Examining the mediating role of self-efficacy in the relationship between perceived organizational support and work–family enrichment

Xi Wen CHAN*, Thomas KALLIATH, Paula BROUGH, Oi-ling SIU, Carolyn TIMMS

*Corresponding author for this work

Research output: Journal PublicationsJournal Article (refereed)peer-review


Although some organizations have formally introduced flexible work arrangements (FWAs) to enhance work–family enrichment, research indicates that informal organizational characteristics, such as perceived organizational support (POS) to utilize FWAs, may be more effective in achieving positive employee work and nonwork outcomes. Prior studies have established significant relationships between POS and work–family conflict. However, scarce research has focused on the underlying self-efficacy mechanisms linking POS to employee work and nonwork outcomes. Drawing on social cognitive theory and the job demand-control-support (JDCS) model, this article addresses this knowledge gap by examining how POS facilitates work–family enrichment through the mediating mechanism of self-efficacy to regulate work and life. To test the hypothesized mediation model, we collected self-report time-lagged data from 253 public-sector and private-sector employees in Australia. Structural equation modeling (SEM) results revealed that POS positively predicted self-efficacy to regulate work and life, in turn leading to work-to-family enrichment (WFE; development, affect, capital) and family-to-work enrichment (FEW; development, affect, efficiency). Evidence of these relationships across two time points was demonstrated, emphasizing the synergistic combination of POS and dynamic processes of self-efficacy to regulate work and life in facilitating work–family enrichment.
Original languageEnglish
Number of pages11
JournalInternational Journal of Stress Management
Publication statusE-pub ahead of print - 9 Jun 2022

Bibliographical note

The authors have no known conflict of interest to disclose. The authors wish to acknowledge the contribution of Meredith White, who assisted with the development of survey instruments and data collection in Canberra.

This work was supported by the Australian Research Council Discovery Project under Grant DP0770109.

The research ideas and data in this article have been previously presented at the aforementioned conference and the 6th World Congress on Positive Psychology in 2019.


  • perceived organizational support
  • self-efficacy
  • work–family enrichment
  • social cognitive theory
  • job demand-control-support model


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