The workplace needs to be responsive not only to the career needs of employees but also to assist in managing aspects on the home front.
Objectives
The study aims to examine the mediating effect of work-to-life enrichment on the relationship between networking behaviour and career commitment among working mothers.
Methods
The data for the study were collected using a survey distributed to 297 working mothers accessed through a convenience sampling technique. Data analysis was conducted using Structural Equation Modelling (SEM), with path analysis used to assess the hypothesised relationships, and indirect effect was examined to test for mediation.
Results
The findings reveal that work-to-life enrichment significantly mediates the relationship between networking behaviour and career commitment among working mothers. The favourable effect of networking behaviour on career commitment is reinforced when working mothers have high degrees of work-to-life enrichment.
Conclusion
The results demonstrated the factors that can influence career commitment among working mothers striving for a balance between the work and home nexus.
Contribution
The study makes significant recommendations for institutions seeking to assist the professional development and well-being of working mothers, ultimately establishing a more equitable working environment.
work-to-life enrichmentworking mothersnetworking behaviourcareer commitmentSouth Africahigher educationFunding information The authors reported that they received funding from the Health & Welfare Sector Education Training Authority aimed at funding Viwe Ngwevu’s PhD project.Introduction
Higher education is changing quickly, bringing with it new opportunities and challenges for its employees, especially working mothers (Bender et al., 2022; Bower & Wolverton, 2023). As higher education institutions strive for excellence, the pressures on employees to perform at high levels are immense (Aithal & Maiya, 2023). Because of the combination of work and family obligations, working mothers face a complex dynamic that necessitates careful balancing of their personal and professional lives (Miller, 2022; Smedley, 2024). In this context, career commitment is an attitude towards one’s profession or calling (Zhu et al., 2021). Career commitment also refers to the identification with and active involvement in one’s career progression (Van Der Heijden et al., 2022). High levels of career commitment can be attributed to those who create personal career goals and pursue them with diligence and perseverance (Goulet & Singh, 2002; Zhu et al., 2021).
Career commitment is an attitude towards one’s profession or calling (Zhu et al., 2022). Understanding commitment is crucial. It enables organisations to appreciate how and why employees put the effort into their work and how it can be used to improve working conditions for all parties. Commitment to one’s career is a vital value for many reasons; for instance, commitment to one’s career promotes growth and skill development. It also builds trust and reliability in the workplace (Fantinelli et al., 2023; Ferreira et al., 2022). Careers take time to build. They consist of discrete but linked jobs that are added to over time through professional advancement (Hirschi & Koen, 2021). Career commitment can often be a challenging endeavour for working mothers within higher education (Mason et al., 2023). They often struggle to balance demanding academic and administrative responsibilities with family duties. Limited flexibility and institutional support can make sustained career commitment difficult (Naseem et al., 2024).
Networking behaviour is also a critical component of career advancement in higher education (Maheshwari & Nayak, 2022). Women must actively participate in creating a career network that is in line with their professional aspirations, as it is excellent at creating a sense of community, reducing loneliness, providing access to information and possibilities for job advancement, and boosting members’ visibility, leadership abilities and confidence (Deanna et al., 2022; Dennissen et al., 2019; Wickramaratne, 2020; Yarberry & Sims, 2021). Networking behaviours are defined as individuals’ attempts to develop and maintain relationships with others who have the potential to assist them in their work or career (Okolie et al., 2021). According to this definition, networking is a proactive action that aids in developing interpersonal relationships (Greguletz et al., 2019).
Work-to-life enrichment refers to an interaction between the roles of work and family that might lead to beneficial results (Babic & Hansez, 2021). The essential idea is that both work and family activities provide specific resources and that enrichment occurs when those resources can help one of them operate more effectively than the other (Chen & Fellenz, 2020). Working women can find this enrichment in a variety of ways, such as managing home dynamics with leadership abilities acquired at work or addressing personal difficulties with problem-solving techniques acquired from their workplace, which in this context is a higher education institution (Schnettler et al., 2022; Thomason, 2022).
Study purpose and objectives
The purpose of the study is to determine the mediating effect of work-to-life enrichment on working mothers’ networking behaviour and career commitment. The specific objectives were to ascertain:
The relationship between networking behaviour and career commitment.
The relationship between work-to-life enrichment and career commitment
The mediating effect on work-to-life enrichment between networking behaviour and career commitment.
Literature reviewTheoretical framework
The study focuses on two theories in view of the proposed research aims and objectives. Clark (2002) proposes the work–family border theory, which asserts that the domains of work and family are separate domains with different rules and responsibilities. According to this theory, people frequently cross the boundaries of these many domains and adjust their behaviours to adapt to the obligations of each. To successfully negotiate the varying demands of both domains, one needs a high degree of expertise and influence to attain balance (Karassvidou & Glaveli, 2015; Schieman et al., 2021). The spheres of work and family are physically separate from each other but also interconnected. One of the basic principles of the theory is that the worlds of work and home vary in terms of tasks and culture (Schieman et al., 2021).
The borders mentioned in the theory include those of time as well as psychological boundaries of rules and behavioural patterns that may be suitable in one domain but not another (Clark, 2000). In addition, flexibility is necessary between the two spheres, as individuals may work from home or be called away from their workplace to address a family emergency (Wepfer et al., 2018). This theory helps women recognise the differences between the work and home environments, particularly regarding tasks and cultures. It then offers strategies for them to reconcile their personal and professional lives without having an adverse effect on one another.
This theory links to the study by highlighting how working mothers in higher education manage these borders to achieve balance and enrichment. Work-to-life enrichment reflects positive spillovers from work to family, while networking can serve as a resource to ease border transitions. Career commitment, in turn, is influenced by how effectively these borders are managed and supported.
The second theoretical consideration is the ecological career development model proposed by Szymanski, Turner and Hershenson (1992), which recognises that career development is a complex process beginning at birth and continuing throughout the individual’s life. It is considered ecological because it focuses on the individual and the contexts and environments of that person’s life (Cook et al., 2002). Moreover, they clarify how human behaviour arises from the constant complex relationship between the individual and the environment. Thus, the career behaviours of people are the result of the interconnectedness between the four systems: (1) micro-system, (2) meso-system, (3) exo-system, and (4) macro-system. For instance, in African society, which is more patriarchal, there are few opportunities for career development for women (Njiru, 2013). This model links to the study by recognising how work-to-life enrichment and networking function as social and environmental supports that influence the career paths of working mothers in higher education. These factors can enhance or hinder career commitment, depending on how well the individual’s environment supports their dual roles in work and family life.
Empirical literature reviewNetworking behaviour and career commitment
Networking behaviours are defined as individuals’ attempts to develop and maintain relationships with others who have the potential to assist them in their work or career (Okolie et al., 2021). According to this definition, networking is a proactive action that aids in developing interpersonal relationships (Greguletz et al., 2019). As a result of networking with people inside and outside of one’s organisation, people can increase the number of relationships they have (Okolie et al., 2021).
According to Uzzi (2019), women employ different networking techniques than men. Therefore, networking may have different effects on men’s and women’s careers (Ehido et al., 2019; Ramos et al., 2022). The importance of networking behaviour has been emphasised because it can help women break through the glass ceiling (Agarwal et al., 2022; El-Fiky, 2023), help them form strong relationships with others, and possibly help them expand their venture into more elite classes of associations (Ehido et al., 2019; Jackson, 2021).
The structure of the working world is changing, as is the rate at which jobs and occupations change in organisations. Individuals’ engagement in employment-related issues is linked to their career concerns with ongoing growth, regeneration and employability, contributing to more frequent retraining trends throughout career stages (Zikode, 2020). Coetzee and Engelbrecht (2020) assert that career facilitators such as networking behaviour and career commitment are related. Individuals who are more committed to their work tend to achieve higher levels of objective career success compared to those with lower commitment (Chanana, 2021). Based on the presented literature, it can be expected that:
H1: Among working mothers in higher education, networking behaviour has a significant positive relationship with career commitment.
Work-to-life enrichment and career commitment
Women are more likely than men to experience work–family enrichment because of established gender norms (Garg, 2022). Men and women integrate work and family life in very different ways, which can impact how successful they are in their careers (Akanji et al., 2022). When an employer gives a female employee the chance to affect change within an organisation, she may develop new skills, insights and mental agility that could boost her confidence in herself and her work (Garg, 2022). This female employee would then provide these services to her family, enhancing their quality of life.
The likelihood that female employees will experience job engagement is high if they do experience work–family enrichment. More specifically, the relationship between work resources and job engagement requires work–family enrichment (Susilo & Prahara, 2019). This is because it enhances the likelihood of experiencing work engagement (Wood et al., 2020). Based on the presented literature, it can be expected that:
H2: Among working mothers in higher education, work-to-life enrichment has a significant positive relationship with career commitment.
The mediating effect of work-to-life enrichment on networking behaviour and career commitment
Work-to-life enrichment has an impact on career commitment among working mothers, especially when they see their networking efforts as advantageous to both their professional and personal lives (Sharma & Dhir, 2022). The study suggests that work-to-life enrichment serves as a mediator by enhancing the positive effects of networking behaviour on career commitment. When working mothers experience high levels of work–life enrichment, they are more likely to engage in networking and remain devoted to their careers because they regard their work experiences as helpful to their personal lives (Ali et al., 2022; Zhang et al., 2023). Based on the presented literature, it can be expected that:
H3: Among working mothers in higher education, work-to-life enrichment mediates the relationship between networking behaviour and career commitment.
The research model can be seen in Figure 1.
Research model.
Research methods and design
This study employed a quantitative and descriptive research design to investigate the objective truth regarding scientific relationships. The primary goal of quantitative research is to accurately and thoroughly describe the research problem. It is based on existing knowledge but often necessitates collecting new data to gain deeper insights (Wiid & Diggines, 2021). Descriptive research characterises specific phenomena and their attributes within a population sample (Asio et al., 2021). The primary focus in descriptive research is providing an in-depth description of the research problem, often building upon prior knowledge while incorporating new data to gain a deeper understanding (Mishra & Alok, 2022; Wiid & Diggines, 2021).
Measuring instruments
Three main measures were used for this study.
Firstly, work-to-family enrichment was measured using a scale developed by Carlson et al. (2006). This scale consisted of nine items, which are divided into three dimensions: (1) development, (2) affect, and (3) capital. Secondly, networking behaviour was measured using a scale developed by Hirschi et al. (2018). This scale consisted of nine items, which are divided into three dimensions: (1) networking, (2) career exploration, and (3) learning. Each dimension has three items; for this study, the focus was mainly on the networking dimension. Thirdly, career commitment was measured using a 12-item scale developed by Carson and Bedeian (1994), which has three dimensions: (1) identity, (2) planning, and (3) resilience. All three scales were measured on a 5-point Likert scale. Concerning reliability, the Cronbach alpha coefficients for each of the scales used in the study all met the threshold of 0.7, as suggested (Nunnally, 1978).
Sample
The data were collected through a convenience sampling technique relying on a sample of mothers employed at a university in the Eastern Cape province of South Africa. The use of convenience sampling can make it difficult to generalise results to a more significant population; therefore, to reduce the chances of sampling error, a large sample size was used. A total of 298 questionnaires were distributed among mothers employed at a university in the Eastern Cape of South Africa covering all three campuses. A total of 256 questionnaires were returned out of 298, yielding an 86% response rate.
Statistical analysis
The study analysed the data using the Statistical Package for the Social Sciences (SPSS) version 27, AMOS version 22, and the Hayes PROCESS macro for SPSS (Hayes, 2017). Firstly, ensuring the validity and accuracy of the measurement equipment was crucial. This was done with the help of confirmatory factor analysis (CFA) (using AMOS) and a reliability analysis (using Cronbach’s alpha and Joreskog rho). Secondly, after the validity and reliability of the measuring instruments were confirmed, a simple mediation analysis was performed using the Hayes process macro. The underlying premise was that the analyses would be conducted using a regression-based mediation approach.
A Likert-type scale was used to measure all the variables under consideration (i.e., work-to-family enrichment, career exploration and career commitment). All necessary assumptions (i.e., linearity, homoscedasticity, normality of estimation error and independence of observations) were assessed to see whether the data were suitable for mediation analysis.
After evaluating all necessary assumptions, the demographic characteristics and theoretical variables of the study were described using descriptive analysis. The hypothesised frameworks were then addressed using the Hayes PROCESS macro. Following Nitzl et al. (2016), the strength of the indirect and the direct effects were used to determine the result of the mediation analysis. The following section presents the results of the study.
Ethical clearance
Ethical clearance to conduct this study was obtained from the University of Fort Hare Research Ethics Committee (UREC) (No. REC-270710-028-RA and project no. CHI021SNGW01).
ResultsDescriptive and reliability analysis
Table 1 shows the results of the descriptive summary. The findings show that the overall mean rating for career commitment was moderate (mean = 2.83; SD = 1.00). In terms of work-to-life enrichment (mean = 3.90; SD = 0.92), it was highly rated, reflecting a general trend of agreeing with this construct. This was also a similar case for the ratings on networking (mean = 3.96; SD = 0.95), which was highly rated, reflecting a general trend of agreeing to this construct. All three variables show acceptable levels of skewness and kurtosis, indicating approximate normality. This suggests that they are suitable for CFA with maximum likelihood estimation, though using robust estimators would still be safer if the sample size is small.
Summary of descriptive statistics for variables.
Variable
Mean
SD
Skewness
Kurtosis
SW-Sig
Career commitment
2.82
1.01
0.65
−0.58
< 0.0001
Work-to-life enrichment
3.91
0.92
−0.87
0.04
< 0.0001
Networking
3.95
0.95
−0.87
−0.37
< 0.0001
Note: Variables were measured on a 5-point Likert scale, that is, Strongly disagree (1), Disagree (2), Neutral (3), Agree (4) and Strongly Agree (5). SW-Sig is the p-value for the Shapiro–Wilk test for normality.
SD, standard deviation.
The skewness coefficient, the kurtosis coefficient and the Shapiro–Wilk (SW) test were used to assess the normality of the variables. The skewness is between −1 and +1, which is generally considered acceptable, and the kurtosis is also between −1 and +1, which suggests near-normality. However, SW tests (p < 0.0001) indicate significant deviation from normality. Although the SW tests indicated statistically significant deviations from normality (p < 0.0001), the skewness and kurtosis values for all variables fell within the commonly accepted range of ±1. This suggests that the variables are approximately normally distributed in shape, and suitable for methods that are robust to mild non-normality. Given the statistical non-normality, the Asymptotic Distribution Free (ADF) method was used for CFA to account for potential distributional violations. For the mediation analysis, the Hayes PROCESS macro was appropriate, as it does not assume normality and relies on bootstrapping for inference.
Confirmatory factor analysis and reliability analysis
We conducted a confirmatory factor analysis (CFA) using AMOS to identify items that load onto specific theoretical constructs within the research instrument. This CFA was followed by a reliability analysis to establish the measurement model for the work-to-life enrichment factor, ensuring its validity and reliability. The items measuring work-to-life enrichment were loaded onto their respective factors guided by the literature.
We assessed the fitness of the measurement model using selected model fit indices and relevant criteria. Similarly, for networking, we conducted a CFA followed by a reliability analysis to establish their validity and reliability. The CFA for this was performed using an asymptotic distribution-free method in AMOS. To determine the empirical factors for career commitment, a confirmatory factor analysis was conducted collectively on the 12 items in the research tool.
In terms of reliability, it refers to the consistent and accurate measurement of a construct, and in this study, it was assessed through internal consistency to determine whether all instrument items yield similar results (Almanasreh et al., 2019; Bryman, 2021; Clark & Watson, 2019).
A reliability coefficient of 0.70 or above is generally considered acceptable, indicating a reliable instrument, which researchers verify through consistent results and model fit indices to confirm the measurement model’s adequacy (AlHamad et al., 2021).
Firstly, to determine the empirical factor for the measurement model of the work–life enrichment scale, a confirmatory factor analysis was conducted on the 9 items. The most parsimonious model was achieved with 6 items retained with all the factor loadings above 0.60 (see Table 2). The value of the average variance extracted (AVE) for the established factor (Factor 1) is greater than the required minimum of 0.50 (i.e., AVE = 0.590). Therefore, the construct validity for the factor is deemed adequate.
The work-to-life enrichment confirmatory factor analysis and internal consistency output.
Factor and respective items: Work-to-life enrichment
CFA loadings
Alpha if item deleted
Puts me in a good mood and this helps me be a better family member.
0.76
0.87
Makes me feel happy and this helps me be a better family member.
0.78
0.87
Makes me cheerful and this helps me be a better family member.
0.85
0.87
Helps me feel personally fulfilled and this helps me be a better family member.
0.70
0.89
Provides me with a sense of accomplishment and this helps me be a better family member.
0.81
0.88
Provides me with a sense of success and this helps me be a better family member.
The internal consistency reliability for work–life enrichment scale was found to be satisfactory (alpha = 0.896). The value of Joreskog rho (for assessing the composite reliability [CR]) was also greater than 0.80 for the work–life enrichment factor (i.e., CR = 0.896), suggesting adequate composite reliability.
Examining the overall assessment criteria for model fit, the measurement model showed a good fit, as shown in Table 3. Thus, the standardised root mean square residual (SRMR) is 0.053, which is regarded as an acceptable model fit. The goodness-of-fit index (GFI) and its associated adjusted goodness-of-fit index (AGFI) were above 0.95, which is suggestive of a good model fit. The normed fit index (NFI = 0.987) and the relative fit index (RFI = 0.984) are also above 0.95, suggesting a good model fit for the established measurement factor structure for work–life enrichment.
Model fitness indices for the established measurement models.
Measurement model
SRMR
GFI
AGFI
NFI
RFI
Work-to-life enrichment
0.05
0.99
0.99
0.99
0.98
Networking
0.03
0.97
0.93
0.96
0.99
Career commitment
0.09
0.97
0.94
0.95
0.93
SRMR, standardised root mean square residual; GFI/AGFI, (Adjusted) goodness of fit; NFI, (Non) normed fit index; RFI, relative fit index, also known as RHO1.
Secondly, to determine the empirical factor structure for the networking tool, a confirmatory factor analysis was conducted on the 3 items. Items with poor loadings were removed to establish a measurement model that has excellent and acceptable model fit indices. The most parsimonious model was achieved with 2 items retained, as shown in Table 4. While a 2-item factor model is generally not recommended because of underidentification and limited reliability, it can be acceptable when the items are strongly correlated and conceptually aligned. In this case, the correlation between the items is 0.811, indicating a strong relationship that supports their use as indicators of the same latent construct.
The networking confirmatory factor analysis and internal consistency output.
Factor and respective items: Networking
CFA loadings
Alpha if item deleted
I always try to be well-connected in my professional field.
0.84
n/a
I frequently utilise contacts with other people to advance in my career.
CFA, confirmatory factor analysis; n/a, not applicable.
The factor loadings of the established factor structure for networking (Factor 2) were above 0.80 (see Table 4). The value of the average variance extracted for the established factor is greater than the required minimum of 0.50 (i.e., AVE = 0.689). Because the minimum cut-off point for AVE is 0.50, the convergent validity for the factor is deemed adequate. The internal consistency for the established networking construct was found to be satisfactory (alpha = 0.786) with the value of Joreskog rho greater than 0.80 (i.e., CR = 0.816), further suggesting adequate and satisfactory composite reliability.
Examining the overall goodness-of-fit for the established networking factor, the measurement model showed a good fit. Thus, in Table 3, the results revealed that the value of SRMR = 0.027 is less than 0.05, which suggests a good model fit for the networking measurement model. On the other hand, the GFI is 0.971, and the adjusted goodness of fit index is 0.930, indicating good model fit. Consequently, these indicators were complemented with an assessment of the NFI and the RFI. Assessing these measures, they were both at least 0.95, which is the minimum recommended for a good fit. In summary, all these fit indices confirm the goodness of fit of the established networking measurement model.
Lastly, to determine the empirical factor structure for the career commitment tool, a confirmatory factor analysis was conducted collectively on the 12 items of the research tool. The results are shown in Table 5.
The career commitment confirmatory factor analysis and internal consistency output.
Factor and respective items: Career commitment
CFA loadings
Alpha if item deleted
I do not identify specific goals for my development in this line of work.
0.68
0.87
I do not often think about my personal development in this line of work.
0.62
0.87
Considering my position, I do not feel attached to my line of work emotionally.
0.79
0.86
The costs associated with my line of work sometimes seem too great.
0.68
0.87
Given the problems I encounter in this line of work or career field, I sometimes wonder if I get enough out of it.
0.79
0.86
Given the problems in this line of work or career field, I sometimes wonder if the personal burden is worth it.
0.68
0.87
The discomforts associated with my line of work sometimes seem too great.
The most parsimonious model was achieved, with 7 items retained for the resultant factor. All factor loadings were above 0.60 (see Table 5), indicating an acceptable fit of these loadings. The value of the AVE for the established factor is 0.519. Thus, the convergent validity of the career commitment construct is adequate.
The internal consistency for the established career commitment factor was found to be satisfactory (alpha = 0.881). Further, the value of Joreskog rho was greater than 0.80 (CR = 0.882), suggesting adequate composite reliability. Lastly, Table 5 shows that the goodness-of-fit measures of all the indices fulfil the required criteria for a satisfactory model fit. Thus, SRMR is 0.087 < 0.09, which is regarded as an acceptable model fit. The GFI and its associated AGFI were all above 0.90. The normed fit index (NFI = 0.955) and the relative fit index (RFI = 0.933) are also above 0.90, suggesting an acceptable model fit for the established career commitment measurement model. Thus, the results of the goodness-of-fit assessment for the confirmatory factor analysis of the resultant career commitment measurement model show that the established model is a satisfactory and acceptable fit.
Thus, based on Table 3, all the measurement models have fulfilled all the model fit requirements, and thus are suitable for building linkage between factors and determining the contribution of constructs in measuring work-to-life enrichment, networking and career commitment within the sampled organisation. Thus, the results for the goodness-of-fit assessment for the measurement models show that the established measurement models are adequate. These established variables were then used for further analysis.
Simple mediation analysis
A simple mediation analysis was conducted using the Hayes PROCESS macro to investigate the hypothesis that work-to-life enrichment mediates the relationship between networking and career commitment. Table 6 shows the results of the analysis. The established model showed an R2 value of 0.1831, revealing that the predictor variables explained 18.31% of the variation in the outcome or dependent variable.
Mediation analysis to determine the mediating role of work-to-life enrichment on the relationship between networking and career commitment.
Effects
Unstandardised beta coefficients
Significance of beta coefficients
BC 95% confidence interval
beta
SE
t-value
p
LLCI
ULCI
Direct effects
Path a: NET (IV) → WFE
0.45
0.05
8.24
< 0.0001
0.34
0.55
Path b: WFE (M) → COMM
0.15
0.07
2.10
0.0367
0.01
0.30
Path c: NET (IV) → COMM
0.29
0.07
4.07
0.0001
0.15
0.43
Total effect of IV on DV
0.36
0.06
5.645
< 0.0001
0.23
0.48
Indirect effect of IV on DV
0.07
0.03
-
-
0.01
0.13
Note: Significant effect at Alpha = 0.05. Number of bootstrap samples for percentile bootstrap confidence intervals: 10000. R = 0.4279 and R-Squared = 0.1831. Covariates: Position, Age and Dependents
BC, Bias-Corrected; IV, independent variable; NET, Networking as a sub-factor of career management behaviours; DV, dependent variable; COMM, career commitment; M, mediator variable; WFE, work-to-life enrichment.
Based on hypothesis 1, the networking behaviour to career commitment path was examined in order to determine whether networking has a significant, direct and positive association with career commitment. From Table 6, it is evident that, while controlling for work-to-life enrichment (mediator), the results indicate that networking had a significant and direct positive effect on career commitment (β = 0.2857, p < 0.0001). Because the direct effect is significant, there exists sufficient evidence to reject the null hypothesis and conclude that networking has a significant, direct and positive association with career commitment.
Further, the total effect of networking on career commitment is positive and statistically significant (β = 0.3538, p < 0.0001). This result suggests that, without controlling for the mediator variable (work-to-life enrichment), networking still has a significant, direct and positive association with career commitment.
Based on hypothesis 2, to determine whether work-to-life enrichment has a direct and positive association with career commitment, the work-to-life enrichment to career commitment path was examined. Based on Table 6, the results show that work-to-life enrichment has a statistically significant, direct and positive effect on career commitment (β = 0.1540, p = 0.0367). As our beta estimate is positive and significant, the null hypothesis is therefore rejected, and we can conclude that work-to-life enrichment has a significant, direct and positive association with career commitment. The results also indicate that networking has a significant and positive effect on the mediator variable (β = 0.4419, p < 0.0001). Thus, higher levels of reported networking were related to higher mean ratings of work-to-life enrichment. These results further support the mediational hypothesis.
Lastly, based on hypothesis 3, the indirect effect was examined to establish whether work-to-life enrichment mediates the relationship between networking and career commitment. The results revealed a significant indirect effect (β = 0.0681, BC 95% CI [0.0054, 0.1297]), thereby supporting the hypothesised framework. Sufficient evidence exists to reject the null hypothesis and conclude that work-to-life enrichment mediates the relationship between networking and career commitment among working mothers. These findings are consistent with partial mediation.
Discussion
The study aimed to examine the mediating effect of work-to-life enrichment on the relationship between networking behaviour and career commitment among working mothers within a higher education context. The results of the study suggest that networking behaviour has a moderate, positive and significant linear relationship with career commitment.
Increasing the levels of networking behaviours will increase career commitment within the sampled organisation. These results are in line with Coetzee and Engelbrecht (2020), who assert that career facilitators such as networking behaviour and career commitment are related. According to the study’s findings, which are in line with earlier research (Kleine et al., 2021; Spurk & Straub, 2020; Volmer et al., 2022), developing strong career values is crucial for employees’ career development as well as for improving self-efficacious active adaptive career self-management behaviours such as networking in the modern workplace (Hirschi & Koen, 2021; Osei et al., 2023).
Individuals who are more committed to their work tend to achieve higher levels of objective career success compared to those with lower commitment (Chanana, 2021). Heffernan (2021) is of the view that networking behaviour has a favourable relationship with several significant career-related constructs, including performance, motivation, career goals, received mentoring, organisational mobility, salary, promotions and career satisfaction (Antunes, 2023; Heffernan, 2021; Volmer et al., 2022).
This study found statistical evidence that supports the mediating role of work-to-life enrichment in the relationship between networking behaviour and career commitment among working mothers. This aligns with previous research which supports the notion that work-to-life enrichment has a good impact on career commitment among working mothers, especially when they see their networking efforts as advantageous to both their professional and personal lives (Zhang et al., 2023).
The study suggests that work-to-life enrichment serves as a mediator by enhancing the positive effects of networking behaviour on career commitment. When working mothers experience high levels of work–life enrichment, they are more likely to engage in networking and remain devoted to their careers because they regard their work experiences as beneficial to their personal lives (Ali et al., 2022; Lee et al., 2023).
Practical implications
The study provides a number of practical implications. Firstly, institutions of higher learning must put in place guidelines and initiatives that support balancing work and life, like access to on-campus childcare, professional development opportunities and flexible work schedules. These may minimise stress and boost overall job satisfaction and dedication by assisting working mothers in striking a balance between their personal and professional obligations.
Secondly, institutions of higher learning should foster an inclusive work environment, encouraging and promoting work–life balance. Higher education institutions can improve job satisfaction, reduce turnover and increase career commitment among working mothers by recognising the issues they confront and offering the necessary assistance.
Thirdly, higher education institutions should develop and promote structured networking opportunities targeted to the needs of working mothers, such as virtual meetups that let working mothers network from home, saving time and easing childcare concerns. Family-friendly events with on-site childcare or child-inclusive spaces support mothers in balancing professional and parental roles.
Lastly, institutions of higher learning should provide training and development opportunities that assist working mothers in integrating professional abilities into their personal lives, thus improving their capacity to manage both domains effectively. This can improve both work-to-life enrichment and career commitment.
Limitations and recommendations
A number of limitations and recommendations can be cited from this study. Firstly, language barriers may have affected the feedback provided, as English was not the first language for many participants. Considering the subject-specific terminology used may have contributed to missing values and lower statistical significance in the study. Secondly, the study’s quantitative approach overlooked valuable, nuanced information that a qualitative methodology could have uncovered if integrated into the investigation. Utilising triangulation methods could have alleviated standard method bias. Thirdly, the reduced scales used may not fully capture the breadth of the original validated measures, which could limit the generalisability of the findings. Future research should consider using the full scales or validating the reduced scales independently to ensure conceptual equivalence.
Future research
Future research may consider combining questionnaires and interviews to enhance the study’s comprehensiveness. The research was conducted with a relatively narrow focus, involving a sample size of 256 respondents. This limited sample size was partly because of some participants refusing to participate and others returning incomplete questionnaires. More robust results could have been achieved if all distributed questionnaires had been completed and all targeted respondents had participated. Lastly, using a small, random sample from a single higher education institution in South Africa restricts the generalisability of the findings to other institutions in the country.
Conclusion
This study highlights the important mediating role of work-to-life enrichment in the relationship between networking behaviour and career commitment among working mothers within higher education. The findings indicate that when working women feel good spillovers from their jobs to their home lives, they are more able to participate in networking activities, which improves their commitment to their careers. Higher education institutions can improve the professional development and well-being of working mothers by creating work cultures that encourage work–life enrichment through flexible work practices, networking opportunities and skill development programmes. This not only benefits the individuals but also helps to create a more inclusive and productive academic environment.
Acknowledgements
The authors are thankful for the feedback received from the MBALI Conference at the University of Zululand that helped improve this paper.
Competing interests
The authors declare that they received funding from the Health & Welfare Sector Education Training Authority, which may be affected by the research reported in the enclosed publication. The author has disclosed those interests fully and has implemented an approved plan for managing any potential conflicts arising from their involvement. The terms of these funding arrangements have been reviewed and approved by the affiliated university in accordance with its policy on objectivity in research.
Authors’ contributions
All authors, V.N., W.C. and O.O. contributed equally to this paper.
Data availability
Data sharing is not applicable to this article as no new data were created or analysed in this study.
Disclaimer
The views and opinions expressed in this article are those of the authors and are the product of professional research. It does not necessarily reflect the official policy or position of any affiliated institution, funder, agency, or that of the publisher. The authors are responsible for this article’s results, findings and content.
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How to cite this article: Ngwevu, V., Chinyamurindi, W., & Oni, O. (2025). Working mothers in universities: Role of work-to-life enrichment, networking behaviours and career commitment. African Journal of Career Development, 7(1), a168. https://doi.org/10.4102/ajcd.v7i1.168