Abhigyan

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Outcomes of Fourfold Taxonomy of Work-Family Balance among Dual-Earners in India


Affiliations
1 Department of Commerce, Guru Nanak Dev University, Amritsar, India
     

   Subscribe/Renew Journal


Due to changing trends in the economic environment and demographic profile of the employees, Indian households are shifting from traditional male 'breadwinner' role to 'dual-earners'. As a result, striking a balance between work and family roles has become an incessant challenge for men as well as women. Research evidenced that the term 'work-family balance' is elusive and best characterized by four independent dimensions, namely, work-to-family conflict; family-towork conflict; work-to-family facilitation and family-to-work facilitation. It is in this context that the present study empirically tests the outcomes (job satisfaction, affective commitment, turnover intentions, family satisfaction, life satisfaction and positive mental health) of work-family balance dimensions among 202 dual-earner parents in India. Analyses indicated that work-to-family conflict emerged as the dominant dimension that tend to increase turnover intentions and reduce job satisfaction, life satisfaction, and positive mental health state. However, family satisfaction was found negatively related to the perception of family-to-work conflict, to which other individual and organizational outcomes are not related. Further, family-to-work facilitation was found to increase positive mental health state and both domain satisfactions, while work-to-family facilitation was found to increase organizational affective commitment. Practical implications were discussed.

Keywords

Work-Family Balance, India, Dual-Earners, Outcomes of Work-Family Balance, Canonical Correlation.
User
Subscription Login to verify subscription
Notifications
Font Size

  • Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5 (2), 278-293.

  • Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16 (2), 151-173.

  • Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: Antecedents and outcomes of work-family balance in employed parents. Journal of Applied Psychology, 90 (1), 132-146.

  • Balmforth, K., & Gardner, D. (2006). Conflict and facilitation between work and family: Realizing the outcomes for organizations. New Zealand Journal of Psychology, 35 (2), 69-76.

  • Bhargava, S., & Baral, R. (2009). Antecedents and consequences of work-family facilitation among Indian managers. Psychological Studies, 54 (3), 213-225.

  • Boyar, S. L., & Mosley, D. C. (2007). The relationship between core self-evaluations and work and family satisfaction: The mediating role of work–family conflict and facilitation. Journal of Vocational Behavior, 71 (2), 265-281.

  • Diener, E. D., Emmons, R. A., Larsen, R. J., & Griffin, S. (1985). The satisfaction with life scale. Journal of Personality Assessment, 49 (1), 71-75.

  • Ford, M. T., Heinen, B. A., & Langkamer, K. L. (2007). Work and family satisfaction and conflict: A meta-analysis of cross-domain relations. Journal of Applied Psychology, 92 (1), 57-71.

  • Fowers, B. J., & Olson, D. H. (1993). Enrich marital satisfaction scale: A brief research and clinical tool. Journal of Family Psychology, 7 (2), 176-189.

  • Frone, M. R. (2000). Work–family conflict and employee psychiatric disorders: The national comorbidity survey. Journal of Applied Psychology, 85 (6), 888-901.

  • Frone, M. R. (2003). Work–family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology (pp. 143–162). Washington, DC: American Psychological Association.

  • Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77 (1), 65-78.

  • Grant-Vallone, E. J., & Donaldson, S. I. (2001). Consequences of work-family conflict on employee wellbeing over time. Work & Stress, 15 (3), 214-226.

  • Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family facilitation. Academy of Management Review, 31 (1), 72-92.

  • Greenhaus, J. H., Parasuraman, S., & Collins, K. M. (2001). Career involvement and family involvement as moderators of relationships between work–family conflict and withdrawal from a profession. Journal of Occupational Health Psychology, 6 (2), 91-103.

  • Grzywacz, J. G., & Marks, N. F. (2000). Re-conceptualizing the work–family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5 (1), 111-143.

  • Haar, J. M. (2004). Work-Family Conflict and turnover intention: Exploring the moderation effects. New Zealand Journal of Psychology, 33 (1), 35-39.

  • Hill, E. J. (2005). Work-family facilitation and conflict, working fathers and mothers, work-family stressors and support. Journal of Family Issues, 26 (6), 793-819.

  • Hofstede (2015). India on cultural dimensions. Retrieved from https://geert-hofstede.com/india.html , accessed on August17, 2016.

  • House, R. J., & Rizzo, J. R. (1972). Role conflict and ambiguity as critical variables in a model of organizational behavior. Organizational Behavior and Human Performance, 7 (3), 467-505.

  • Hughes, D. L., & Galinsky, E. (1994). Gender, job and family conditions, and psychological symptoms. Psychology of Women Quarterly, 18 (2), 251-270.

  • Karatepe, O. M., & Baddar, L. (2006). An empirical study of the selected consequences of frontline employees' work–family conflict and family–work conflict. Tourism Management, 27 (5), 1017-1028.

  • Kossek, E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research. Journal of Applied Psychology, 83 (2), 139-153.

  • Landau, J., & Hammer, T. H. (1986). Clerical employees' perceptions of intraorganizational career opportunities. Academy of Management Journal, 29 (2), 385-404.

  • Lu, J. F., Siu, O. L., Spector, P. E., & Shi, K. (2009). Antecedents and outcomes of a fourfold taxonomy of work-family balance in Chinese employed parents. Journal of Occupational Health Psychology, 14 (2), 182-199.

  • McNall, L. A., Nicklin, J. M., & Masuda, A. D. (2010). A meta-analytic review of the consequences associated with work–family facilitation. Journal of Business and Psychology, 25 (3), 381-396.

  • Mesmer-Magnus, J. R., & Viswesvaran, C. (2005). Convergence between measures of work-to-family and family-to-work conflict: A meta-analytic examination. Journal of Vocational Behavior, 67 (2), 215-232.

  • Meyer, J. P., Allen, N. J., & Gellatly, I. R. (1990). Affective and continuance commitment to the organizaton: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75 (6), 710-741.

  • Mishra, P. (2015). A grounded theory study on family-to-work enrichment: Exploring links with family resources, community resources, work-role salience and psychological capital. South Asian Journal of Global Business Research, 4 (1), 45-67.

  • Quinn, R. P., & Shepard, L. J. (1974). The 1972-73 Quality of Employment Survey. Descriptive Statistics, with Comparison Data from the 1969-70 Survey of Working Conditions.

  • Sherry, A., & Henson, R. K. (2005). Conducting and interpreting canonical correlation analysis in personality research: A user-friendly primer. Journal of Personality Assessment, 84 (1), 37-48.

  • Shockley, K. M., & Singla, N. (2011). Reconsidering work–family interactions and satisfaction: A meta-analysis. Journal of Management, 37 (3), 861-886.

  • Van Steenbergen, E. F., & Ellemers, N. (2009). Is managing the work–family interface worthwhile? Benefits for employee health and performance. Journal of Organizational Behavior, 30 (5), 617-642.

  • Vanderpool, C., & Way, S. A. (2013). Investigating work–family balance, job anxiety, and turnover intentions as predictors of health care and senior services customer-contact employee voluntary turnover. Cornell Hospitality Quarterly, 54 (2), 149-160.

  • Wayne, J. H., Musisca, N., & Fleeson, W. (2004). Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation. Journal of Vocational Behaviour, 64 (1), 108-130.

  • Zhao, X. R., Qu, H., & Ghiselli, R. (2011). Examining the relationship of work–family conflict to job and life satisfaction: A case of hotel sales managers. International Journal of Hospitality Management, 30 (1), 46-54.


Abstract Views: 391

PDF Views: 0




  • Outcomes of Fourfold Taxonomy of Work-Family Balance among Dual-Earners in India

Abstract Views: 391  |  PDF Views: 0

Authors

Abha Bhalla
Department of Commerce, Guru Nanak Dev University, Amritsar, India
Lakhwinder Singh Kang
Department of Commerce, Guru Nanak Dev University, Amritsar, India

Abstract


Due to changing trends in the economic environment and demographic profile of the employees, Indian households are shifting from traditional male 'breadwinner' role to 'dual-earners'. As a result, striking a balance between work and family roles has become an incessant challenge for men as well as women. Research evidenced that the term 'work-family balance' is elusive and best characterized by four independent dimensions, namely, work-to-family conflict; family-towork conflict; work-to-family facilitation and family-to-work facilitation. It is in this context that the present study empirically tests the outcomes (job satisfaction, affective commitment, turnover intentions, family satisfaction, life satisfaction and positive mental health) of work-family balance dimensions among 202 dual-earner parents in India. Analyses indicated that work-to-family conflict emerged as the dominant dimension that tend to increase turnover intentions and reduce job satisfaction, life satisfaction, and positive mental health state. However, family satisfaction was found negatively related to the perception of family-to-work conflict, to which other individual and organizational outcomes are not related. Further, family-to-work facilitation was found to increase positive mental health state and both domain satisfactions, while work-to-family facilitation was found to increase organizational affective commitment. Practical implications were discussed.

Keywords


Work-Family Balance, India, Dual-Earners, Outcomes of Work-Family Balance, Canonical Correlation.

References