Organizational support enhances nurses' work-family enrichment: a person-context interactionist perspective.

Introduction: Attaining a favorable work-life balance is a complex and ongoing challenge in the nursing profession. According to a person-context interactionist perspective and the two-factor theory, this study investigated the underlying mechanism by which organizational support impacts work-family enrichment via protective factors (i.e., decent work) and depleting factors (i.e., burnout) among Chinese nurses. Methods: A descriptive cross-sectional research design was utilized in this study, employing an online questionnaire as the primary method for data collection. The study included 355 nurses who completed a self-reported questionnaire designed to measure variables such as organizational support, decent work, burnout, work-family enrichment, and demographic information. The collected data were analyzed using a chain mediation model in PROCESS macro (Model 6). Results: The findings of the analysis revealed that nurses reporting higher levels of organizational support also exhibited a greater sense of work-family enrichment. Moreover, the study identified indirect effects of organizational support on work-family enrichment, mediated by decent work and burnout. Discussion: These findings suggest that targeted interventions aimed at promoting organizational support can contribute to the overall well-being and work-life balance of nurses.

Tipologías de padres y madres según sus prácticas parentales de alimentación: un análisis de perfiles latentes en familias con doble ingreso e hijos adolescentes / Typologies of fathers and mothers according to their parental feeding practices: a latent profi le analysis in dual-income families with adolescent children

Introducción: esta investigación buscó identificar perfiles de padres y madres según sus prácticas parentales de alimentación (PPA) (monitoreo, restricción, modelo y control infantil) y determinar si los perfiles difieren según su satisfacción con la alimentación (SWFoL), interfaz trabajo-familia, calidad de la dieta de padres y madres e hijos/as adolescentes, tipo de trabajo y características sociodemográficas (nivel socioeconómico, género y edad). Método: la muestra fue de 430 familias biparentales con doble ingreso e hijos/as adolescentes de Santiago, Chile. Se utilizaron el Cuestionario Comprensivo de Prácticas Parentales de Alimentación, la Escala de Satisfacción con la Alimentación (SWFoL), el Índice de Alimentación Saludable Adaptado (IAS) y la Escala de Interfaz trabajo-familia (conflicto trabajo y familia y enriquecimiento trabajo y familia). Resultados: el análisis de perfiles latentes mostró cinco perfiles de padres y madres: a) madres y padres con alto control y restricción (32,1 %); b) madres y padres con alto control y muy bajo monitoreo, restricción y modelo (29,5 %); c) madres con alto monitoreo y padres con bajo control y restricción (18,8 %); d) madres y padres con alto monitoreo (14,9 %); y e) madres y padres con alta restricción y modelo (4,7 %). Conclusión: los perfiles difirieron en los puntajes de SWFoL de padres y madres, conflicto familia-trabajo del padre, enriquecimiento trabajo y familia del padre, calidad de la dieta de los tres miembros de la familia y en el índice de masa corporal de las madres. Los resultados sugieren que los padres y las madres utilizan diferentes combinaciones de PPA según las características de sus familias y lugares de trabajo.(AU)

Background: this research was designed to identifying profiles of parents according to their food parenting practices (FPFP) (monitoring, restriction, modeling and child control) and to determine whether the profiles differed according to their satisfaction with food-related life (SWFoL),work-family interface, diet quality of parents and adolescent type of work and sociodemographic characteristics (socioeconomic level, genderand age). Methods: the sample consisted of 430 two-parent dual-income families with adolescent in Santiago, Chile. The Comprehensive questionnaire of Parental Eating Practices, Satisfaction with Food-related Life scale (SWFoL), Adapted Healthy Eating Index (AHEI) and Work-Family Interface Scale (work-family conflict and work-family enrichment) were used. Results: latent profile analysis showed five profiles of fathers and mothers: a) mothers and fathers with high control and restraint (32.1 %); b) mothers and fathers with high control and very low monitoring, restriction and modeling (29.5 %); c) mothers with high monitoring and fathers with low control and restriction (18.8 %); d) mothers and fathers with high monitoring (14.9 %); and e) mothers and fathers with high restraint and modeling (4.7 %). Conclusions: the profiles differed in fathers’ and mothers’ SWFoL scores, fathers’ work-family conflict, fathers’ work-family enrichment, diet quality of all three family members, and mothers’ body mass index. The results suggest that fathers and mothers use different combinations of FPP according to the characteristics of their families and workplaces.(AU)

Workplace flexibility, work-family interface, and psychological distress: differences by family caregiving obligations and gender.

Drawing on data from the 2008 U.S. National Study of the Changing Workforce, this study (1) examines the associations between access to three types of flexible working arrangements-flextime, flexplace, and culture of flexibility-and psychological distress, (2) tests the mediating roles of work-family conflict and work-family enrichment, and (3) investigates whether these relationships differ by workers' childcare or elder-care obligations as they intersect with gender. Results show that a flexible workplace culture, but not access to flextime or flexplace, is associated with lower psychological distress. Work-family conflict and work-family enrichment partially mediate the relationship between culture of flexibility and psychological distress. In addition, the negative effect of culture of flexibility on psychological distress is stronger among workers sandwiched between preschool childcare and elder-care compared with those with neither caregiving obligations, a pattern especially pronounced among women. We discuss these results and their implications for organizational practices and worker well-being.

How social connectedness contributes to life satisfaction among Chinese nurses: Testing potential moderated mediation pathways.

AIMS: The purpose of this study was to identify the mediating and moderating mechanisms by which social connectedness predicts life satisfaction among Chinese nurses. BACKGROUND: Previous researchers have primarily focused on sociodemographic and occupational domain risk factors for nurses' life satisfaction with relatively little insight into facilitative and protective factors and underlying psychological mechanisms. METHODS: We investigated 459 Chinese nurses' social connectedness, work-family enrichment, self-concept clarity, and life satisfaction via a cross-sectional design. We explored the underlying predictive mechanisms among these variables by creating a moderated mediation model. We followed STROBE checklist. RESULTS: Work-family enrichment played a mediating role in understanding the positive effects of social connectedness on nurses' life satisfaction. In addition, the moderating effect of self-concept clarity was manifested itself in the association between work-family enrichment and life satisfaction. DISCUSSION AND CONCLUSION: Interpersonal asset (social connectedness) and the positive aspect of the work-family interface (work-family enrichment) were significant contributors to nurses' life satisfaction. In particular, high self-concept clarity can enhance the beneficial effect of work-family enrichment on life satisfaction. IMPLICATIONS FOR NURSING POLICY AND PRACTICE: Strengthening social connectedness, promoting synergy in work-family roles, and maintaining a clarity of self-concept are important intervention pathways to enhance the health and well-being of nurses.

The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model.

Objective: In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work. Methods: In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory. Results: The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment. Conclusion: Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.

Effects of thriving at work on employees' family role performance: A moderated mediation model.

Objective: Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance. Methods: This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model. Results: We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment. Conclusion: Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.

Work-family interface and children's mental health: a systematic review.

The COVID-19 pandemic and the public health measures adopted to contain it have highlighted the centrality of the work-family interface in the etiology of mental health among the employed population. However, while the impact on the mental health of workers has been well documented, the relationship with the mental health of children of those workers remains to be clarified.A systematic review was conducted through the identification of peer-reviewed studies on the association between parental work-family interface (e.g. work-family conflict and/or work-family enrichment) and children's mental health. This method is based on the consultation of 7 databases (MEDLINE, PubMed, Web of Science, PsycINFO, SocIndex, Embase, and Scopus), considering all studies published through June 2022 (PROSPERO: CRD42022336058). Methodology and findings are reported according to the PRISMA guidelines. 25 of the 4146 identified studies met our inclusion criteria. Quality appraisal was performed using a modified Newcastle-Ottawa scale. Most studies investigated only work-family conflict, ignoring work-family enrichment. Child mental health outcomes evaluated included internalizing behaviours (n = 11), externalizing behaviours (n = 10), overall mental health (n = 13), and problematic Internet usage (n = 1). Results of the review are summarized qualitatively. Our analysis shows equivocal evidence for the direct relationships between the work-family interface and children's mental health, as a large proportion of associations did not reach statistical significance. We can, however, posit that work-family conflict seems to be more associated with children's mental health problems while work-family enrichment was more related to children's positive mental health. A greater proportion of significant associations are observed for internalizing behaviors compared to externalizing behaviors. Almost all the studies that test for a mediating effect found that parental characteristics and parental mental health are significant mediators.Our research provides insight into the complex association between work-family interface and child mental health, showing both beneficial and detrimental consequences that may even occur simultaneously. This highlights the far-reaching effects of contexts affecting the work-family interface, including the COVID-19 pandemic. We conclude with the need for research adopting more standardized and nuanced measures of the work-family interface to further validate these conclusions.

A Multigroup Analysis of Bidirectional Work-Family Enrichment on Family Satisfaction of Hospitality Employees during the Pandemic: Where Religiosity and Marital Status Matter.

The COVID-19 pandemic has changed our lives. As many industries face a complete stand-still, it also highlights the need to maintain family satisfaction (FS) during this challenging time, empirical research on achieving this remains scant. This study elucidates how marital status influences employees' religiosity, work-family enrichment (WFE) and FS. Data from 295 employees was examined using the analyzed using the partial least squares method structural equation modeling (PLS-SEM) multigroup analysis. Results suggest that religiosity has a positive significant relationship on the bidirectionality of WFE. The multigroup analysis indicates a significant difference in how single and married employees interpret work-family experience. We extend family-work interfaces by incorporating both the construct of marital status and religiosity. It advances the body of knowledge in understanding work-family interfaces, especially in times of the pandemic.

Mediating effect of work-family conflict and work-family enrichment in the relationship between job demands and subjective well-being among nurses / 中国职业医学

Objective: To investigate the mechanisms of work-family conflict (WFC) and work-family enrichment (WFE) between job demands and subjective well-being (SWB) among nurses. Methods: A total of 1 420 nurses were selected as the study subjects from five tertiary public hospitals in Shandong Province using two-stage sampling method. Job Demands-Resources Scale, Work-Family Relationship Scale and General Well-Being Scale were used for investigating the job demands, job resources, WFC, WFE, and SWB. Results: The average score of SWB in nurses was (75.5±15.1). Job demands had a negative effect on SWB in nurses (standardized regression coefficient=-0.17, P<0.01). WFC and WFE played parallel mediating roles in the relationship between job demands and SWB, with the mediating effect values of -0.29 and -0.07, respectively (both P<0.01). The interaction of job resources and job demands positively affected WFC (standardized regression coefficient<0.01, P<0.01). Conclusion: Job demands affect SWB through the mediating roles of WFC and WFE, and the impact of job demands on WFC is moderated by job resources. The effect of job demands on WFC is relatively strong in nurses with high levels of job resources, but the difference in the effect of high and low levels of job resources is small.

A Multilevel Investigation of the Effects of Daily Work-Family Interaction on Daily Affect During the COVID-19 Pandemic.

This research aimed to examine the effects of daily work-family conflict and work-family enrichment on daily positive and negative affect levels of employees during the first phases of the COVID-19 pandemic in Turkey. The multilevel structure of the research design makes this study original. 730 day-level data were collected from 146 respondents during five consecutive workdays. One week later, a larger survey was delivered for assessing the person-level variables. The results indicated that both forms of work-family conflict significantly decreased positive affect and increased negative affect. Both types of work-family enrichment significantly increased positive affect; but only daily work to family enrichment significantly decreased daily negative affect. Findings also revealed that positive affect levels of respondents increase while negative affect levels decrease with time. On the days employees worked from distance, lower levels of positive and negative affect were experienced.

Work-to-family effects of inclusive leadership: The roles of work-to-family positive spillover and complementary values.

Drawing on work-family enrichment theory, we explore whether inclusive leadership leads to employees' work-to-family positive spillover, which further improves their family performance. We also focus on the moderating role of complementary values. A time-lagged study was conducted and the sample included 292 employees from two hotels. The results indicate that inclusive leadership triggers employees' work-to-family positive spillover, and then their family performance is enhanced. Moreover, employees' complementary values may strengthen the positive effect of inclusive leadership. We also provide theoretical and practical implications of the results.

How Family Supportive Supervisor Behaviors Enhance Employees' Work-Family Enrichment? Thriving at Work as Mediator and Intrinsic Motivation as Moderator.

Purpose: From the perspective of the work-home resource model, the present research aims to investigate the effect mechanism of family supportive supervisor behaviors (FSSB) on work-family enrichment. Sample and Method: Based on 316 Chinese employees' samples, this study takes the multiple linear regression technique to test our hypothesis model. Results: Our study reveals that FSSB is positively related to work-family enrichment. In addition, thriving at work can mediate the positive relationship between family-supportive supervisor behaviors and work-family enrichment. Furthermore, the moderating role of intrinsic motivation is also found in this study. Specifically, intrinsic motivation strengthens the positive relationship between FSSB and thriving at work. Facing FSSB, individuals who score high in intrinsic motivation are prone to experience stronger thriving at work, while individuals who score low will hardly experience thriving at work. Conclusion: The current study comprehensively explores how informal organizational support (in our case, family supportive supervisor behaviors) leads to a better family outcome, thus contributing to the work-family interface literature. At the same time, our study also has some guiding significance for practitioners to build a family-friendly environment.

The work-family interface and the COVID-19 pandemic: A systematic review.

In an unprecedented fashion, COVID-19 has impacted the work-family interface since March 2020. As one of the COVID-19 pandemic consequences, remote work became widely adopted. Furthermore, it is expected that other pandemics will occur in the future. Hence, this context represents a chance to gain deeper insight into telecommuters' work and family spheres. Following PRISMA guidelines, the present narrative review aims to synthesise the COVID-19 impact on the work-family interface. Out of 121 screened references, 32 articles that measure at least one of the following variables-work-family conflict (25), work-family enrichment (3), work-family balance (8), and boundary management (21) were included. A thematic analysis using NVIVO12 was conducted, from which eight topics emerged: "paid workload, unpaid workload, and gender"; "well-being and gender"; "job resources, job demands, and gender"; "couples and gender"; "parenting and gender"; "occurrence of work-family enrichment with work-family conflict and gender"; "enforced blurred boundaries, its management, and gender"; "boundary management impact on work-family conflict, work-family enrichment, and work-family balance." Overall, studies point out that COVID-19 had a complex effect on both work-family conflict and work-family balance, making it difficult to state whether these variables were mitigated or augmented. Findings demonstrated that COVID-19 produced little changes in work-family enrichment. As for the COVID-19 impact on work-family boundary management, individuals had to create new tactics to manage them due to the absence of boundaries between both systems. Besides, due to traditional gendered roles, the COVID-19 health crisis seems to have brought additional hurdles to couples and women. Systematic Review Registration: [https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42021278254], identifier [CRD42021278254].

Can't Disconnect Even After-Hours: How Work Connectivity Behavior After-Hours Affects Employees' Thriving at Work and Family.

As more organizations adopt telecommuting or working from home, the work-connected behavior of their employees during non-working hours increases, weakening the boundary between work and family. However, no study has clearly identified whether and how work connectivity behavior after-hours (WCBA) affects employees' work and family status. Therefore, using role theory, we explored the mechanisms by which WCBA affects employees' thriving at work and family through work-family enrichment and work-family conflict, and compared the impact of different levels of support for family members on work-family enrichment and conflict, using the Johnson-Neyman method. Our analysis of two-wave data from 257 employees led to the following findings. (1) WCBA had a positive impact on thriving at work, but not on family. (2) There is a 'double-edged sword' effect on the impact of WCBA on thriving at work, meaning that work-family enrichment can positively influence thriving at work and negatively influence work-family conflict. (3) There is a double-edged sword effect on the impact of WCBA on thriving at family, meaning that work-family enrichment can positively influence thriving at family and negatively influence work-family conflict. (4) The support of family members moderates the double-edged sword effect between WCBA and thriving at work, in that it can strengthen the positive effects of work-family enrichment (below 3.32 points or above 4.19 points) and weaken the negative effects of work-family conflicts (below 4.28 points). (5) Support from family members reinforces the positive impact of work-family enrichment (above 3.46 points) on thriving at family. Thus our study reveals the mechanisms by which WCBA affects the thriving at work and family of employees, and identifies potential methods for managing different levels of work-family enrichment and work-family conflict from the perspective of family member support.

Work-family enrichment and successful aging at work: The China context.

Existing research mainly analyzes the antecedents of successful aging at work from the perspective of the work field, ignoring that in the Chinese context of "familism," the two fields of family and work permeate each other and may have an impact on successful aging at work. Thus, through a multi-time data collection approach, we obtained a sample of 338 older Chinese employees to examine the impact of work-family enrichment on successful aging at work, the mediating role of occupational future time perspective, and the moderating role of age-inclusive human resource practice. Results indicate that work-to-family enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. Family-to-work enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. In addition, age-inclusive human resource practice amplified the positive effects of work-to-family enrichment and family-to-work enrichment on occupational future time perspective. This is an exploration of successful aging at work in the Chinese context, broadening the theoretical research on successful aging at work and providing new ideas for managers on motivating older employees to achieve successful aging at work.

Work-Family Conflict, Enrichment, and Adolescent Academic Adjustment in Dual-Earner Family.

There is ample evidence that work-family conflict (WFC) and work-family enrichment (WFE), respectively, have detrimental and beneficial impacts on the functioning of couples, families, and children. In this study, cross-sectional data from 2,136 dual-earner families in China, including parents and their children (51.2% girls, ages: 11.6-19.3 years), were used together with Actor-Partner Interdependence Model-Structural Equation Modeling (APIM-SEM) to test the hypothesis that work-family spillover can impact academic adjustment in adolescents through parental educational expectations and perceived educational expectations. The results of this analysis suggested that academic adjustment among adolescents is primarily influenced by maternal work-family experiences, such that maternal but not paternal WFC can impact academic adjustment in adolescents through parental educational expectations and perceived educational expectations. Maternal WFE was found to be indirectly associated with the academic adjustment in adolescents as a result of actual and perceived educational expectations. Additionally, we observed a significant effect of maternal WFC on the educational expectations of fathers within couple-relationship dyads. These results underscore the importance of the work-family interface as a factor that shapes the overall family health and associated outcomes, especially the importance of maternal work-family experiences in this context. Interventions that aim to promote more positive maternal work environments are thus likely to yield greater benefits for their children and families. Overall, these data indicate that work-family spillover is a core determinant of adolescent development, which warrants further study.

Work-Family Enrichment: Influence of Job Autonomy on Job Satisfaction of Knowledge Employees.

In order to explore the specific path of the influence of job autonomy on the satisfaction of knowledge employees, the current study deduced and established a Chain Mediation Model, which was based on the Resource-Gain-Development Model and the Conservation of Resources Theory. Primary data were gathered through questionnaire surveys at several cities in China by using a professional platform named "Wenjuanxing." The target populations were employees with a bachelor's degree or above, who were engaged in higher knowledge content and have mastered certain professional knowledge and skills, including technical R & D personnel, management personnel, professionals (such as accountants, lawyers, and medics) and other personnel generally recognized by the academic community. In order to improve the reliability of the sample and reduce the error caused by regional differences, the questionnaires were disseminated to involve as many cities in China as possible, such as Tianjin, Beijing, Chengdu, Wuhan, and Guangzhou. SPSS24.0 and Aoms24.0 were used as multivariate data analysis tools for statistical analysis. The results showed that job autonomy can significantly improve the satisfaction of knowledge employees; however, it cannot affect the satisfaction of knowledge employees through self-efficacy. The findings of the study also revealed that job autonomy has a positive impact on both resource source domain satisfaction and resource acceptance domain satisfaction through work-family enrichment, especially the positive emotions in the resource source domain. Job autonomy improves the self-efficacy of knowledge employees, which, in turn, improves their overall satisfaction through the work-family enrichment path.

Longitudinal Stability of Work-Family Enrichment and its Association with Well-Being and Personality Traits.

Are higher levels of work-family enrichment a consequence or manifestation of certain personality traits and individuals' psychological functioning? Using random intercept cross-lagged panel models, this study examined the hypothesized stability of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) over two 10-year intervals, the extent to which the within-person changes of WFE and FWE are associated with personality traits and psychological well-being (PWB), and possible gender differences. In this 20-year, longitudinal data analysis of employed adults (N=535), results indicated the robust nature of the stability of WFE/FWE. Our results suggest that personality traits were not associated with within-person change for either WFE or FWE, but PWB was associated with within-person change. Theoretically and conceptually, our findings provide strong evidence that work-family enrichment is not simply an "optimistic worldview" created by personality and well-being. The within-person results lend strong evidence that interventions that improve psychological well-being will also enhance work-family enrichment.

Daily Challenge/Hindrance Demands and Cognitive Wellbeing: A Multilevel Moderated Mediation Model.

Based on the challenge-hindrance stressor model, this study explored the mechanism of how challenge/hindrance demands affect cognitive wellbeing on a daily basis. Specifically, we examined the mediating effect of work-family enrichment on the relationship between challenge/hindrance demands and cognitive wellbeing. In addition, we tested the moderating effect of overqualification on the relationship between challenge/hindrance demands and work-family enrichment on a daily basis. Finally, we examined the moderated mediation effect of perceived overqualification in a multilevel model. To capture changes in work-family enrichment and cognitive wellbeing that individuals perceived daily, the experience sampling method was adopted to test our theoretical models. A total of 99 participants from China were involved in this investigation. The results showed that daily challenge demands had a significant positive effect on daily cognitive wellbeing, and daily hindrance demands had a significant negative effect on wellbeing. In addition, daily work-family enrichment mediated the positive relationship between daily challenge demands and daily cognitive wellbeing. Moreover, perceived overqualification moderated the relationship between daily challenge demands and daily cognitive wellbeing in the multilevel model. Finally, a significant moderated mediating effect of this overqualification on the indirect effect of daily work-family enrichment on the relationship between daily challenge demands and daily cognitive wellbeing was observed.

Positive Psychology in Context of Peacekeeping Militaries: A Mediation Model of Work-Family Enrichment.

Based on the work-family enrichment theory, this study analyzes the contribution of work-family and family-work enrichment to explain the military's well-being during a peacekeeping mission. The data used were collected in a sample of 306 Brazilian soldiers, who were married and/or had children, during the phase named "employment of troops" (i.e., when peacekeepers had been in the Haitian territory and, as a result, away from their families, for between three to five months). Data analysis was performed using the Structural Equations Model. It was observed that the military's perception of their spouses' support for their participation during the mission had a positive relationship with both family-to-work enrichment and work-to-family enrichment, and the work-to-family enrichment mediated the relationship between the perception of the spouses' support and the military's health perception and general satisfaction with life. Theoretical and practical implications were discussed and limitations and suggestions for future research were presented.