Work-family enrichment: The role of work engagement

By O. Siu, Jiafang Lu, P. Brough, A. B. Bakker, Chang‐qin Lu, Wei-Qing Chen, K. Chi. 2010

192 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/781ffe1caffba25577d9240c6fda17a270d441a3

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

1. P. Brough
2. Carolyn Timms
3. M. O’driscoll
4. Thomas J. Kalliath
5. O. Siu
6. X. Chan
7. Jacob Wood
8. C. Sit

Citations in the corpus

• Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “Although work and family lives may interfere with one another, resources generated in either domain have also been shown to enhance the quality of life in the other (Greenhaus & Powell, 2006; Siu et al., 2010).”
• Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance (2021, result): “…regarding gender or sex differences in work and family interdependencies has shown mixed results with some studies showed no differences (Grönlund, 2007; Siu et al., 2010) while others found significant differences between male and female employees (Duxbury & Higgins, 1991; Rothbard, 2001).”
• What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Researchers found that family capital (Thompson, Lemmon, & Walter, 2015) and family support (Siu et al., 2010; Tement, 2014) positively predicted engagement.”
• A study of work–family enrichment among Chinese employees: The mediating role between work support and job satisfaction. (2014, background): “Furthermore, only two studies have examined work–family enrichment (Lu et al., 2011; Siu et al., 2010) and one has partly examined work–family facilitation (Lu et al.”
• The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research (2020, background): “Given the reciprocal 254 Human Resource Development Review 19(3) association between work engagement and WLB factors, as revealed by Babic et al. (2017), Siu et al. (2010), Timms et al. (2015), more longitudinal investigations should be attempted in order to more clearly identify their associations.”
• Work engagement and work-family facilitation: Making homes happier through positive affective spillover (2012, background): “Work engagement has also been shown to be associated with positive spillover effects away from work (e.g. Siu et al., 2010).”
• Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers (2014, result): “We note that the causal relationships between work– life balance and the key antecedents and criterion variables reported by this research do support previous observations (e.g. Eby et al. 2005; Siu et al. 2010) and, therefore, do not appear to be unduly influenced by this response rate.”