This study examined the relationship between work-family enrichment (WFE and FWE) and subjective career success, and whether this relationship differs by gender. A survey was administered to 250 employees of banks in Lahore, Pakistan. Results of correlation and regression analyses found that both WFE and FWE were positively correlated with subjective career success, with FWE having a stronger correlation. Additionally, the correlation between WFE and career success was found to be stronger for women. However, t-tests showed no significant differences between men and women in levels of WFE or FWE. One-way ANOVA revealed that marital status impacts women's WFE level but not men's. Overall, the study supports that work-family enrichment is associated

1. PRESENTED BY:
MEHREEN ALTAF
MSBA, NUML

2.  Independent Variable:
Work-family Enrichment
(Having two dimensions
 Work-to-family enrichment (WFE)
 Family-to-work enrichment (FWE)
 Dependent Variable:
Subjective Career Success

3.  Feldman (1989) reported that individuals as
well as the organizations have a great interest
and curiosity to understand the factors that
predict career success.
 Participation of women in the workforce at
the workplace is increasing all around the
world (Aycan, Z., & Eskin, M. 2005)
 The issue that how career tracks may differ
by gender; have been recommended for
future exploration by various researchers
(Enache, et.al, 2011).

4.  It is worth mentioning that careers have been greatly
affected by the work and family roles (a work-home
perspective) for both men and women differently
(Greenhaus, J. H., & Kossek, E. E. 2014).
 The work-home perspective has been given much attention
by the scholars from last twenty-five years.
 Previously it was presumed as a work-home conflict while a
new emerging perspective is work-family enrichment that is
positive in nature.
 It refers to a mechanism which states that the participation
in Role-A enables one to generate fruitful outcomes and a
good exposure in Role-B reported by Greenhaus & Powell
(2006).

5.  The findings of various studies do not provide a
full insight about its outcomes and its
relationship with the career success of both men
and women (Greenhaus, J. H., & Powell, G. N.
2006).
 From last few years, researchers have realized
the worth of subjective career success (Heslin, P.
A. 2005; Greenhaus, J. H., & Kossek, E. E. 2014).
 It is also quoted by a researcher in a comparative
study of German and Indian managers that career
satisfaction lead towards career advancement
(Shah, S. S. 2014).

6.  The work-family user interface has been
considerably focused in the English speaking
world (Shah, S. S. 2014).
 Literature findings have raised questions
regarding the positive interdependencies of
family and work roles and their linkage with
individuals’ career success (De Hauw, S., &
Greenhaus, J. H. 2014; Greenhaus, J. H., &
Kossek, E. E. 2014).

7.  The massive interest of the research scholars towards
negative side of the W/F interface has left a wide gap
in our understanding of this phenomenon (Rothbard,
N. P. 2001; Voydanoff, P. 2002; Parasuraman &
Greenhaus, 2002; De Klerk et al., 2012).
 More consideration towards the positive aspect of the
W/F interface has been called by researchers (Frone,
M. R. 2003; Voydanoff, P. 2004; Eby, et al., 2005; De
Klerk, et al., 2012).
 Also a deeper quantitative research along with the
assessment of gender differences has been
recommended by the previous researchers as gender
differences in this arena were not deeply assessed in
past (Shah, S. S. 2014).

8.  Work-family enrichment is described as “the
degree to which participation in one role
enhance the quality of life in the other role”
(Greenhaus, J. H., & Powell, G. N. 2006).
 W/F enrichment is also bidirectional i.e. WFE
occurs when benefits earned from work, can
be applied to family and FWE occurs when
benefits incurred from family can improve
work.

9.  career is described as “the series of work
experiences that evolve over the course of
time” (Greenhaus, J. H., & Kossek, E. E. 2014).
 Success can be described as “the
accomplishment of an aim or objective”, or, in
other words the desired result of an attempt.
 “career success refers to the attainment of
advantageous or positive outcomes that a
person has cumulated through his/her work
experiences over time” (Greenhaus, J. H., &
Kossek, E. E. 2014).

10.  The extrinsic career outcomes are mostly
based on objective achievements that are
visible and measureable such as salary and
promotions also known as Objective career
success (OCS).
 In contrast, the intrinsic career outcomes
have been conceptualized as individuals’
subjective feelings of contentment with their
careers, also known as subjective career
success (SCS) (Seibert, et al. 2001,
Greenhaus, J. H., & Kossek, E. E. 2014).

11.  Researchers defined the term career success
as a measure of SCS (career satisfaction) and
OCS (career advancement) of employees
(Shah, S. S. 2014).
 It is pertinent to mention that OCS is directly
observable and measureable by the other
party while, SCS is directly experienced by the
individual who is actively engaged in that
career (Hughes, E.C. 1937, 1958).

12.  The Social exchange theory, which is
characterized by a central assumption: that the
interchange of social and material resources is an
intrinsic form of human interaction (Blau, 1964).
 Role accumulation approach
According to Sieber (1974), involvement in
multiple roles supersede the potential for stress,
which results into positive outcomes, inspiring to
net gratification and better performance in
various roles mentioned by Barnett & Baruch
(1985).

13.  The role expansion approach proposed by
Marks (1977), also called the role
enhancement approach. Marks suggested in
his approach that energy of a human body
can be termed as supply-demand
phenomenon.
 A fundamental component in these
definitions is that role functioning is become
simple and accessible on account of
participation in the other role.

14.  According to the role enhancement theory, the enlargement
of roles enhances the resources for individuals, their
competency, social links, power, esteem, and emotional
satisfaction reported by Sieber (1974) and Thoits (1983).
 For men and women belong to diverse educational status,
an expansion in number of roles is applicable to better
quality relations with others, a greater sense of managing
one’s life and dealing with the surroundings with
effectiveness, special aim in life, and significant positive
affectivity (Ahrens, C. J. C., & Ryff, C. D. 2006).

15.  According to the theory of gender role, the
men as well as women both assess their work
related roles and family duties diversely. Both
have different life philosophies and share
diverse responsibilities of life. Both perceive
their careers in a different way.

16.  The research objectives for the current study
are as follows:
 To analyze the relationship of W/F
enrichment with respect to subjective career
success for both men and women.
 To analyze that either it is WFE or FWE that is
more related to SCS.
 To compare the level of WFE and FWE in men
and women.

17.  Is work-family enrichment is associated with
subjective career success in any way?
 Is the relationship between W/F enrichment and
SCS is stronger in women?
 Is the relationship between W/F enrichment and
SCS is stronger in men?
 Is it WFE or FWE that is more associated with SCS?
 Is WFE is higher in men comparatively to women?
 Is FWE is higher in women as compare to men?

18.  H1: Work-family enrichment is associated
with subjective career success.
 H1a: W/F enrichment is associated with SCS
with respect to gender.
 H2: FWE is more correlated with SCS as
compare to WFE.
 H3: WFE is comparatively higher in men than
women.
 H4: FWE is higher in women as compare to
men.

19. Work-Family
Enrichment
Subjective Career
Success
Work-Family Enrichment
(a) WFE
--W/F Development
--W/F Affect
--W/F Capital
+
(b) FWE
--W/F Development
--W/F Affect
--W/F Efficiency
Subjective
Career
Success

20.  A descriptive research methodology was used
for this study. A survey was administered to a
selected sample from a specific population.
 It is quantitative study and a cross-sectional
survey has been conducted for this study.
The cross-sectional studies make
comparisons at a single point in time. The
survey was conducted by using a research
questionnaire based on 23 items to measure
the independent and dependent variables.

21.  The population of research is known as a well-
defined collection of individuals or objects known
to have similar characteristics.
 In this study, the survey has been conducted on
the employees including both men and women
working in the banking sector of Pakistan. The
target population for this study is knowledge
workers (or white collar) including both men and
women; working on different managerial position
(top/middle/ lower) in the various banks of
Lahore, Pakistan.

22.  The target population was the employees of
the following banks of Lahore.
 Habib Bank Limited
 Faysal Bank Limited
 Allied Bank Limited
 Muslim Commercial Bank
 United Bank Limited
 Al-Baraka Bank

23.  The quota sampling technique was applied in this
study for data collection. It is a method of
sampling in which subjects or participants are
selected based on known or unknown criteria or
characteristics in the target population (Privitera,
G. J. 2013).
 As it is a comparative study, the total population
including men and women has been divided in
equal proportions. Then, convenience sampling
technique was used to select the required
number of subjects from each stratum (Pac, S.
2005).

24.  The sample size chosen for the current study
was 300, comprising of N= 150 for men, and
N=150 for women.
 Demographics details such as age, gender,
marital status have also been included in the
questionnaire for the survey.
 The unit of analysis for this study was
individuals.

25.  Total 360 questionnaires were distributed
 Total branches targeted for data collection
were 18 and 78% of the questionnaire were
returned, resulting in 283 questionnaires
including 42% from men and 36% from
women.
 The data analysis was conducted only on
those participants who had answered in full
the survey questions regarding W/F
enrichment and SCS (n=250).

26.  To measure the independent variable i.e. the
level of W/F enrichment in men as well as
women, an 18-items scale developed by Carlson
has been used. (Carlson et al, 2006).
 To measure the dependent variable i.e. the level
of subjective career success of the employees in
this study, a five items questionnaire developed
by Greenhaus has been used. (Greenhaus et al,
1990).
 It is a validated research instrument comprised of
23-items.This questionnaire has been given a 1-
5 point scale known as likert scale.

27.  A structured questionnaire was used to conduct
survey for this study. Closed ended questions
were used in the questionnaire and Likert Scale
was used to get the feedback from the
respondents.
 This questionnaire was initially distributed
among 50 employees of an organization to check
the reliability of the instrument. The
questionnaire was based on total 23 items.
Whereas, 18 items indicate independent variable
and 5 items indicate dependent variable.


28.  To check reliability for WFE:
 Cronbach alpha was applied to test WFE for
reliability of the questionnaire. The obtained
alpha score is 0.899 which is greater than 0.7 i.e.
70% and indicates that the scale has good
internal consistency.
 To check reliability for FWE:
 Cronbach alpha was applied to test WFE for
reliability of the questionnaire. The obtained
alpha score is 0.899 which is greater than 0.7 i.e.
70% and indicates that the scale has good
internal consistency.

29.  To check reliability for SCS:
 The obtained alpha score is 0.847 which
indicates that the scale has good internal
consistency.

30.  Data should be normally distributed.
 There should be a linear relationship among
dependent and independent variables
 There should be no autocorrelation in the
data set
 No multicollinearity should exist in the data
set
 No outliers should be there in the data set.

31.  To check the normality of the data,
Kolmogorov-Smirnov test is applied and
histogram with normal probability curve is
plotted.

32.  P-value of Kolmogorov-Smirnov test for WFE
is 0.066, which is greater than 0.05. It is
therefore concluded that WFE is normally
distributed
 Similarly, the p- values of Kolmogorov-
Smirnov test for FWE and SCS are 0.247 and
0.052 respectively which also indicates the
normal distribution of both of these variables.

36.  To check the linear relationship among
dependent and independent variable a normal
P-P plot is plotted. Linear trend of the graph
show that a linear relationship among
independent and dependent variables exists
hence it proof the regression assumption to
apply regression analysis on the data.



38.  To check that either there is autocorrelation
in the data Durbin Watson test is applied. The
value of Durbin Watson test around 2
indicates that there is no autocorrelation in
the data. Hence it fulfills the assumption of
no autocorrelation in the data set to apply
regression analysis.
 Here the value is 1.715

39.  To check the multicollinearity in the data, Tolerance
and Variance Inflation Factor is calculated. Values of
tolerance greater than 0.1 means independent
variables are not highly correlated. Value of
tolerance for WFE and FWE is 0.54 therefore it is
concluded that independent variables are not highly
correlated.
 However, the value of VIF not greater than 2.5 depicts
that independent variables are not highly correlated
and no multicollinearity exists in the data set. Here
the value of VIF for WFE and FWE is 1.85 showing that
no multicollinearity exists. Hence the assumption of
no multicollinearity of regression is fulfilled.


40.  To check the presence of outlier in the data,
box plot is generated separately for WFE, FWE
and SCS. Box Plot for all the variables
showing that no outlier is there in the data
set.

42.  The results for the test showed that WFE is strongly correlated
with SCS. Hence, H1 for the present study has been accepted. As,
the present study is a comparison between men and women,
that’s why, H1 was tested separately for men and women. Again
Pearson correlation test was applied. The results showed that the
correlation between WFE and SCS is stronger in women.
 In order to check Hypothesis 2, Pearson correlation was applied.
The results shows that FWE is more significantly correlated with
SCS as compare to WFE. Thus, H2 has been accepted.
 To check Hypothesis 3, T-test was applied on the given data.
The results conveyed that gender is not creating any difference
in the level of WFE.
 To check Hypothesis 4, again T-test was applied on the given
data. The results revealed that there was no difference in the
level of FWE with respect to gender. Thus, the two hypotheses
i.e. H1 and H2 have been accepted while for H3 and H4, the
researcher decided to investigate some other demographic
variables.

43.  In addition, to explore the level of WFE in
both men and women, the other demographic
details of the individuals were taken into
consideration for the present study.
 One Way ANOVA was applied on the given
data to check the level of WFE with respect to
marital status.
 The results show that marital status of men
does not affect their enrichment level but on
the other hand, it has significant effect on the
level of enrichment of women.