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The Benefits of Relationship Education and Family Wellness Programs for Business Productivity

We all know that work life and family life are intertwined, and research supports this by demonstrating that companies benefit from employees who are highly committed to their roles as parents and spouses (Graves, et al, 2007). Conversely, employee performance and satisfaction occur easiest when outside influences like family are considered through workplace contracts and the provision of flexible work arrangements (Ford, et al, 2007).

If a healthy workplace is one that maximises the integration of worker goals for well-being and the company’s objectives for profitability and productivity, then positive experiences in family roles could contribute to enhanced behavioural outcomes at work, particularly where work-family balance environments are encouraged for employees. Conversely, when relationship problems lead to unhappy relationships and marriages and employees experience separation and divorce (which most often occur in the primary producing years), the impact on employee engagement and profit will impact negatively on companies.

In order to help couple families and companies develop strategies to deal with the multiple demands on employees and their personal relationships, it is vital to devise and implement policies to enable employees to have healthy, functional personal relationships, and be fully engaged at work.

This series of blog posts examines the link between healthy relationships (especially the impact of marriage and relationship education and family wellness programs) on work engagement and business productivity, the factors that affect the quality of work and non-work life and explores the following questions:

  1. Does relationship quality impact on work engagement?
  1. Would the building and integrating of marriage and relationship education and family wellness programs at work increase a company’s overall financial health?
  1. If so, should marriage and relationship education and family wellness be an economically driven priority?

It is important at this stage to clearly articulate the focus of this series of blog posts is specifically about ‘couple families’ and the intersectionality with work/employment. According to the Australia Bureau of Statistics (2017), “Couple families are based around a couple relationship between two persons who are either married or in a de facto partnership and usually resident in the same household. Couples can be same-sex or opposite-sex, and their dependants or children may also be members of the couple family if they all reside in the same household”.

Individuals who would identify as not being in a relationship and/or single are active and highly valued employees within the workplace and the content in this blog post is not intended to undervalue or de-value the important role they play in life more broadly as well as in the workplace.

Tune in next week to understand how Relationship Quality has a positive impact on Work Engagement.


    Australian Bureau of Statistics (ABS), 2016: Marriage and divorces, Australia
  • Graves, L.M., Ohlott, P.J., & Ruderman, M.N. 2007: Commitment to family roles: Effects on managers’ attitudes and performance. Journal of Applied Psychology, 92, 44-56
  • Ford, M.T., Heinen, B.A., & Langkamer, K.L., 2007: Work and family satisfaction and Conflict: A meta-analysis of cross-domain relations. Journal of Applied Psychology, 92, 57-80

Marriage and Relationship Education is a learning opportunity, much like you would do in any other important life event. Check out the video for couples on YouTube: Keep up with the latest from the MAREAA online:

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