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Positive effects of nonwork‐to‐work facilitation on well‐being in work, family and personal domains

Positive effects of nonwork‐to‐work facilitation on well‐being in work, family and personal domains Purpose – The paper seeks to examine whether spillover from “nonwork” to work contributes to individuals' well‐being. Design/methodology/approach – An online survey was administered to New Zealand local government employees. Positive (facilitation) and negative (conflict) spillover from two “nonwork” domains (family and personal benefit activities) to work were investigated. The survey also assessed psychological involvement (in work, family and personal benefit activities), time devoted to each domain, and self‐reported well‐being in each area. Findings – Levels of nonwork‐to‐work facilitation were moderate, and significantly higher than nonwork‐to‐work conflict, and well‐being was moderately high (although greater for the family and personal benefit domains than for work). There were significant positive relationships between psychological involvement in the nonwork domains and levels of facilitation from these domains to work, and nonwork‐to‐work facilitation was associated with higher well‐being. Time invested in family and personal activities was not linked with greater nonwork‐to‐work conflict. Mediation analyses indicated that psychological involvement (in family and personal activities) was associated with increased facilitation, which in turn enhanced well‐being. Practical implications – Engagement in family and personal benefit activities yields positive outcomes for individuals, in terms of their psychological well‐being and facilitation of work‐related outcomes. Encouragement to engage in these areas can therefore be beneficial for both individuals and their employing organizations. Originality/value – The main contribution of this research is that involvement in personal benefit activities (as another component of the “nonwork” domain, in addition to family activities) can have positive outcomes for individuals, resulting in facilitation of work outcomes and positive well‐being. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Positive effects of nonwork‐to‐work facilitation on well‐being in work, family and personal domains

Journal of Managerial Psychology , Volume 23 (3): 19 – Mar 28, 2008

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Publisher
Emerald Publishing
Copyright
Copyright © 2008 Emerald Group Publishing Limited. All rights reserved.
ISSN
0268-3946
DOI
10.1108/02683940810861383
Publisher site
See Article on Publisher Site

Abstract

Purpose – The paper seeks to examine whether spillover from “nonwork” to work contributes to individuals' well‐being. Design/methodology/approach – An online survey was administered to New Zealand local government employees. Positive (facilitation) and negative (conflict) spillover from two “nonwork” domains (family and personal benefit activities) to work were investigated. The survey also assessed psychological involvement (in work, family and personal benefit activities), time devoted to each domain, and self‐reported well‐being in each area. Findings – Levels of nonwork‐to‐work facilitation were moderate, and significantly higher than nonwork‐to‐work conflict, and well‐being was moderately high (although greater for the family and personal benefit domains than for work). There were significant positive relationships between psychological involvement in the nonwork domains and levels of facilitation from these domains to work, and nonwork‐to‐work facilitation was associated with higher well‐being. Time invested in family and personal activities was not linked with greater nonwork‐to‐work conflict. Mediation analyses indicated that psychological involvement (in family and personal activities) was associated with increased facilitation, which in turn enhanced well‐being. Practical implications – Engagement in family and personal benefit activities yields positive outcomes for individuals, in terms of their psychological well‐being and facilitation of work‐related outcomes. Encouragement to engage in these areas can therefore be beneficial for both individuals and their employing organizations. Originality/value – The main contribution of this research is that involvement in personal benefit activities (as another component of the “nonwork” domain, in addition to family activities) can have positive outcomes for individuals, resulting in facilitation of work outcomes and positive well‐being.

Journal

Journal of Managerial PsychologyEmerald Publishing

Published: Mar 28, 2008

Keywords: Sociology of work; Family; Individual psychology

References