Positive Side of the Work-Family Interface: A Theoretical Review

This narrative review considers the positive side of the work-family interface. It surveyed a range of relevant literature (1960–2012) using search terms on the positive work-family interface. From the literature it is evident that various concepts (e.g., work-family enhancement, work-family positive spillover, work-family facilitation and work-family enrichment) are used to conceptualise the positive side of the work-family interface. Further research is needed to explore the positive side of the work-family interface. Findings showed that only a few studies on the positive work-family interface phenomenon have been reported from the South African population, but there is still a huge gap in the South African literature regarding the positive work-family interface.     

Studies of Abnormal Behavior in the Rat: XVII. Guidance Versus Trial and Error in the Alteration of Habits and Fixations

Formation of a God concept, in accordance with the developmental hypothesis of object relations theory, includes the utilization of representations acquired within the context of significant relationships. Previous researchers have attempted to determine the comparative extent to which parent representations give rise to an individual's God image. In this study, we measured the similarities between subjects' composite parental ratings and their image of God. As predicted, the parental composite was significantly closer to the God rating than were the singular parent representations.     

German Philosophy and German Psychological Warfare

The effects of pretesting upon group risk taking were investigated with 68 undergraduate sociology students. Comparisons were made of four treatment conditions: (a) with pretest and group discussion, (b) with pretest but without group discussion, (c) with group discussion but without pretest, and (d) with neither pretest nor group discussion. Posttest scores on choice dilemma questionnaire items showed a risky shift following group discussion, but failed to show any main effects of pretesting or any significant pretesting × discussion interaction effects. These results fail to replicate the findings of Castore, but they are in harmony with other studies. It is concluded that effects of pretesting upon the group-induced shift toward risk are probably not substantial.     

The role of personal and key resources in the family‐to‐work enrichment process

Based on the work‐home resources model, the aim of the present research was to test a process model of family‐to‐work enrichment by examining whether self‐efficacy (i.e., personal resource) mediates the relationship between support from one's family and work engagement. Further, it was assumed that positive affectivity (i.e., key resource) moderates the relation between family support and self‐efficacy. Using an occupationally heterogeneous sample of Slovenian employees (n = 738), we found support for a mediating effect of self‐efficacy as well as for the moderating role of positive affectivity. In general, our results broaden the understanding of work‐family enrichment processes and provide support for the work‐home resources model. In addition, they point to the relevant role of personal and key resources in work‐family interactions.     

Work demands and resources and the work–family interface: Testing a salience model on German service sector employees

The present study tested an extended version of Voydanoff's “differential salience vs. comparable salience model” in a sample of German service workers. Our findings partially support the model in a different national/cultural context but also yielded some divergent findings with respect to within-domain resources and boundary-spanning demands. In line with the theoretical framework, work-to-home interference (WHI) mainly occurred because of high work demands and not because of a lack of work resources. Boundary-spanning resources yielded comparable potential to reduce WHI and enhance work-to-home enrichment (WHE). WHE was expected to more likely occur due to the activation of work resources rather than the absence of work demands. However, control over one's work did not have a significant impact on WHE. In addition and contrary to the theoretical model, boundary-spanning demands were found to be differentially rather than comparably salient to the work–family interface.     

Commitment to nonwork roles and job performance: Enrichment and conflict perspectives

An extensive commitment to nonwork roles was negatively associated with the job performance of 182 women legal secretaries. In addition to its direct negative effect on job performance, nonwork role commitment had both a negative indirect effect (through emotional energy expended on nonwork roles) and a positive indirect effect (through resources acquired from nonwork roles) on job performance. Consistent with a family-to-work conflict perspective, the negative effect was stronger than the positive effect. We suggest that the level and type of job occupied by the respondents in the study may have been responsible for the dominance of the negative effect and encourage researchers to examine the contextual influences that might explain the conditions under which commitment to life outside of work dampens or promotes performance in the work domain.     

Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale

Based on current conceptualizations of enrichment, or the positive side of the work-family interface, a multi-dimensional measure of work-family enrichment is developed and validated using five samples. The final 18 item measure consists of three dimensions from the work to family direction (development, affect, and capital) and three dimensions from the family to work direction (development, affect, and efficiency). The validity of the scale was established by assessing the content adequacy, dimensionality, reliability, factor structure invariance, convergent validity, divergent validity, and its relationship to work and family correlates.     

The role of identity and work-family support in work-family enrichment and its work-related consequences

Despite growing research on the positive connections between work and family, antecedents and consequences of work-family enrichment are understudied. Using a sample of employees from a major insurance company, we assessed the relationship of (i) individual (i.e., work and family identities), (ii) family (emotional and instrumental support), and (iii) organizational (benefit use and work-family culture) antecedents to work-family and family-work enrichment. We also examined whether enrichment predicted important work outcomes including organizational commitment and turnover intentions. The strength of an individual’s identity and informal or emotional support within a domain, rather than formal or instrumental support, were associated with greater enrichment. Work-family enrichment positively predicted affective organizational commitment, and family-work enrichment negatively predicted turnover intentions. Implications for individuals and organizations wanting to foster enrichment are discussed.     

Reducing work-family conflict through different sources of social support

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were examined as well. The relationship between the sources of support and work-family conflict was tested using multiple regression analyses. Results showed that women reported more strain-based work-to-family conflict than men. Social support from spouse and from colleagues were related to family-to-work conflict, while none of the sources of social support were related to work-to-family conflict. Social support from supervisor and from colleagues were related differently to work-to-family conflict (time-based) and family-to-work conflict (strain-based) for men than for women. We conclude that social support is especially important in reducing family-to-work conflict.     

Decreasing signs of negative affect and correlated self-injury in an individual with mental retardation and mood disturbances

We evaluated the effects of an enriched environment, based on a paired-choice preference assessment, on both rates of self-injurious behavior (SIB) and percentage of session intervals during which signs of negative affect were displayed by a woman with mental retardation and a mood disorder. Results suggested that SIB and signs of negative affect were highly correlated and that the enriched environment effectively reduced both.