79648 20210112083538.0 doi 10.1108/JMP-10-2017-0376 sideral 108615 ART-2018-108615 eng (orcid)0000-0001-6602-8901 Martinez-Sanchez, A. Universidad de Zaragoza Job satisfaction and work–family policies through work-family enrichment 2018 Access copy available to the general public Unrestricted Purpose: 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. info:eu-repo/grantAgreement/ES/MICINN/ECO2010-19704 info:eu-repo/semantics/openAccess All rights reserved http://www.europeana.eu/rights/rr-f/ 1.415 2018 PSYCHOLOGY, APPLIED 51 / 82 = 0.622 2018 Q3 T2 MANAGEMENT 158 / 217 = 0.728 2018 Q3 T3 0.662 2018 Applied Psychology 2018 Q2 Social Psychology 2018 Q2 Organizational Behavior and Human Resource Management 2018 Q2 Management Science and Operations Research 2018 Q2 info:eu-repo/semantics/article info:eu-repo/semantics/acceptedVersion (orcid)0000-0003-3772-8591 Perez-Perez, M. Universidad de Zaragoza (orcid)0000-0003-4560-7247 Vela-Jimenez, M.J. Universidad de Zaragoza (orcid)0000-0003-0218-9057 Abella-Garces, S. Universidad de Zaragoza 4012 650 Universidad de Zaragoza Dpto. Direcc.Organiza.Empresas Área Organización de Empresas 33, 4-5 (2018), 386-402 J. manag. psychol. JOURNAL OF MANAGERIAL PSYCHOLOGY 0268-3946 212618 http://zaguan.unizar.es/record/79648/files/texto_completo.pdf Postprint 79644 http://zaguan.unizar.es/record/79648/files/texto_completo.jpg?subformat=icon icon Postprint oai:zaguan.unizar.es:79648 articulos driver 2021-01-12-08:31:52 ARTICLE