RELATIONSHIPS BETWEEN PERCEPTIONS OF WORK-FAMILY CONFLICT AND ENRICHMENT AND EMPLOYEES’ WELL-BEING

Abstract

Prior research shows that organizations concerned
with their performance, their ability to attract and
secure personnel loyalty, and their social responsibility need to pay attention to their employees’
well-being so that they can optimize it through understanding its determining factors. This study innovates
by investigating the links between people’s work-life
conflicts and enrichments and their subjective and
psychological well-being. From survey responses
provided by 798 managers, the following key findings
emerge. First, the “work-family” and “family-work”
conflicts experienced by managers translate into less
perceived well-being, either subjective or psychological. Second, the more managers experience
“work-family” enrichment, the more they perceive
subjective well-being. Finally, “family-work”
enrichment relates with more psychological
enrichment, but the relation is only statistically
significant for men. Implications for practice are then
discussed namely, with respect to work organization,
the strengthening of organizational support and the
change of beliefs that personal and professional roles
are opposed.