Abstract
The current paper examines the impact of at-home family and friend support on the relationship between organizations’ work-family initiatives and employee perceptions of organizational and supervisory support for Hispanics and white non-Hispanics. Drawing on the cultural dimensions of performance and relationship orientations, we derive several hypotheses to test. The results indicate that perceptions of organizational support are moderated differentially, for Hispanics and white non-Hispanics, by the level of support available outside of the organization. Directions for future research are presented.
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