The Role of Identity and Work-Family Support in Work-Family Enrichment and Its Work-Related Consequences.

By J. H. Wayne, Amy E. Randel, J. Stevens. 2006

556 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/e4b209da278cd334ce0863a0e2961ec289905e68

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

The Contemporary Career: A Work–Home Perspective (2014, background): “That women and men have been found to experience equivalent levels of family-to-work enrichment (Wayne et al. 2006) suggests that both sexes can leverage their experiences at home to achieve more successful and satisfying careers.”
Sex, Gender, and Decisions at the Family → Work Interface (2010, unknown): “For example, the decision to devote longer hours to a job, a role participation decision, has been found to contribute to work → family conflict (Major et al., 2002), which in turn increases the likelihood of the decision to quit the job, a role exit decision (Boyar et al., 2003; Hom & Kinicki, 2001”
Work–Family Enrichment and Satisfaction (2014, background): “Informal workplace practices, compared with formal ones, offer a more flexible, personalized response to the individual trying to balance work and family demands (Wayne et al., 2006).”
Work-to-Family Enrichment and Employees’ Well-Being: High Performance Work System and Job Characteristics (2014, background): “According to White et al. (2003) HPWS was designed to provide, among other things, greater participation in decision making.”
How much do you value your family and does it matter? The joint effects of family identity salience, family-interference-with-work, and gender (2008, result): “Our study is consistent with research arguing the value of looking beyond the mere possession of a certain role and focusing more on the importance of these roles to an individual (Wayne et al., 2006).”
Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters (2012, background): “Wayne, Randel, and Stevens (2006) explained that the availability of FWA may lead to perceptions of control over work–family matters and positive affect, which can help employees cope with work–family conflict.”
Crossover Effects of Servant Leadership and Job Social Support on Employee Spouses: The Mediating Role of Employee Organization-Based Self-Esteem (2015, result): “Our results corroborate the previous empirical findings of work–family enrichment research, namely that feeling truly supported and developing positive psychological resources at work benefit an employee’s family life (Behson 2002; Tang et al. 2014; Wayne et al. 2006).”
When Family Supportive Supervisors Meet Employees’ Need for Caring: Implications for Work–Family Enrichment and Thriving (2018, background): “…enrichment process will be facilitated, as mindfully engaging in domain-related tasks and activities enables individuals to gain more resources (Wayne et al., 2006) and “to develop a better understanding of how to function in that domain as well as what resources may be transferable across…”