By Jennifer Shein, Charles P. Chen
This booklet goals to advertise members' own and vocational well being via an elevated information at the precious nature of the confident function interplay among paintings and kin contexts. equipped upon wealthy theoretical and empirical proof within the latest literature, the booklet provides a examine learn targeting the build of work-family enrichment, among the many constructs representing the confident interdependencies of labor and kin roles. It illustrates vividly how the mental means of enrichment happens, demonstrating pursuits and correlations among a number of variables and dynamics within the strategy. via a severe eye, findings of the present examine give a contribution to bigger knowing of the confident linkages among paintings and family members position participation. The e-book concludes with a synopsis of the newly improved, leading edge, and complete framework of worklife and kinfolk existence enrichment, highlighting the consequences for idea, study, and perform. Researchers, students, and practitioners in a variety of walks of social sciences can gain shape this publication, particularly those that paintings in parts of vocational and occupation psychology, organizational and business psychology, well-being psychology, counselling psychology, human source administration and improvement, and different comparable fields. however, readers do not need to be specialists in those human prone nation-states simply. Lay employees throughout professions can benefit from the insights and intelligence from this ebook for his or her personal work-family wellness.
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Additional info for Work-Family Enrichment
2006). The enrichment scale developed by Carlson, Kacmar, Wayne, and Grzywacz (2006) offers several improvements relative to other measures of the positive side of the work-family interface. , 1990), it captures both directions of work-family enrichment (work-to-family and family-to-work). As well, unlike previous measures, it fully captures the complexity of the construct of enrichment by including resources gained in one domain, their transfer to another domain, and their and successful application within the receiving domain, represented by improved functioning.
Greenhaus and Powell’s (2006) proposition that there are specific moderators of the enrichment process represents a fourth element that more clearly specifies Super’s notion that roles can be supportive of one another. Greenhaus and Powell are, in essence, indicating the conditions that they believe can either promote or prevent the occurrence of work-family enrichment. A VALID GLOBAL WORK-FAMILY ENRICHMENT SCALE Greenhaus and Powell (2006), in presenting their theoretical model of work-family enrichment, call for “a measure of global work-family enrichment [to be] developed to determine which factors contribute most prominently to overall enrichment” (p.
Hill hypothesizes that there would be a positive relationship between being a working father and work-to-family facilitation, and a negative relationship between being a working father and family-to-work facilitation. Hill’s (2005) results reveal that work-to-family facilitation is positively related to job satisfaction and life satisfaction, and negatively related to individual stress. Hill also finds that family-to-work facilitation is positively related to marital satisfaction, family satisfaction, and life satisfaction, and negatively related to organizational commitment.
Work-Family Enrichment by Jennifer Shein, Charles P. Chen