied. Several suggestions were proposed for the improvement of employee engagement based on the analysis of data collected for this research.
the aim of this paper is to define the vocabulary used about interactions between peolple’s work and their private lives. Several terms exist and are used as synonyms despite of their slightly different meanings are different: balance, conflict, interaction, enrichment; personal life, family life… Based on an analysis of 45 French articles in psychology, management and human resources, we notice that the terms used are rarely defined. In a thematic analysis of these articles, we suggest a model which defines all words usually used.
The research explores the concept of employee engagement of Generation Y which ultimately
leads to employee retention. Previous researchers have defined the Generation Y cohort as highly
disengaged as a workforce. The generation is known to have high expectations from self and the
employer and are focus mainly on career progression. This research outlines the various
attributes of employee engagement described by previous researchers and makes attempt to find
out the possible relationship of these attributes with employee retention of the Generation Y.
The research study took into consideration the International Masters students in Ireland who
have worked or are working in various private and public sectors. The study looked at students
belonging to various countries such as India, Malaysia, China, Nigeria and Canada. The study
included unstructured interviews followed by thematic analysis.
The research found that in general the attributes outlined for employee engagement lead to
employee retention of the Generation Y, taking into consideration that the work culture embodies
the said attributes. The study has suggested that being a highly personalised cohort, the
Generation Y from developing countries have varied expectations from their employers and
show appreciably distinct qualities when compared to developed countries owing to the noted
thriving cultural differences.
Although, employee engagement and employee retention of the Generation Y has been
addressed before, the possible relationship between the two rarely had been documented and
researched. This was a humble attempt to understand the relationship which could be beneficial
for employer to understand the various generalised requirements when dealing with Generation
Y employees.
This paper describes the relationship between followership style and performance in Service Sector. 188 randomly selected mid-management responses from the two organisation were collected. A questionnaire was administered in a bank and export house, and for testing hypothesis, a multiple regression test was used. Results indicate that out of five followership styles; four styles were demonstrated i.e passive, alienated, exemplary and conformist. Conformist followership style was the most common followership style observed among the mid-management of service sector. There is a positive relationship between high active engagement and dependent uncritical thinking leading to performance.
https://journals.eduindex.org/index.php/think-india/article/view/10900
Citation : Dr.Anubha Maurya Walia (2019) “Relationship between Followership Style and Performance in Service Sector”, Think India, 22(10), pp. 719-727. Available at: https://journals.eduindex.org/index.php/think-india/article/view/10900 (Accessed: 15November2019).
The post-retirement preparation of middle & young-old aged workers before their complete labor force withdrawal have received more attention in countries where aging society is progressing rapidly. Given that organizations and society may not be able to provide a full support for the later life of middle & young-old aged workers, self-directed preparation of individual workers is a key factor for the successful retirement. The purpose of this study was to examine a mediating role of mentoring between generativity and post-retirement preparation based on the theory of adult development of Erikson associated with generativity. The effect of mentoring may also be influenced by work-related factor for the old-aged workers. Thus, this study simultaneously tested the effect of work engagement as another predictor of mentoring and post-retirement preparation. Given the expected roles of the generation in this age are quite different by gender, the gender difference in the pattern of relationships among the variables was also hypothesized. Conducting a survey research to 320 employed middle and young-old aged worker, the data was analyzed by multi-group analysis using Structured Equation Modeling. The results of this study found the positive effects of generativity and work engagement on post-retirement preparation through mentoring behavior. Gender difference was also found in some paths of the research model. Suggestions for future research and practical implications were provided based on the findings.
تناولت الدراسة الحالية موضوع الازدهار في العمل (Thriving at work) مستهدفة التعرف على أهم العوامل المؤثرة فيه، وفهم طبيعة الدور الذي تلعبه سلوكيات العمل الفعالة بين الازدهار في العمل وتلك العوامل بالتطبيق على أعضاء هيئة التدريس بالجامعات السعودية في مدينة الرياض. أُجريت الدراسة على عينة قوامها (366) مفردة، وبلغت نسبة الاستجابة الصحيحة (%77.32). توصلت الدراسة إلى عدة نتائج أهمها؛ أولاً، تؤثر كل من متغيرات بيئة العمل الاجتماعية، والموارد المكتسبة من الوظيفة تأثيراً موجباً معنوياً على كل من سلوكيات العمل الفعالة، والازدهار في العمل. ثانياً، تؤثر متطلبات التحدي كأحد متطلبات الوظيفة تأثيراً موجباً معنوياً على الازدهار في العمل، بينما تؤثر متطلبات الاعاقة النمطية تأثيراً سالباً معنوياً على الازدهار في العمل. ثالثاً، لا تؤثر كل من متطلبات التحدي، ومتطلبات الاعاقة النمطية تأثيراً معنوياً على الازدهار في العمل. ورابعاً، تتوسط سلوكيات العمل الفعالة جزئياً العلاقة بين كل من مناخ الثقة والاحترام، المعرفة، والمعنى الايجابي، والعلاقات كمورد مع الازدهار في العمل للمفردات موضع التطبيق، وأخيراً، تتوسط سلوكيات العمل الفعالة كلياً العلاقة بين كل من الحرية في اتخاذ القرار، والمشاركة في المعلومات، ورأس المال النفسي مع الازدهار في العمل للمفردات موضع التطبيق.
Leadership and work roles are two traversed process in organizational framework. This study aimed to explore the relationship between servant leadership and work role gains transfer of university teachers into their family domain. The information was collected from 223 teachers of 6 Central universities of North-India. The information was analyzed by using partial least square-structure equation modeling (PLS-SEM). The results of the study highlighted that servant leadership is acting as a source to the resources accumulated during work roles. The dimensions of servant leadership are showing significant role in the transference of instrumental and affective skills and abilities gained in work roles to family domain. The respondents' family structure in the form of marital status, spouse working status and living status with parents showed significant moderation in the relationship between leadership and work role gains transference to family domain. The future researchers can identify the classroom role transference effects of students on family roles in relation to servant teacher leadership.
Boreout is a psychological state of intense boredom, a crisis of meaning and growth. It is commonly associated with the
lack mental stimuli which can turn employees into ‘professional zombies’. Drawing on conservation of resources (COR) theory,
this article examines the impact of boreout on career adaptability, as well as the moderating effect of family–work enrichment.
Utilizing data from employees in the service industry (n=250), a structural equation modeling technique was employed. The data
unveiled that (1) boreout has a negative impact on employee career adaptability, (2) that family–work enrichment has a positive
impact on employee career adaptability, and (3) that family–work enrichment does not moderate the relationship between boreout
and employee career adaptability. The authors concluded that organizations should address the problematic lack of on-the-job
challenges, by reevaluating job design, enriching jobs, weighing work demands, and a careful consideration of person-job fit.
Implications and future research direction are discussed.
Boreout is a psychological state of intense boredom, a crisis of meaning and growth. It is commonly associated with the
lack mental stimuli which can turn employees into ‘professional zombies’. Drawing on conservation of resources (COR) theory,
this article examines the impact of boreout on career adaptability, as well as the moderating effect of family–work enrichment.
Utilizing data from employees in the service industry (n=250), a structural equation modeling technique was employed. The data
unveiled that (1) boreout has a negative impact on employee career adaptability, (2) that family–work enrichment has a positive
impact on employee career adaptability, and (3) that family–work enrichment does not moderate the relationship between boreout
and employee career adaptability. The authors concluded that organizations should address the problematic lack of on-the-job
challenges, by reevaluating job design, enriching jobs, weighing work demands, and a careful consideration of person-job fit.
Implications and future research direction are discussed.
Sixty male and 60 female subjects were made to feel relatively depressed or relatively elated prior to giving attraction responses toward a target person whose affective state was presented as sad, neutral, or happy. It was hypothesized that, consistent with the Byrne-Clore affective model of attraction, the more pleasant the affective state of the target, the more liking subjects would feel for that person and the more willing they would be to work with him/her. However, consistent with fear-affiliation research, it was also predicted that depressed subjects, relative to elated subjects, would find a depressed target to be a more desirable work partner. Results supported all these hypotheses.