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Drawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.

Data were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.

Perceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.

Social workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.

Promoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.

Although several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

Compares family sources of support perceived by 55 Puerto Rican mothers of young children with disabilities residing in Puerto Rico with 39 of their counterparts living in Florida. Uses the Family Support Scale in the interview process to measure perception. Indicates that the Puerto Rican sample perceive more sources of support than those in Florida. Describes perceived patterns and sources. Discusses the implications for schools, agencies and service providers.

The purpose of this study is to examine the relationship between subjective career success (SCS) and proactive career behavior as well as family support, with a focus on women professionals in India. The study also investigates the moderating role of perceived organizational support and marital status on these relationships.

The sample consists of 363 women professionals working in the information technology-enabled services industry in India. The study is cross-sectional in design.

Findings from this study posit the positive moderating role of perceived organizational support on the relationship between proactive career behavior and SCS and on the relationship between family support and SCS. As a moderator, marital status has a positive impact on the relationship between proactive career behavior and SCS but has a negative impact on the relationship between family support and SCS.

The results from this study will help organizations understand the predictors of career success of women employees. Another practical implication is that this study establishes knowledge of perceived organizational support, a controllable organizational factor as a moderator in positively influencing the success of women’s careers. Leaders and managers can, therefore, use organizational factors to facilitate the success of women employees.

This study is perhaps the first to examine the relationship between antecedents of career success for women professionals in the context of India.

Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.

This paper aims to explore drivers of entrepreneurial intentions of working mothers.

This paper is a survey-based method using sample of 397 working mothers in India.

Mothers’ entrepreneurial intention is negatively associated with firms’ perceived family support policies and positively associated with perceived family support. Gains from organization and family support were further enhanced for working mothers’ entrepreneurial intention through the moderating effect of perceived entrepreneurial self-efficacy.

Drivers of entrepreneurship intentions of mothers is scantly explored in past literature. Understanding working mothers’ entrepreneurial intentions could help firms and families provide appropriate environments and opportunities for mothers’ growth.

Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being.

A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit.

Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being.

Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

The purpose of this study is to analyse the mediating effect of friends and family as sources of perceived social support in the relationship between loneliness and depressive symptoms.

Survey data sample consisted of 733 university students from January to May 2023. Participants completed the UCLA loneliness scales, Multidimensional Scale of Perceived Social Support (MPSS) and Depression, Anxiety and Stress Scale (DASS-21). The SPSS programme with PROCESS macro (Model 6) was used to test the hypothesis regarding the mediation effect.

The bootstrap analysis found that friends as a source of social support mediated the relationship between loneliness and depressive symptoms. Similarly, loneliness had a significant indirect effect on depressive symptoms through the mediation of family as a source of social support. Moreover, it was found that the relationships of friends and family as sources of social support mediated the association of the aforementioned variables.

This research advances our understanding of social support sources from friends and family amongst university students whilst providing suggestions for interventions tackling loneliness and depressive symptoms in a university setting.

This study aims to explore the mechanisms of adaptive perfectionism on employees’ taking charge (TC), the mediating role of work family enrichment and the moderating role of perceived organizational support (OS) in the relationship between adaptive perfectionism and employees’ TC.

This study is based on 305 knowledge workers working in diverse organizations in China to examine the hypotheses.

The results showed that adaptive perfectionism had a significant positive effect on employees’ TC. Both directions of work-family enrichment (WFE) and family-work enrichment (FWE) play a mediating role between adaptive perfectionism and employees’ TC. Perceived OS moderates the relationship between WFE/FWE and employees’ TC. Perceived OS moderates the indirect effects of adaptive perfectionism on employees’ TC through WFE and FWE.

This study explores the impact of adaptive perfectionism on employees’ TC, expands the scope of existing perfectionism research, enriches the research on adaptive perfectionism outcome variables and provides evidence and reference for follow-up research.

To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.

Questionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.

The three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.

The study has limitations of generalizability and common method variance.

Human resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.

The study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

The purpose of this paper is to determine the cyberbullying sensitivity levels of high school students and their perceived social supports levels, and analyze the variables that predict cyberbullying sensitivity. In addition, whether cyberbullying sensitivity levels and social support levels differed according to gender was also investigated. While current communication technologies such as mobile phones, the Internet and social network sites provide new opportunities for learning and interaction, they may also pose a threat to personal security. The rapid increase in access to information and communication technologies by young people can also cause those technologies to be used for bullying their peers – called cyberbullying.

In this study, the cyberbullying sensitivity levels of high school students and their perceived social support levels were determined, and some variables (perceived social support, gender and academic success) which predicted sensitivity related to cyberbullying were analyzed. A total of 433 students studying in a large public high school located at the middle part of Turkey voluntarily participated in this study.

The findings of this research show that both the cyberbullying sensitivities of the students and their levels of the perceived social support were high and that both the cyberbullying sensitivities of the female students and their perceived social support levels were higher than the ones of the male students. Based on the result of stepwise regression analysis that investigate the predicting factors related to cyberbullying sensitivities of the students, perceived social support was found to be the strongest predicting factor.

It can be seen that most young people have little information about cyberbullying and they lack information about basic e-security applications. Accordingly, most young people are victims or potential victims of cyberbullying. In conclusion, to remove victimhood due to cyberbullying or reduce it to a minimum from an optimistic point of view, not only risky processes but also how the environment should protect young people from developing incompatible behaviors and how to increase their sensitivity should be taken into consideration. It may be said that the findings that we obtained in our research may contribute to relevant studies from the point of developing preventive programs against cyberbullying.