000079648 001__ 79648
000079648 005__ 20210112083538.0
000079648 0247_ $$2doi$$a10.1108/JMP-10-2017-0376
000079648 0248_ $$2sideral$$a108615
000079648 037__ $$aART-2018-108615
000079648 041__ $$aeng
000079648 100__ $$0(orcid)0000-0001-6602-8901$$aMartinez-Sanchez, A.$$uUniversidad de Zaragoza
000079648 245__ $$aJob satisfaction and work–family policies through work-family enrichment
000079648 260__ $$c2018
000079648 5060_ $$aAccess copy available to the general public$$fUnrestricted
000079648 5203_ $$aPurpose: The purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory. Design/methodology/approach: Empirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses. Findings: The results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment. Research limitations/implications: This is a cross-sectional study which may limit the establishment of causal relationships. Practical implications: Work–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment. Originality/value: There are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
000079648 536__ $$9info:eu-repo/grantAgreement/ES/MICINN/ECO2010-19704
000079648 540__ $$9info:eu-repo/semantics/openAccess$$aAll rights reserved$$uhttp://www.europeana.eu/rights/rr-f/
000079648 590__ $$a1.415$$b2018
000079648 591__ $$aPSYCHOLOGY, APPLIED$$b51 / 82 = 0.622$$c2018$$dQ3$$eT2
000079648 591__ $$aMANAGEMENT$$b158 / 217 = 0.728$$c2018$$dQ3$$eT3
000079648 592__ $$a0.662$$b2018
000079648 593__ $$aApplied Psychology$$c2018$$dQ2
000079648 593__ $$aSocial Psychology$$c2018$$dQ2
000079648 593__ $$aOrganizational Behavior and Human Resource Management$$c2018$$dQ2
000079648 593__ $$aManagement Science and Operations Research$$c2018$$dQ2
000079648 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/acceptedVersion
000079648 700__ $$0(orcid)0000-0003-3772-8591$$aPerez-Perez, M.$$uUniversidad de Zaragoza
000079648 700__ $$0(orcid)0000-0003-4560-7247$$aVela-Jimenez, M.J.$$uUniversidad de Zaragoza
000079648 700__ $$0(orcid)0000-0003-0218-9057$$aAbella-Garces, S.$$uUniversidad de Zaragoza
000079648 7102_ $$14012$$2650$$aUniversidad de Zaragoza$$bDpto. Direcc.Organiza.Empresas$$cÁrea Organización de Empresas
000079648 773__ $$g33, 4-5 (2018), 386-402$$pJ. manag. psychol.$$tJOURNAL OF MANAGERIAL PSYCHOLOGY$$x0268-3946
000079648 8564_ $$s212618$$uhttps://zaguan.unizar.es/record/79648/files/texto_completo.pdf$$yPostprint
000079648 8564_ $$s79644$$uhttps://zaguan.unizar.es/record/79648/files/texto_completo.jpg?subformat=icon$$xicon$$yPostprint
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000079648 951__ $$a2021-01-12-08:31:52
000079648 980__ $$aARTICLE