Having it all: Work-Family Harmony
Halbesleben, J. R. B. & Harvey, J. & Bolino, M. C. (2009). Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. Journal of Applied Psychology, 94(6), 1452-1465.
These authors used an online survey with 3 groups of workers (83 firefighters, 251 hairstylists, & 521 other types of adult workers) to examine how worker engagement and job behaviours affect workers’ family life.
Worker Engagement
The authors note that worker engagement is often seen as a positive organizational behaviour that is related to positive emotions, engaging in interesting work, inspiring leadership, increased performance, and lower turnover. They also point out that research indicates that engagement may also result in positive benefits outside of the work role.
Coming from a perspective that each of us has a limited amount of resources to devote to our many roles (conservation of resources theory), the authors examined if increased worker engagement might interfere with family life. “(A)s employees devote more of their psychological attention and energy to investments in the workplace, this is likely to reduce the psychological resources available to address the obligations associated with their family role” (p. 1453). They noted that work interference can be 1) time-based (less time for family), 2) strain-based (stress from work affects family), and 3) behaviour-based (behaviours at work interfere with family-roles).
The authors also examined how worker personality might affect the relationship between work engagement and family interference. Specifically, they examined the role of conscientiousness. They indicate that people who are high in conscientiousness strategically use resources to meet personal responsibilities. They balance various demands and anticipate (and counter) possible conflicts. “(They) invest their ‘surplus’ resources in ways that are more likely to maximize desired outcomes.”(p. 1454). In other words, by attending to their various roles and their limited resources, people high in conscientiousness identify how to get the most out of their efforts.
The Results
• Those workers who reported being more engaged also reported that they had less resources for family.
• Engaged workers reported spending more resources on interpersonal relationships at work.
• Workers high in conscientiousness reported less interference to family due to work engagement.
The authors highlight that these results indicated a “darker side” to worker engagement and noted that employers risk burning out employees who continually go the extra mile. This is especially true when work engagement lasts over the long-term, exhausting resources that might be used in other parts of the workers life. They note that employer efforts toward work engagement that do not interfere with family life are essential. This might include work-family programs such as flexible hours or onsite day-care to help build resources. Modeling healthy work engagement that also values family is another way to reduce the potential imbalance---and may increase worker dedication to an employer who values the family.
Commentary: Can you learn conscientiousness?
This research reflects the concept that there can be too much of a good thing. In this case, employee engagement can have a cost and, in the long run, may contribute to burnout and an unbalanced life. Certainly, in its most extreme form, overly engaged workers might be accused of being “workaholics”. From a positive perspective, one gains hope from the finding that being conscientious can buffer how much being engaged in work interferes with family. There is the possibility of harmony.
For those of us who are not inherently conscientious, how might we create that harmony and get the positive benefits of being dedicated to work without sacrificing family?
Clearly define roles and boundaries: By knowing the demands and boundaries of important roles in your life you can decide how to strategically apply resources. You can also better monitor when one area of your life may need more or less of your attention.
Engage in activities that build resources: Often called “self-care”, identify ways that you can use to rebuild your resources. For some of us that might be fun with family and friends. For others, it is time alone reading or meditating. Exercising, going to movies, learning a new skill, meeting challenges as so forth are all ways people can rebuild resources. Remember: You can build resources at work or with family---laughing with co-workers in the break room, completing a challenging project, visiting your ailing parent, or playing with your kids can refill your well. These researchers indicated that resources in one part of your life can affect other areas. Create ways to build and transfer resources to the areas that need them most.
Prioritize how you spend your resources: Where do you want to spend resources? Remember: this answer can, and will, change. Sometimes you may need to prioritize personal and family needs. Other times, work may take a front seat.
Cut yourself some slack: We are not perfect. Perfectionism is NOT having high standards---it is having unrealistic standards. Are your standards high or unrealistic? Sometime we mistakenly put too much effort into work. Other times our personal life interferes with how we do our job. Spending time beating yourself up does not help. When you discover that you have gone off track, take a moment to re-focus your attention so you can make good decisions on setting your personal and professional priorities. Problem-solve new ways of balancing your life and prioritizing what you can do with the resources you have (not the ones you wish you had).
Positive leaders are in the fortunate position of being a model for their staff: balance your life so that you can be that model. Whenever possible, you can introduce flexibility into the workplace (lieu time, flexible hours, telecommuting, etc.). Help employees harmonize and exceed their performance in all elements of their life---work, family and beyond.
Psychologically Healthy Workplace Awards: Update.
Last month I described the characteristics of psychologically healthy workplaces and reported the winners of the award in British Columbia. I am pleased to announce that this month two of our BC winners were also honoured at the American Psychological Association National Awards: Advanced Solutions of Victoria and Brookhaven Care Centre (Interior Health Authority) of Kelowna. I congratulate the BC winners and all of the organizations who value psychologically healthy workplaces and work hard to make a positive difference in their employees’ lives. You can read about (and get ideas from) all the winners at: Good Company.
Copyright 2010 Positive Leadership Solutions-James Hill
|
