Strategic Renewal at Home and Work: Exploring the Mechanisms and Boundary Conditions

In this weekly diary study, we integrated research on strategic renewal and the Work-Home Resources model (i.e., W-HR model) to explore the associations between strategic renewal at home and strategic renewal at work domains through flow at home and self-efficacy at work. We also investigated the home domain outcomes of self-efficacy at work (satisfaction with work-family balance and family performance). Furthermore, we investigated the moderation effects of family climate for creativity (perceived by both the employee and the spouse) and organizational climate for creativity perceived by the employee. We tested our hypotheses with matched dual-earner couples’ data collected over six weeks in the U.S.A. The results from multilevel analyses revealed that a) strategic renewal at home is positively related to strategic renewal at work via flow at home and self-efficacy at work, b) self-efficacy at work is positively related to satisfaction with work-family balance of the employee, and family performance of the employee, all measured at the week level. Furthermore, our results have shown that a) family climate for creativity moderates the relationship between strategic renewal at home and flow at home, and b) organizational climate for creativity moderates the relationship between self-efficacy at work and strategic renewal at work. Our results contribute to the strategic renewal literature by empirically establishing the untested mechanism of how strategic renewal at home leads to positive work outcomes through flow and self-efficacy at work.