Manual Work-Family Enrichment

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The following is a brief discussion of the differences and similarities between these various constructs. The term positive spillover has been used in the literature since the early s. Spillover refers to the transfer of affect i. Spillover has been broken down further into positive i. A term that has been used more recently to describe the benefits of combining work and family roles is work-family facilitation. Although both positive spillover and facilitation are concerned with how individual participation in one domain e.

In contrast, facilitation is proposed to occur not just through personal gains but through capital gains as well e. Therefore, positive spillover may be considered one mechanism by which facilitation may occur. Work-family enrichment is a recent term used to refer to the process by which experiences in one role improve the quality of life in the other role. Given this definition, constructs such as work-family positive spillover, and even work-family facilitation at times , can be broadly categorized under the rubric of work-family enrichment.

Family Enrichment Retreat 2018

The process of work-family enrichment begins when resources are generated in the originating role e. Examples of resources that may drive enrichment include skills e. These resources may improve the quality of life in the receiving role through one of two paths: the instrumental path or the affective path. You could not be signed in. Sign In Forgot password?

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Work-Family Enrichment Training: Promoting Transferability of Resources across Life Domains

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Challenging the challenge hypothesis on testosterone in fathers: Limited meta-analytic support. Neural architecture of the vertebrate brain: implications for the interaction between emotion and cognition. Validation of the Job Content Questionnaire among hospital nurses in Vietnam. Another unexpected finding was in should be recognized. To demonstrate that the shortened scale Study 4: enrichment was positively related to demands. This is provides similar psychometric properties to the original scale inconsistent with previous research that has found a negative developed by Carlson et al.

In the current study, we were also Previous demands scales have focused strictly on role overload. Having constructs rated by more than one variety of role demands, including some that may be experienced source is an often used and recommended remedy to avoid com- as enriching. Promotion-focused individuals are providing a rigorous validation process.

One might examine how prevention-focused indi- future research. Due to the way we collected our data, we were viduals experiencing enrichment transfer benefits across domains unable to discuss causal effects. Although the current study devel- versus promotion-focused individuals.

Further studies using the oped shortened scales to measure enrichment, we did not test any shortened scales presented here also might examine the impact of theoretically developed hypotheses using the shortened scales. The current research also used a more attention, the current study provides evidence that enrich- limited number of antecedent and outcome variables.

Work-Family Enrichment: Benefits of Combining Work and Family

Although the ment can be effectively measured using our shortened, validated antecedent and outcome variables we selected were grounded in scales. References Ala-Mursula, L. Implications for Practice Employee worktime control moderates the effects of job strain and effort-reward imbalance on sickness absence: The town study.

Jour- The findings of this study underscore the impact that enrichment nal of Epidemiology and Community Health, 59, — Specifically, spouses of jech. The development lower levels of relationship tension and distress, while simultane- and validation of scores on perceived work and family demand scales.

A short and valid measure of work-family enrichment.

The impact of enrichment on family outcomes, such The results found in the current International Society for the Investigation of Stress, 21, — Journal of Occupational and Organizational Psychology, 78, — The Michigan As a final test of the usefulness of the shortened scales devel- Organizational Assessment Questionnaire.

Unpublished manuscript, oped in the current study, we suggest that future researchers test a University of Michigan, Ann Arbor, Michigan. Previous research has demonstrated that constructs of Pay it forward: The positive crossover effects of supervisor work—family enrichment. Journal of Management, 37, — Future re- Carlson, D. Health and turnover of working mothers after other forms of positive crossover e. Jour- constructs are still distinct. Future researchers also might examine nal of Applied Psychology, 96, — Is work—family cluded in the current research.

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Online panels for social science 73, — Odle-Dusseau, H. Syracuse, NY: Syracuse University, School of Information Organizational work—family resources as predictors of job performance This document is copyrighted by the American Psychological Association or one of its allied publishers. Family Journal of Occupational Health Psychology, 17, 28 — Journal of Management, 36, a — Transformational leadership and Thompson, C. When work— job behaviors: The mediating role of core job characteristics.

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