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dc.contributor.authorKalliath, Parveen
dc.contributor.authorKalliath, Thomas
dc.contributor.authorChan, Xi Wen
dc.contributor.authorChan, Christopher
dc.date.accessioned2020-10-21T23:37:12Z
dc.date.available2020-10-21T23:37:12Z
dc.date.issued2020
dc.identifier.issn0048-3486
dc.identifier.doi10.1108/PR-06-2018-0219
dc.identifier.urihttp://hdl.handle.net/10072/394909
dc.description.abstractPurpose: 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.
dc.description.peerreviewedYes
dc.languageEnglish
dc.language.isoeng
dc.publisherEmerald
dc.relation.ispartofpagefrom2055
dc.relation.ispartofpageto2072
dc.relation.ispartofissue9
dc.relation.ispartofjournalPersonnel Review
dc.relation.ispartofvolume49
dc.subject.fieldofresearchHuman resources and industrial relations
dc.subject.fieldofresearchPolicy and administration
dc.subject.fieldofresearchPsychology
dc.subject.fieldofresearchcode3505
dc.subject.fieldofresearchcode4407
dc.subject.fieldofresearchcode52
dc.subject.keywordsSocial Sciences
dc.subject.keywordsIndustrial Relations & Labor
dc.subject.keywordsPsychology, Applied
dc.subject.keywordsManagement
dc.subject.keywordsBusiness & Economics
dc.titleEnhancing job satisfaction through work-family enrichment and perceived supervisor support: the case of Australian social workers
dc.typeJournal article
dc.type.descriptionC1 - Articles
dcterms.bibliographicCitationKalliath, P; Kalliath, T; Chan, XW; Chan, C, Enhancing job satisfaction through work-family enrichment and perceived supervisor support: the case of Australian social workers, Personnel Review, 2020, 49 (9), pp. 2055-2072
dc.date.updated2020-06-25T05:00:11Z
dc.description.versionAccepted Manuscript (AM)
gro.rights.copyright© 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.
gro.hasfulltextFull Text
gro.griffith.authorChan, Carys


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