Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale.

By Dawn S. Carlson, K. Kacmar, J. H. Wayne, J. Grzywacz. 2006

1,244 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/42240f38d1d90aeb8d8392cc88dcfe9eebf37b13

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In Gender Studies

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Citations in the corpus

Work–Family Enrichment and Satisfaction (2014, methodology): “The pattern of empirical results is the same, with some studies finding that family-to-work enrichment contributes to job satisfaction (Balmforth & Gardner, 2006; Carlson et al., 2009; Carlson et al., 2006; Voydanoff, 2005) and other studies failing to support this relationship (Aryee, Srinivas, & T”
THE SPILLOVER OF DAILY JOB SATISFACTION ONTO EMPLOYEES' FAMILY LIVES: THE FACILITATING ROLE OF WORK-FAMILY INTEGRATION (2009, background): “Carlson, Kacmar, Wayne, & Grzywacz, 2006; Edwards & Rothbard, 2000); the latter type of effect is this study’s focus.”
Work-Life Balance: an Integrative Review (2017, background): “& job satisfaction increases (e.g., Allen et al. 2000; Anaton 2013; Carlson et al. 2006; De Simone et al. 2014; Fisher et al. 2009; Kossek and Ozeki 1998; Whiston and Cinamon 2015), & organizational commitment increases (e.g., Allen et al. 2000; Kossek and Ozeki 1998) and intentions to leave the…”
Examining the moderating influence of gender on the relationships between work‐family antecedents and work‐family enrichment (2011, background): “This positive aspect of work-family interface is known as work-family enrichment ( Carlson et al. , 2006”
Work-life balance of UK construction workers: relationship with mental health (2020, background): “The opposite construct of the scarcity hypothesis is the enrichment hypothesis, where an improvement in one area enriches the other (Carlson et al. 2006).”
Work engagement and work-family facilitation: Making homes happier through positive affective spillover (2012, background): “…(Barnett and Hyde, 2001), which states that participation in multiple roles benefits individuals by providing them with additional resources and experiences, Carlson et al. (2006) noted that individuals can experience affective gains from work that they can then use to enhance non-work roles.”
Pay It Forward: The Positive Crossover Effects of Supervisor Work—Family Enrichment (2011, methodology): “Enrichment was measured using the same nine-item measure of family-to-work-enrichment used for the supervisor (Carlson et al., 2006).”