Jessica M. Nicklin

Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions: The Mediating Role of Work-to-Family Enrichment

ABSTRACT The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice.

Interaction of Core Self-Evaluations and Perceived Organizational Support on Work-to-Family Enrichment

ABSTRACT The purpose of this article was to offer an empirical test of J. H. Greenhaus and G. N. Powells (2006) model of work–family enrichment by examining dispositional (i.e., core self-evaluations; CSEs) and situational (i.e., perceived organizational support; POS) factors associated with work-to-family enrichment (WFE) and whether these variables interact in predicting WFE. In a survey of 220 employed adults, our hierarchical regression analysis revealed that in highly supportive work environments, individuals reported high WFE regardless of CSE. However, when POS was low, individuals high in CSEs reported higher WFE than those low in CSEs, in support of conservation of resources theory (S. E. Hobfoll, 2002). Implications for research and practice are discussed.

Work–family enrichment, support, and satisfaction: A test of mediation

The purpose of this paper was to examine the mediating role of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) between supervisor and family support and job and family satisfaction. Two-hundred and fourteen employed adults participated in an online survey. Correlations demonstrated that perceived supervisor and family support were related to all three dimensions of WFE and FWE, and, in turn, job and family satisfaction, respectively. Regression analyses revealed that WFAff (moods generated through involvement at work that impact the family) and WFCap (psychological resources generated at work that impact the family) partially mediated the relationship between supervisor support and job satisfaction. Only FWAff (moods generated through family involvement that impact work) partially mediated the relationship between family support and family satisfaction. This research demonstrates that the different dimensions of enrichment should not be collapsed into an aggregate measure of WFE and FWE, and has important implications for understanding the positive side of the work–family interface.

Do positive affectivity and boundary preferences matter for work-family enrichment? A study of human service workers.

More individuals than ever are managing work and family roles, but relatively little research has been done exploring whether boundary preferences help individuals benefit from multiple role memberships. Drawing on Greenhaus and Powells (2006) work-family enrichment theory, along with Boundary Theory (Ashforth, Kreiner, & Fugate, 2000) and Conservation of Resources Theory (Hobfoll, 2002), we explore the impact of personal characteristics as enablers of work-family enrichment, and in turn, work outcomes relevant to human service workers: turnover intentions and emotional exhaustion. In a 2-wave study of 161 human service employees, we found that individuals high in positive affectivity were more likely to experience both work-to-family and family to-work enrichment, whereas those with preferences toward integration were more likely to experience work-to-family enrichment (but not family to-work enrichment). In turn, work-to-family enrichment (but not family to-work enrichment) was related to lower turnover intentions and emotional exhaustion. Enrichment served as a mediating mechanism for only some of the hypothesized relationships. Implications for theory and practice are discussed.

Telecommuting: What? Why? When? and How?

Given changing work demands, organizations are increasingly reliant on the use of telecommuting. The overarching goal of this chapter is to provide organizations with evidence-based actionable tools for effective telecommuting arrangements. Although telecommuting has grown over the past several decades, scholars and practitioners have not yet developed a comprehensive understanding of what telecommuting is, why it should (and should not) be used, when it is appropriate, and how it can be successfully implemented. Therefore, the purpose of this chapter is to review (1) the concept of telecommuting and its various forms (what?), (2) the consequences of telecommuting, both positive and negative for employees and organizations (why?), (3) antecedents of effective telecommuting (when?), and (4) recommendations for best practices (how?). We conclude the chapter with considerations for the future of telecommuting.

Teaching Online: Applying Need Theory to the Work–Family Interface

ABSTRACT Using Warner and Hausdorf’s (2009) framework, the authors empirically examined work–life balance and work outcomes among collegiate faculty teaching courses online. Quantitative and qualitative results from 138 online instructors demonstrated that basic psychological need satisfaction was related to higher levels of work–family enrichment, job satisfaction, performance, and intention to teach online courses again and lower levels of work–family conflict and stress. Work support was also related to job satisfaction, performance, and stress but was not related to work–family balance. These findings are important as universities are seeking ways to promote involvement with online education.

Why the availability of telecommuting matters: The effects of telecommuting on engagement via goal pursuit

Purpose In line with conservation of resources theory and signaling theory, the purpose of this paper is to conceptualize and test a multiple mediation model in which telecommuting affects engagement via perceived supervisor goal support and goal progress. Design/methodology/approach A three-phase longitudinal study carried out over ten months was used to test the hypotheses. Findings Individuals who worked in organizations that offer telecommuting were more engaged than those who worked in organizations that did not offer telecommuting. Furthermore, telecommuting availability was not only directly but also indirectly related to engagement via perceived supervisor goal support and goal progress. Engagement in general decreased over time. However, individuals who attained their personal work goals were able to maintain high levels of engagement. Research limitations/implications Giving employees the option to telecommute could increase employee engagement. This study is correlational in nature and relied on self-report data. Originality/value This is the first study examining the effects of telecommuting on engagement over a period of ten months. It is also the first study to use perceived supervisor goal support and goal progress as explanatory variables to the teleworking and engagement relationship.