Psychological and Organizational Factors Influencing Work–Family Enrichment:
A Conservation of Resources Theory Perspective among RMG Employees
Introduction:
Balancing work and family life is an important challenge for employees across the world.
Traditionally, research has focused on the negative side of this relationship, such as work–family
conflict and stress. However, work does not always harm family life. In many cases, work can
also provide skills, confidence, energy, and positive emotions that improve family relationships.
This positive process is known as Work–Family Enrichment.
Work–Family Enrichment occurs when experiences gained at work help employees perform
better and feel happier in their family roles. For example, confidence developed at work can
improve communication at home, and positive emotions from work can lead to better family
interactions. Despite its importance, Work–Family Enrichment has received less attention
compared to work–family conflict, especially in developing countries.
In Bangladesh, the readymade garment (RMG) industry plays a vital role in the national
economy and employs millions of workers. Employees in this sector often face long working
hours, heavy workloads, job insecurity, and limited organizational support. These conditions can
drain employees’ physical and emotional energy, making it difficult for work to contribute
positively to family life. As a result, the potential for Work–Family Enrichment among RMG
employees remains low and largely unexplored.
Previous studies in Bangladesh have mainly focused on work–family conflict, job stress, and
employee dissatisfaction. Very few studies have examined how positive resources at work can
improve employees’ family lives. In addition, limited research has explored how personal and
organizational resources work together to create positive outcomes across work and family roles.
This lack of evidence creates a gap in understanding how Work–Family Enrichment can be
developed in labor-intensive industries like the RMG sector.
This study is guided by Conservation of Resources (COR) theory, which suggests that
individuals try to obtain, protect, and build valuable resources. According to this theory, positive
outcomes occur when employees gain more resources than they lose. In the work context,
psychological and organizational resources can help employees feel motivated, confident, and
energized. These positive resources can then spill over into family life, leading to enrichment
rather than conflict.
Based on COR theory, this study focuses on three key resources: psychological capital,
perceived organizational support, and thriving at work. Psychological capital reflects employees’
inner strengths, such as confidence, hope, resilience, and optimism. Perceived organizational
support refers to employees’ belief that their organization values their contribution and cares
about their well-being. Thriving at work represents a sense of learning and vitality in the
workplace. Together, these resources can help employees gain positive energy and skills from
work.
The study also considers work engagement as an important linking mechanism. Work
engagement describes how energetic, dedicated, and absorbed employees feel in their jobs.
When employees are engaged, they are more likely to experience positive emotions at work.
These positive experiences can be carried into family life, improving relationships and overall
well-being. Therefore, work engagement is expected to explain how workplace resources lead to
Work–Family Enrichment.
The main purpose of this study is to examine how psychological and organizational resources
influence Work–Family Enrichment among employees in the RMG sector of Bangladesh. It also
aims to explore the mediating role of work engagement in this relationship. By focusing on
employees in Gazipur, Dhaka, this study seeks to provide context-specific evidence that can help
organizations move beyond managing work–family problems toward promoting positive and
sustainable work–family outcomes.
Objectives of the Research:
To examine the effect of psychological capital on employees’ Work–Family Enrichment.
To assess the influence of perceived organizational support on employees’ Work–Family
Enrichment.
To analyze the effect of thriving at work on employees’ Work–Family Enrichment.
To examine the effect of work engagement on employees’ Work–Family Enrichment.
To investigate whether work engagement mediates the relationship between
psychological capital and Work–Family Enrichment.
To examine whether work engagement mediates the relationship between perceived
organizational support and Work–Family Enrichment.
To assess whether work engagement mediates the relationship between thriving at work
and Work–Family Enrichment.