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1 – 10 of 502The purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of…
Abstract
Purpose
The purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.
Design/methodology/approach
Based on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.
Findings
The results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.
Research limitations/implications
The study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.
Practical implications
In the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.
Social implications
Turnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.
Originality/value
The present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.
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Sari Mansour and Diane-Gabrielle Tremblay
The purpose of this paper is to examine a multidimensional mediating model of psychosocial safety climate (PSC) and work-family interference. More precisely, it tests the direct…
Abstract
Purpose
The purpose of this paper is to examine a multidimensional mediating model of psychosocial safety climate (PSC) and work-family interference. More precisely, it tests the direct and indirect effects of PSC on work-family conflict (WFC)/family-work conflict (FWC)-time and WFC/FWC-strain via family-supportive supervisor behavior (FSSB).
Design/methodology/approach
The structural equation method was used to test the direct effect of PSC on WFC/FWC time and strain. As for the mediation effects, they were tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22.
Findings
The results show that PSC is negatively and directly related to WFC-time, FWC-time, WFC-strain and FWC-strain. In addition, the bootstrap analyses indicate that PSC is related indirectly to WFC-time, FWC-time, WFC-strain and FWC-strain via FSSB.
Practical implications
WFC is a workplace issue that warrants intervention in order to reduce organizational costs and increase worker well-being and PSC should be considered as an appropriate target for intervention (Dollard et al., 2012). However, although this management tool can be useful to reduce FWC, it is more appropriate to decrease WFC. Employers and HR managers not only should understand from the findings the importance of PSC, but also that all employees do not have the same problems, depending on the level of responsibilities at home, for example. Hence, they should offer the appropriate resources according to the need of workers. Indeed, the implementation of a unique work-family measure may not be appropriate for all workers, and it is important that employers and HR managers understand the details of WFC and FWC, as well as the possible effects of a series of different variables, in order to design the best work-family programs.
Originality/value
This research examined the effects of two new and specific resources at work, which are PSC and FSSB on WFC and FWC (time and strain), as recommended by Kossek et al. (2011). In addition, this study tested a new multidimensional mediating model which examined the mediation role of FSSB between PSC and time- and strain-based WFC and FWC. To the authors’ knowledge, this is the first study to examine these relations. Moreover, the test of the concepts of PSC in this study provides a support for the theory of conservation of resources and proposes an extension of this theory.
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Sandra Idrovo and María José Bosch
The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI)…
Abstract
Purpose
The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship.
Design/methodology/approach
A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed.
Findings
Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM.
Originality/value
This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.
Propósito
Este estudio explora cómo los comportamientos solidarios de los supervisores y las políticas de apoyo para el balance entre trabajo-familia influyen en la intención de dejar la empresa, la satisfacción con el balance trabajo-familia y la motivación pro-social de los empleados en organizaciones en el sector privado en Colombia y Chile. Además, se centra en cómo una cultura amigable para las familias modera la relación.
Diseño/Metodología/aproximación
El cuestionario IFREI (International Family-Responsible Employed Index) fue utilizado para recabar información de 486 empleados (Chile: 255, Colombia: 231). El cuestionario consta de tres partes principales: variables independientes (Políticas Trabajo-Familia (WFP), Comportamientos solidarios de supervisores (FSSB), Cultura organizacional amigable para la familia (FFOC), y características individuales); variables dependientes (resultados organizacionales de intenciónde dejar la empresa, lealtad y compromiso; y resultados individuales de salud, enriquecimiento trabajo-familia, satisfacción con el balance trabajo-familia (SWFB) y motivación: pro-social (PSM) e intrínseca; e indicadores demográficos. Se usa ecuaciones estructuradas para probar la posibilidad de comparar ambos países y el modelo propuesto.
Resultados
Los resultados muestran una relación negativa entre comportamientos solidarios e intención de dejar la empresa y una relación positiva entre comportamientos solidarios de supervisores y satisfacción con el balance trabajo-familia y motivación pro-social. No hay diferencias significativas entre los países, excepto en lo que se refiere a motivación pro-social. La cultura organizacional amigable para la familia modera la relación entre comportamientos solidarios de los supervisores y la intención de dejar la empresa, entre políticas y FSSB y SWFB, y entre FSSB y PSM. La cultura organizacional amigable a la familia tiene un efecto directo en la motivación pro-social.
Originalidad/valor
Este trabajo es uno de los primeros en ofrecer información comparativa entre organizaciones y directivos de países Latinoamericanos alrededor de la esfera trabajo-familia. También contribuye a la literatura ofreciendo resultados parcialmente consistentes con estudios de países anglosajones.
Details
Keywords
- Colombia
- Chile
- Family-supportive supervisor behaviour
- Work–family policies
- Turnover intention
- Satisfaction with work–family balance
- Prosocial motivation
- Family-friendly organizational culture
- Colombia
- Chile
- Comportamientos Solidarios de los Supervisores
- Políticas trabajo-familia
- Intención de dejar la empresa
- Satisfacción con el balance trabajo-familia
- Motivación pro-social
- Cultura Organizacional amigable para la familia
Merlin Mythili Shanmugam and Bhawna Agarwal
This study aims to explore the leaky pipeline issue (attrition of working women due to motherhood) in the Indian information technology (IT) sector. The study analyses the effect…
Abstract
Purpose
This study aims to explore the leaky pipeline issue (attrition of working women due to motherhood) in the Indian information technology (IT) sector. The study analyses the effect of organisational and supervisory support perceptions on the use of flexible work options and its relationship with career outcomes in terms of job satisfaction, work-life conflict and turnover intentions.
Design/methodology/approach
A survey questionnaire to test the hypotheses was returned by 203 working women of the Indian IT sector belonging to three categories, namely, women undergoing treatment for infertility, pregnant women and women who had recently given birth at the time of the survey.
Findings
The findings state that the use of flexible work options significantly reduce work-life conflict, decrease the intention to turnover and increase job satisfaction, with organisational and supervisory perceptions playing a significant moderating role.
Research limitations/implications
The findings are based on self-reported responses. Nevertheless, the study provides insights into the work-life priorities of Indian women at the time of motherhood and opens up specific research opportunities to address the leaky pipeline due to pregnancy and childbirth.
Practical implications
Organisations should take genuine initiatives to effectively use the flexible work options and provide supervisory training for increased sensitivity to help reduce role conflict and let working women make informed choices in their careers and lives at the time of childbirth.
Originality/value
The paper could be the first known paper to study this special category of working women at the threshold of motherhood in the Indian IT sector.
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Mansi Rastogi and Osman M. Karatepe
Drawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and…
Abstract
Purpose
Drawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.
Design/methodology/approach
Questionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.
Findings
The findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.
Originality/value
Most of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.
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Soo Jeoung Han and Gary N. McLean
The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction…
Abstract
Purpose
The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction and turnover intentions.
Design/methodology/approach
To examine the causal relationship, the longitudinal panel data of the work, family and health study were used, using the data of 664 respondents who participated in surveys from all four time-points at two Fortune 500 information technology (IT) companies.
Findings
The results of the data analysis suggested that family-supportive supervisor behaviors have a minimal, but statistically significant, impact on work-to-family conflict and organizational work-family climate. Moreover, work-to-family conflict minimally mediated the relationship between family-supportive supervisor behaviors and employees’ turnover intentions. An organizational work-family climate had a small, but statistically significant, mediating effect between family-supportive supervisor behaviors and job satisfaction/turnover intentions.
Practical implications
This study has practical implications by noting that relying on only individual managers’ roles or training managers to be family-supportive may not be enough to improve family-oriented organizational culture, work–life balance and job-related outcomes.
Originality/value
Using a longitudinal mediation model, the authors examined the effects of family-supportive supervisor behaviors and how those behaviors impact other variables over time. Despite the expectation of such an impact, the authors found minimal effects among variables. This study is valuable because it can stimulate future research to advance the theoretical and practical understanding of family-supportive supervisor behaviors to help determine why the study found that it had very little impact on both work–family conflict and a family-friendly organizational climate to increase employees’ satisfaction to continue to work.
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Chongrui Liu, Cong Wang, Hongjie Wang and Donghua Xu
Relying on a multilevel approach, this paper investigates the day-to-day variations in family-supportive supervisor behaviors influencing subordinates' job stress, as well as the…
Abstract
Purpose
Relying on a multilevel approach, this paper investigates the day-to-day variations in family-supportive supervisor behaviors influencing subordinates' job stress, as well as the mediating role of positive emotions and the moderating role of ethical leadership.
Design/methodology/approach
Using the experience-sampling methodology, the study collected the data from 137 civil servants in China who responded to one daily survey for 10 working days.
Findings
With a total of 1,370 surveys, results supported the hypothesized model linking daily family-supportive supervisor behaviors to daily job stress via subordinates' daily positive emotions. In addition, the study found a moderating effect for ethical leadership positively in the indirect relationship between family-supportive supervisor behaviors and job stress.
Practical implications
The findings in this study serve practitioners in organizational and leadership development. For one thing, this study contributes to raising awareness about the importance of improving family-related support in the workplace in generating subordinates' positive emotions and relieving their job stress. For another, the findings highlight the necessity of cultivating ethical leadership for leaders.
Originality/value
This study fulfills an identified need to clarify how and when daily family supportive supervisor behaviors influence subordinates' daily job stress. This study moves beyond previous research by adopting the experience sampling method and demonstrating important cross-level effects of ethical leadership on the within-individual relationship between family supportive supervisor behaviors and job stress.
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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…
Abstract
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.
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Po-Chien Chang, Xiaoxiao Gao, Ting Wu and Ying-Yin Lin
The purpose of this study is to examine the effects of the workaholism on work–family conflict via the mediator of psychological detachment from work and the moderator of…
Abstract
Purpose
The purpose of this study is to examine the effects of the workaholism on work–family conflict via the mediator of psychological detachment from work and the moderator of family-supportive supervisor behavior.
Design/methodology/approach
To avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 500 questionnaires were distributed and 322 usable questionnaires were collected. The PROCESS macro for SPSS was applied to test the hypothesized relationships.
Findings
Findings demonstrated that workaholism is positively related to work–family conflict; psychological detachment from work mediates the relationship between workaholism and work–family conflict. Moreover, family-supportive supervisor behavior moderates the relationship between workaholism and work–family conflict and between workaholism and psychological detachment from work, respectively. Finally, family-supportive supervisor behavior moderates the indirect effect of workaholism and work–family conflict via psychological detachment from work, such that the indirect effect was weaker when family-supportive supervisor behavior was high.
Practical implications
The study suggests that it is necessary for organizations to be responsible for employee well-being in different domains because the impact of workaholism on physical and mental health may bring unexpected consequences because of the lack of recovery and the loss of resources. This study not only shows the importance for individuals to look for ways to disengage from workplace but addresses the significance of supervisory support from organizational aspects.
Originality/value
This study includes psychological detachment from work as mediator and family-supportive supervisor behavior as moderator to investigate the moderated mediation relationship in the current highly demanding workplace. By applying conservation of resource and role scarcity hypothesis regarding individual resource allocation, the results may shed lights on facilitating individuals distancing from obsessively and excessively working mentality and behaviors that further lessen incompatibility in both work and family domains.
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Michael J. Maloni, David M. Gligor, Robin A. Cheramie and Elizabeth M. Boyd
A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job…
Abstract
Purpose
A talent shortage and underrepresentation of women in logistics emphasize the need to assess the logistics work culture. As logistics practitioners face round-the-clock job pressures, work–family conflict presents one such opportunity for study. Consequently, the purpose of this paper is to assess the impact of supervisors and mentoring on work interference with family (WIF) and subsequent job satisfaction and intent to leave logistics.
Design/methodology/approach
Under role conflict theory, the authors apply structural equation modeling to survey data of logistics practitioners, focusing on time, strain and behavior WIF sources.
Findings
The results highlight the complexity of WIF in logistics. Strain and behavior-based WIF relate to job satisfaction, which then relates to intent to leave logistics. Family-supportive supervisors reduce time and strain-based WIF, and mentoring provides complementary support for behavior-based WIF. However, mentoring also yields unintended contradictory effects for women as detrimental to time-based WIF.
Research limitations/implications
The relatively small sample size, particularly for women, limits generalizability of the results.
Practical implications
To foster supportive work environments, logistics organizations must train supervisors and mentors to resolve employee WIF, including its different sources and gender-specific impacts.
Originality/value
The interplay of supervisors and mentors has not been well studied to date. Also, the contradictory impacts of mentoring for women based on WIF sources challenges WIF literature and issues warnings for mentoring in professional practice. Finally, the results provide insight into the talent shortage and gender imbalance in logistics that lack empirical study.
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