Family-supportive Organization Perceptions Research Articles

Organizational and Individual Resources as Buffers of Work–Family Conflict Linkages to Affect: An Application of the Job Demands and Resources Health Impairment Model

Work–family conflict is a phenomenon known to affect an individual’s well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men’s mean age around 46 years old (M = 46.85, SD = 0.34) and women’s age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences.

The effect of family supportive organization perceptions and personality on kaleidoscope career: the case of Turkey

The effect of family supportive organization perceptions and personality on kaleidoscope career: the case of Turkey

Perceived Covid-19-crisis intensity and family supportive organizational perceptions as antecedents of parental burnout: A study conducted in Italy in March/April 2021 and 2022.

The purpose of this study is to investigate to what extent perceived Covid-19-crisis intensity (PCCI) leads to the experience of parental burnout (PB), a syndrome characterized by exhaustion, emotional detachment from one’s own children and a sense of inefficacy in the role as parent. Furthermore, the mediating role of work–family conflict (WFC) is examined. The buffering effect of family supportive organizational perceptions during the pandemic (FSOP-p) on the relationship between work–family conflict and parental burnout is also explored. Data were collected in March–April 2021 and March/April 2022. In spring 2021, 222 Italian working parents with at least one minor child living at home filled out the questionnaire. Data from 2021 showed that PCCI was positively related to the experience of parental burnout. Moreover, WFC mediated this relationship. No significant interaction effect was found for FSOP-p; however it was found that FSOP-p is negatively related to PCCI and WFC, and indirectly to parental burnout. In spring 2022, we examined whether there were changes in PCCI, WFC, and FSOP-p in a sample of 83 Italian parents. Moreover, for the second data collection we examine the tensions experienced by parents in their families about vaccination and infection precaution measures (e.g., Covid-19 vaccination passport). The results are different in 2022; the effect of PCCI on parental burnout is now completely mediated by the amount of WFC. It seems that now we go ‘back to normal’ and homeworking has become more optional for many, there is still an effect of PCCI on WFC, but no longer directly on parental burnout. Furthermore, the prevalence of PCCI in 2022 is lower than in 2021, while WFC and FSOP-p are not significantly different between the two timepoints. As family supportive organizational perceptions reduce the level of perceived Covid-19 intensity, organizations are urged to develop practices of support and to create a supportive environment.

What influences fathers' daily work-related worries during parental leave? A diary study

This research aims to expand the understanding of how fathers' daily parental leave experiences are affected by the interplay of organizational influences and fathers' leave behavior. Using data from a diary study involving fathers on parental leave from Germany and Austria (N = 108), we examined the impact of family-supportive organizational perceptions and length of leave on fathers' daily work-related worries. With regard to within-person effects, we took a closer look at the relationship between fathers' daily contact with other organizational members and their work-related worries. Multilevel analyses confirmed the impact of fathers' family-supportive organizational perceptions on their work-related worries during the leave period. Fathers perceiving their organization as family-supportive were found to have fewer worries than fathers perceiving their organization as family-unsupportive. Remarkably, with respect to the leave duration, our results indicated that fathers who took relatively short leaves of not more than two months worried more intensely regarding the impact of their leave on their work life than fathers who took long leaves. Furthermore, particularly among those fathers who perceive their organization as unsupportive, a short leave was found to be associated with increased work-related worries. With respect to daily contact with persons from the work domain, we found that on days when fathers had more contact, their worries were more pronounced. Additionally, the findings suggested that more intense worries on one day lead to increased contact on the following day. We discuss practical implications, taking into consideration that it is essential to perceive the work environment as supportive for leave-taking to be beneficial for both fathers as well as organizations.

The fear of missing out at work: Examining costs and benefits to employee health and motivation

The popular business media argues that the “fear of missing out” (FoMO) on work-related opportunities harms employees’ health and performance. Yet, these claims rely on the study of FoMO in college students in non-work contexts. Therefore, we explored workplace FoMO among employees across three studies. We first developed a measure and provided validation evidence for workplace FoMO among diverse employees (N = 324; Study 1) and MBA students (N = 223; Study 2). Using a third large employee sample (N = 300; Study 3), we tested whether workplace FoMO predicted health (i.e., work burnout and work well-being) and motivational outcomes (i.e., message-checking behaviors and work engagement). We also examined whether family-supportive organizational perceptions (FSOP) moderated these relationships. Results indicated that workplace FoMO is a distinct construct from other measures, including general FoMO. Workplace FoMO also predicted work burnout and message checking behavior, but not work well-being. Lower levels of FSOP strengthened the positive relationship between workplace FoMO and message checking behavior, but also produced a positive relationship between workplace FoMO and work well-being. Overall, FoMO appears to be relevant to the work context and predicts both employee well-being and behavior outcomes.

Supportive Organizations, Work–Family Enrichment, and Job Burnout in Low and High Humane Orientation Cultures

The present study draws on the work–family and cross‐national management literature to examine the relationships between Family‐Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, France, Italy, and Spain. Using a combined sample of 980 employees, we find support for a partial mediation model in which FSOP is positively associated with work–family enrichment, which in turn is negatively related to job burnout. Given our focus on support, we test the moderating role of the cultural value humane orientation, that is, the extent to which a society values altruism, kindness, and compassion. The five countries in our sample offer variation in their country‐level scores as determined by the GLOBE study (House et al., 2004). We found that individuals from cultures that scored higher in “as is” humane orientation (i.e., scores for actual practices) experienced lower job burnout when FSOP increased. This pattern was reversed when considering “should be” humane orientation (i.e., scores for ideal values). The implications for the work–family and the cross‐national management literature, and for practice, are discussed.

The Effects of Family-Friendly Policies and Workplace Social Support on Parenting Stress in Employed Mothers Working Nonstandard Hours

This study examines whether family-friendly policies (childcare leave, on-site childcare, and flexible working hours) and workplace social support (supervisor and coworker support) in South Korea are directly related to parenting stress among employed mothers with nonstandard work schedules. In addition, this study investigates the moderating role of family-supportive organization perceptions in the aforesaid associations. Data were collected from 223 employed mothers who have nonstandard work schedules with at least one or more children under the age of six. Results show that on-site childcare, flexible working hours, and supervisor support are negatively associated with parenting stress, whereas childcare leave is positively associated with parenting stress. Employed mothers with high family-supportive organization perceptions report low levels of parenting stress when they received high levels of supervisor support or did not take childcare leave. Additionally, employed mothers with low family-supportive organization perceptions report high levels of parenting stress when they did not use on-site childcare. Consequently, our findings indicate that employed mothers’ greater family-supportive organization perceptions are key factor reducing their parenting stress when they are limited to use family-friendly policies. Implications are discussed in terms of the importance of work-family intervention to the work-family balance among mothers working nonstandard hours.

A Study on the Relationship Between the Family-Supportive Supervisor and Family-Supportive Organization Perceptions and Family-Friendly Systems

A Study on the Relationship Between the Family-Supportive Supervisor and Family-Supportive Organization Perceptions and Family-Friendly Systems

The Influence of Work Interfering with Family on Continuance Organizational Commitment of Married Working Mother: The Mediating Role of Emotional Exhaustion and the Moderating Role of Family Supportive Organization Perceptions

The Influence of Work Interfering with Family on Continuance Organizational Commitment of Married Working Mother: The Mediating Role of Emotional Exhaustion and the Moderating Role of Family Supportive Organization Perceptions

Person–organization fit, family-supportive organization perceptions, and self-efficacy affect work–life Balance

I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants completed measures of PO fit, FSOP, self-efficacy, and WLB. Results revealed a main effect of PO fit on WLB, and a 3-way interaction among PO fit, self-efficacy, and FSOP as predictors of WLB. In terms of practical implications, my results suggest that WLB can be improved by enhancing PO fit, FSOP, and self-efficacy. Further implications for research and practice are discussed.

Service quality and non-salary mechanism for airline companies in Taiwan

Based on the affective events theory (AET), this study demonstrates how family-supportive organization perceptions (FSOP) and psychological detachment predict strain symptoms (the need for recovery and emotional exhaustion) and how the strain symptoms influence service quality. With data collected by convenience sampling from 206 airline employees, our results show that FSOP negatively influence strain symptoms, while psychological detachment mediates the relation between FSOP and the need for recovery. Although the need for recovery has no significant relation with service quality, emotional exhaustion does have a significantly negative association with service quality. Our contributions are more comprehensive for the literature on human resources, organizational behavior, and airline transportation. Moreover, based on the theory, our research fills the gap between FSOP and service quality by adding the strain symptoms as important mediation variables. The results can also be put to practical use on employment policies, such as retaining excellent employees in an organization and increasing an organization's competition advantages. The results may also apply to human resource management (HRM) and present that improvement in service quality is the most important competitive ability for the airline industry.

Who benefits from family support? Work schedule and family differences.

Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work-family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices.

Role of self-efficacy and family supportive organizational perceptions in teachers’ organizational citizenship behaviour

Purpose– The purpose of this paper is to understand the role of self-efficacy and family supportive organizational perceptions (FSOP) on organizational citizenship behaviour (OCB) among engineering college teachers.Design/methodology/approach– Teachers (n=183) from public and private engineering colleges in the southern part of India were selected using purposive sampling technique. Survey method was used to collect data using the following scales: new general self-efficacy scale, teacher OCB scale and FSOP scale. Hierarchical regression analyses was used to test the hypotheses.Findings– Regression analyses showed general self-efficacy having a significant positive effect on all the sub-dimensions of teacher OCB and as well as on the overall OCB score. On the other hand, FSOP had a significant positive impact only on teachers’ OCB towards the institution. In terms of moderation effect, FSOP moderated the relationship between self-efficacy and teachers’ OCB towards the institution.Research limitations/implications– One of the major limitations of this study is its relatively small and region-specific sample. The sample is also limited to engineering college teachers only.Practical implications– The findings from the study reiterate the need to nurture a positive organizational culture towards work-life balance issues in academic institutions. The study also shows that FSOP can be a powerful motivating factor to encourage teachers to participate in institute-level activities.Originality/value– Most of the earlier studies on teacher OCB are in the context of schools but the present study focuses on the role of internal attributes and organizational-level factors in teacher OCB.

The Emergence of Family-specific Support Constructs: Cross-level Effects of Family-supportive Supervision and Family-Supportive Organization Perceptions on Individual Outcomes.

Implicit to the definitions of both family-supportive supervision (FSS) and family-supportive organization perceptions (FSOP) is the argument that these constructs may manifest at a higher (e.g. group or organizational) level. In line with these conceptualizations, grounded in tenants of conservation of resources theory, we argue that FSS and FSOP, as universal resources, are emergent constructs at the organizational level, which have cross-level effects on work-family conflict and turnover intentions. To test our theoretically derived hypotheses, a multilevel model was examined in which FSS and FSOP at the unit level predict individual work-to-family conflict, which in turn predicts turnover intentions. Our hypothesized model was generally supported. Collectively, our results point to FSOP serving as an explanatory mechanism of the effects that mutual perceptions of FSS have on individual experiences of work-to-family conflict and turnover intentions. Lagged (i.e. overtime) cross-level effects of the model were also confirmed in supplementary analyses. Our results extend our theoretical understanding of FSS and FSOP by demonstrating the utility of conceptualizing them as universal resources, opening up a variety of avenues for future research. Copyright © 2015 John Wiley & Sons, Ltd.

Lagged effects of family-supportive organization perceptions and supervision in relation to generalized work-related resources.

In the present study, grounded in organizational support and social exchange theory, the dynamic lagged interplay between family supportive supervision (FSS), family supportive organization perceptions (FSOP), perceived organizational support (POS), and leader-member exchange (LMX) was examined. Data were collected from 435 respondents over 3 time points with 6-week lags between assessments. Consistent with theory, FSS had a significant lagged effect on FSOP, whereas the reverse relationship was not supported. Interestingly, contrary to conservation of resources theory, we did not find significant lagged effects between POS and FSOP. Results further indicated that LMX and FSS were reciprocally related over time, suggesting the potential for a dynamic, mutually beneficial exchange relationship between subordinates and supervisors. Theoretical implications and considerations for research and practice are discussed. (PsycINFO Database Record

Lagged Effects between Family-Specific and Generalized Work-Related Resources

Grounded in organizational support and social exchange theory, the dynamic lagged interplay between family-supportive supervision (FSSB), family-supportive organization perceptions (FSOP), perceived organizational support (POS), and leader- member exchange (LMX) was examined in the present study. Data was collected from 435 respondents over three time points with six-week lags between assessments. Results suggest that FSSB has a significant lagged effect on FSOP, whereas the reverse relationship was not supported. Interestingly, contrary to organizational support theory, we did not find significant lagged effects between POS and FSOP. Results further indicated that LMX and FSSB were reciprocally related over time. Theoretical implications and considerations for research and practice were discussed.

Exploration of Chinese Employees' Perceived Organizational Family Support

The concept of family is important for Chinese society. Organizational and managerial practices in relation to family care has become more important for Chinese organizations in China due to Confucian beliefs embedded in Chinese society. Based on the study of Chinese Perceived Organizational support (CPOS), Perceived Organizational Family Support (POFS) and Family Supportive Organization Perceptions (FSOP), this paper qualitatively explores 132 Chinese employees' perceptions of POFS in China. This findings demonstrate unique characteristics of CPOS featured by managers' personal care for family members and organisational activities that involve family members. We concluded with theoretical and practical implications of this study.

Family-supportive organizations and supervisors: how do they influence employee outcomes and for whom?

In the present study, we examine a model which seeks to specify the process through which work-family supportive organizations and supervisors influence important organizational outcomes, including commitment and performance. Findings indicated that family-supportive organization perceptions are best conceptualized as influencing family-supportive supervisor behaviors, which in turn influence subordinate self-efficacy, subordinate affective commitment to the organization and subordinate perceptions of supervisor work effort. Subordinate self-efficacy and affective commitment were also both found to independently mediate the relationship between family-supportive supervisor behaviors and self-rated performance. Interestingly, the model functioned similarly for employees with and without dependent care responsibilities, indicating that work-family policies and support are important for all employees, regardless of their familial status. Theoretical and practical implications, limitations and future research directions are discussed.

Family-supportive organization perceptions and organizational commitment: The mediating role of work–family conflict and enrichment and partner attitudes.

The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed.

"Work-life Responsiveness, OCB and Turnover Intentions: A Study in Three Middle Eastern Countries"

Taking a social exchange perspective, we examine whether work- life policies and organizational and supervisory support for their use predicts organizational citizenship behaviors (OCB) and turnover intentions. Using multilevel modeling, our results based on a sample of 249 employee and 31 supervisory respondents in three Middle Eastern countries show that organization-level differences in work-life responsiveness and family supportive supervisor behaviors (FSSBs) are stronger predictors of OCB whereas individual-level differences in work-life responsiveness, family supportive organizational perceptions (FSOPs) and FSSBs are stronger predictors of employee turnover intentions.