Supervisor support and interactions with work-family programs on employee outcomes

2007 ◽  
Author(s):  
Cheryl Tay ◽  
Hesan A. Quazi
Keyword(s):  
Supervisor Support ◽  
Employee Outcomes ◽  
Work Family

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohsin Bashir ◽  
M. Khurrum S. Bhutta ◽  
Muhammad Waseem Bari ◽  
Ammara Saleem ◽  
Yasir Tanveer
Keyword(s):  
Supervisor Support ◽  
Work Hours ◽  
Mediating Effect ◽  
Employee Outcomes ◽  
Content Type ◽  
Cross Domain ◽  
Family Balance ◽  
Professional Outcomes ◽  
Work Family Balance ◽  
Work Family

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

scholarly journals The impact of Supervisor Support towards Extra-Role Behavior

2019 ◽  
Vol 8 (4) ◽  
pp. 5109-5113
Keyword(s):  
Organizational Climate ◽  
Supervisor Support ◽  
Model Analysis ◽  
Instrumental Support ◽  
Employee Outcomes ◽  
Role Behavior ◽  
Proposed Model ◽  
The Impact ◽  
The Relationship

Effective supervisor support consists of two main features: emotional and instrumental support. Recent studies from the perspective of organizational climate which focus on the execution of such features among supervisors has a significant impact towards positive employee outcomes especially in their extra-role behavior. Even though this relationship has been widely explored, the role of supervisor support as a vital construct is still less discussed in the organizational climate literature. Therefore, this research was conduct to investigate the relationship between supervisor support and extra-role behavior. The data was collected using survey on 113 executives and non-executives from a telecommunication organization. The findings from the SmartPLS model analysis revealed that, extra-role behavior contributed to 31% variance on the proposed model. This shows that the ability of supervisors to provide emotional and instrumental support to employees has led to an increase in their extra-role behavior in the organization. The implications of this study in relation to theories, methodologies and organizational practitioners are also discussed.

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