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  • Enhancing job satisfaction through work-family enrichment and perceived supervisor support: the case of Australian social workers

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    Chan431763Accepted.pdf (824.5Kb)
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    Accepted Manuscript (AM)
    Author(s)
    Kalliath, Parveen
    Kalliath, Thomas
    Chan, Xi Wen
    Chan, Christopher
    Griffith University Author(s)
    Chan, Carys
    Year published
    2020
    Metadata
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    Abstract
    Purpose: Drawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers. Design/methodology/approach: Data were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling. Findings: Perceived supervisor support mediated the relationships between work–family enrichment ...
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    Purpose: Drawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers. Design/methodology/approach: Data were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling. Findings: Perceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction. Research limitations/implications: Social workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design. Practical implications: Promoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers. Originality/value: Although several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.
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    Journal Title
    Personnel Review
    Volume
    49
    Issue
    9
    DOI
    https://doi.org/10.1108/PR-06-2018-0219
    Copyright Statement
    © 2020 Emerald. This is the author-manuscript version of this paper. Reproduced in accordance with the copyright policy of the publisher. Please refer to the journal's website for access to the definitive, published version.
    Subject
    Human resources and industrial relations
    Policy and administration
    Psychology
    Social Sciences
    Industrial Relations & Labor
    Psychology, Applied
    Management
    Business & Economics
    Publication URI
    http://hdl.handle.net/10072/394909
    Collection
    • Journal articles

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