"Just because an employee might not be invigorated or dedicated to his or her work on a Monday doesn't mean he or she won't be engaged on Tuesday or vice versa," Culbertson said. "Additionally, one's work can facilitate things at home to a different extent depending on the day and what has happened on that particular day."
The researchers also found that daily work engagement had a positive effect on family life after controlling for workload -- heavy or light work hours were not a factor.
Culbertson stressed that engagement refers to positive work involvement rather than more negative forms of job involvement like workaholism and work addiction, which differ in their effects on home lives.
"Work addicts, or workaholics, have been shown to experience higher levels of work-family conflict," Culbertson said. "On the contrary, our study showed that higher levels of engagement were related to higher levels of work-family facilitation rather than conflict."
Culbertson said organizations could build on these findings and intervene in the workplace. She said that it is important for organizations to help employees balance their work and personal lives. Prior research has shown that people who report high levels of work-family conflict tend to also report experiencing lower job satisfaction, poorer health, lower job performance and a greater likelihood of leaving the organization. Thus, helping employees helps the organization, she said.
"Practically, our results indicate that engagement is controlled by situational factors that are manageable by the organization," Culbertson said. "Generating high levels of engagement among workers has a positive impact on the work-family interface."
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| Contact: Satoris Culbertson satoris@k-state.edu 785-532-6850 Kansas State University Source:Eurekalert |