Employee thriving at work: the long reach of family incivility and family support
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Summary: Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of employee thriving at work, we investigate the differential effects of family incivility and family support on thriving at work. Integrating the work–home resources (W‐HR) model with boundary theory, we develop and test a research model where family incivility and family support influence thriving at work via family–work conflict (FWC) and family–work enrichment (FWE), respectively. We further propose that employee segmentation boundary management preference moderates these mediating processes. Results from two survey data collected from employees working in Nigeria and the United Kingdom provide support for our hypothesized relationships. The findings contribute to a richer understanding of how and when thriving at work is influenced by social relationships in family life. We discuss implications for theory and practice, limitations, and avenues for future research.
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Individuals' socio-relational resources in the family domain lead to higher thriving at work, that is, higher learning and vitality.
“For example, Ren et al. (2022) demonstrated that individuals' socio-relational resources in the family domain resulted in higher levels of thriving at work (i.e., learning and vitality).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Ren et al., 2022
Leisure crafting increases the energy and positive mood entrepreneurs can bring to work, which are key resources for raising work vitality.
“Thus, we suggest that LC enhances the energy and positive mood available for entrepreneurs to bring to the work domain, which are essential resources for increasing work vitality (cf.Nix et al., 1999;Porath et al., 2012;Ren et al., 2022).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Ren et al., 2022
These socio-relational resources can move from the nonwork domain to the work domain and promote vitality at work.
“These resources can then be transferred from the nonwork domain to the work domain to promote one's vitality at work (Ren et al., 2022).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Ren et al., 2022
Recent work indicates that family experiences can affect thriving at work.
“For example, recent research shows that the family domain (e.g., family incivility and family support) can influence individuals' thriving at work, highlighting this connection between nonwork and work (Ren et al., 2022).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Ren et al., 2022
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Mushtaq, M., Abid, G., Sarwar, K., & Ahmed, S. (2017) · Iranian journal of management studies · doi:10.22059/ijms.2017.235409.672704 · Cited by 31 · see citing works
Haun, V. C., Nübold, A., & Rigotti, T. (2020) · Journal of Occupational Health Psychology · doi:10.1037/ocp0000263 · Cited by 28 · see citing works
Mehmood, Q., & Hamstra, M. R. W. (2020) · Applied Psychology · doi:10.1111/apps.12294 · Cited by 17 · see citing works
Flagged first, then by citations
Research works printed but not linked: 4
- Lance & R. Vandenberg (Eds.), Statistical and methodological myths and urban legends: Received doctrine, verity, and fable in the organizational and social sciences (pp. 311-338). Routledge.
- ocp0000073 · DOI
- Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions and organizations across nations. Sage Publications.
- Peter Agyemang-Mintah is currently an Assistant Professor of Accounting and Finance at Zayed University's College of Busi- ness. His research interests include creativity and innovation, corporate governance, corporate social responsibility, and gen- der issues. How to cite this article: Ren, S., Babalola, M. T., Ogbonnaya, C., Hochwarter, W. A., Akemu, O., & Agyemang-Mintah, P. (2022). Employee thriving at work: The long reach of family incivility and family support. Journal of Organizational Behavior, 43(1), 17-35. https://doi.org/10.1002/job.2559
Cited by
Sorted by citations
Hamrick, A. B., Paterson, T. A., Michaelis, T. L., Murnieks, C. Y., & Petrou, P. (2023) · Journal of Business Venturing · doi:10.1016/j.jbusvent.2023.106327 · Cited by 24 · see citing works
- Authors
- Ren, S., Babalola, M. T., Ogbonnaya, C., Hochwarter, W. A., Akemu, O., & Agyemang‐Mintah, P.
- Affiliations
- Deakin University (AU)
- Nazarbayev University (KZ)
- University of Sussex (GB)
- Florida State University (US)
- Zayed University (AE)
- Corresponding author
- Babalola, Mayowa T.
- ORCID
- Venue
- Journal of Organizational Behavior
- Publisher
- Wiley
- Published
- 2021-09-04
- Volume
- 43
- Issue
- 1
- Pages
- 17-35
- ISSN
- 0894-3796 (ISSN-L)
- 1099-1379
- OpenAlex
- W3198225921
- Cited by
- 63
- References
- 116
- Citations by year
- 2026: 8 · 2025: 15 · 2024: 16 · 2023: 15 · 2022: 8 · 2021: 1
- FWCI
- 13.86
- Type
- journal article
- Language
- en
- Open access
- bronze
- doi.org
- Locations
- Journal of Organizational Behavior (publishedVersion)
- Kent Academic Repository (University of Kent) (acceptedVersion)
- Nazarbayev University Repository (Nazarbayev University) (submittedVersion)
- Figshare (submittedVersion, cc-by)
- Topics
- Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Keywords
- thriving at work, family support, family-work conflict, family-work enrichment, work-home resources model, employee segmentation, boundary theory, work-family interface
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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