TY - JOUR
T1 - Role resources and work-family enrichment : the role of work engagement
AU - SIU, Oi-ling
AU - LU, Jia-fang
AU - BROUGH, Paula
AU - LU, Chang-qin
AU - BAKKER, Arnold B.
AU - KALLIATH, Thomas
AU - O'DRISCOLL, Michael
AU - PHILLIPS, David R.
AU - CHEN, Wei-qing
AU - LO, Danny
AU - SIT, Cindy
AU - SHI, Kan
PY - 2010/12/1
Y1 - 2010/12/1
N2 - This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted among a matched sample of 786 employees in China. The model was tested with structural equation modeling techniques. The results showed that work engagement was the most proximal predictor of work-family enrichment. Work engagement fully mediated the relationship between family-friendly organizational policies and work-family enrichment, and also between job autonomy and family-work enrichment. Further, work engagement partially mediated the relationships between two job resources (supervisor support, job autonomy) and work-family enrichment, and also between family support and family-work enrichment. No difference was found in gender and marital status in the proposed model. Implications for future research and practices are discussed.
AB - This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted among a matched sample of 786 employees in China. The model was tested with structural equation modeling techniques. The results showed that work engagement was the most proximal predictor of work-family enrichment. Work engagement fully mediated the relationship between family-friendly organizational policies and work-family enrichment, and also between job autonomy and family-work enrichment. Further, work engagement partially mediated the relationships between two job resources (supervisor support, job autonomy) and work-family enrichment, and also between family support and family-work enrichment. No difference was found in gender and marital status in the proposed model. Implications for future research and practices are discussed.
UR - http://hdl.handle.net/10289/4220
UR - http://commons.ln.edu.hk/sw_master/434
UR - http://www.scopus.com/inward/record.url?scp=78149358348&partnerID=8YFLogxK
U2 - 10.1016/j.jvb.2010.06.007
DO - 10.1016/j.jvb.2010.06.007
M3 - Journal Article (refereed)
SN - 0001-8791
VL - 77
SP - 470
EP - 480
JO - Journal of Vocational Behavior
JF - Journal of Vocational Behavior
IS - 3
ER -