When Work And Family Are Allies: A Theory Of Work-Family Enrichment

By Jeffrey H. Greenhaus, Gary N. Powell. 2006

3,586 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a7b75b37b6c6d346c7d11b594581cbb0eebf21d2

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Citations in the corpus

Self-employment and family life: constructing work–life balance when you're ‘always on’ (2014, background): “By contrast, Greenhaus and Powell (2006) describe work– family enrichment as ‘the extent to which experiences in one role improve the quality of life in the other role’ (p. 73).”
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. (2009, background): “For example, some work resources like time off from work or sabbatical time may actually support resource investment in other domains, including family (Greenhaus & Powell, 2006).”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, background): “To clarify positive work–home interaction, scholars have recently started examining work–home enrichment (WHE), characterised as “the extent to which experiences in one role improve the quality of life in another role” (Greenhaus & Powell, 2006, p. 73).”
Does home life interfere with or facilitate job performance? (2010, background): “Even so, such self-report measures helped the advancement of our insight in work-to-family interaction and may therefore improve our knowledge of the impact of family on work (Greenhaus & Powell, 2006).”
Positive and negative work–family interaction and burnout: A longitudinal study of reciprocal relations (2008, neutral): “…as bidirectional in that work can interfere with family and family can interfere with work (Byron, 2005; Carlson & Frone, 2003; Carlson, Kacmar, Wayne, & Grzywacz, 2006; Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005; Ford, Heinen, & Langkamer, 2007; Frone, 2003; Greenhaus & Powell, 2006).”
Achieving Work-Family Balance: An Action Regulation Model (2019, background): “Other more recent models have been developed to understand how work and family roles can enrich one another, namely via resources being transferred across roles (Greenhaus & Powell, 2006; ten Brummelhuis & Bakker, 2012).”
From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “People can use coping skills in ways that minimize role conflict and may even lead to role enhancement (Marks, 1977; Thoits, 1983; Greenhaus and Powell, 2006).”
Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers (2018, background): “Employees’ work-life balance allows organizations to enhance performance of their employees mainly because a supportive and flexible work environment positively affects their psychological wellbeing (Greenhaus & Powell, 2006).”
Work Family Relations: Antecedents and Outcomes (2010, background): “Greenhaus and Powell (2006) suggested that W!FC and W!FF may be dependent on the particular fit of the intrusion.”
Building Positive Resources: Effects of Positive Events and Positive Reflection on Work Stress and Health (2013, background): “For example, work-family enrichment is defined as " the extent to which experiences in one role improve the quality of life in the other role " (Greenhaus & Powell, 2006: 72).”
Work-Life Balance: an Integrative Review (2017, background): “High level of engagement in work life contributes to positive personal outcomes (e.g., life satisfaction) that results from role enrichment—the degree to which participation in one life domain enhances performance and quality of life in other life domains (Frone 2003; Greenhaus and Powell 2006).”