Do boundary preferences, work-family self-efficacy and proactive personality predict job satisfaction? The mediating role of work-family enrichment
Pages | 198-212 |
Date | 05 August 2019 |
Published date | 05 August 2019 |
DOI | https://doi.org/10.1108/EBHRM-07-2018-0042 |
Author | Rajesh Premchandran,Pushpendra Priyadarshi |
Subject Matter | HR & organizational behaviour,Global HRM |
Do boundary preferences,
work-family self-efficacy and
proactive personality predict job
satisfaction? The mediating role
of work-family enrichment
Rajesh Premchandran
HRM, Indian Institute of Management Lucknow, Lucknow, India, and
Pushpendra Priyadarshi
Department of Human Resource Management, Indian Institute of Management,
Lucknow, India
Abstract
Purpose –The purpose of this paper is to explore the role of personality and individual differences as an
antecedent to work-family enrichment (WFE) and consequently with job satisfaction. This study address
gaps in WFE literature by looking at proactivity, work-family self-efficacy (WFSE) and family permeability
as antecedent variables that have received scant attention from researchers. By addressing these gaps, the
study seeks to advance theory on WFE and its relation to job satisfaction.
Design/methodology/approach –The authors do this through the exploration of pathways through WFE
and studying 508 married individuals, with at least one child, working in the IT/ITES sector in India. The
authors use structural equation modeling to analyze different pathways from personality based antecedents
and WFE as mediator.
Findings –The results demonstrate the mediating role of WFE in the relationship between antecedents
(WFSE, family permeability and proactive personality) and job satisfaction.
Research limitations/implications –This study contributes to existing research on WFE and personality
by showing that WFE is a significant pathway toward job satisfaction and how personality variables
influence satisfaction.
Originality/value –It is also the first study to use proactivity and WFSE as antecedents to test out the
influenceof WFE on job satisfaction.This is also the first studyto look at only married individualswith children
in a WFE study forcedon the services sector. Consequently, these findingshave significant implicationsin the
way organizationsdeal with work-life situations, especially in the 30+age bracket in India.
Keywords Boundary preference, Family permeability, Job satisfaction, Proactive personality,
Work family enrichment, Work-family self-efficacy
Paper type Research paper
1. Introduction
Work-family literature has accorded significant attention to both inter-domain conflict
(Allen et al., 2016; Kossek and Lautsch, 2012; Voydanoff, 2005) as well as positive spill-over
processes like enrichment and facilitation (Chen et al., 2018; Greenhaus and Powell, 2006;
Greenhaus and Parasuraman, 1999). With the increase in remote workplaces and
tele-commuting inter-role influences have only been amplified and employees as well as
organizations are looking at creative ways to optimize functioning across these domains
(Kreiner et al., 2009). This is especially relevant in a collectivist culture such as India where a
combination of factors such as more women in the workplace and the fact that 26 percent of
urban families are dual-earner families (Easvaradoss and Cabral, 2015), have resulted in
increasing demands on both the work as well as the family front.
Work-family enrichment (WFE) defined as “the extent to which experiences in one role
improves the quality of life in the other role”(Greenhaus and Powell, 2006, p. 73), suggests
Evidence-based HRM: a Global
Forum for Empirical Scholarship
Vol. 7 No. 2, 2019
pp. 198-212
© Emerald PublishingLimited
2049-3983
DOI 10.1108/EBHRM-07-2018-0042
Received 7 July 2018
Revised 16 September 2018
19 September 2018
Accepted 23 September 2018
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/2049-3983.htm
198
EBHRM
7,2
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