scholarly journals The Moderating Effects of Organizational Programs and Supervisor Support on Work - Family Balance: Evidence from Brazil

2014 ◽  
Vol II (Issue 4) ◽  
pp. 86-107
Author(s):  
Rosario ◽  
Satyanarayana Parayitam
Keyword(s):  
Supervisor Support ◽  
Moderating Effects ◽  
Family Balance ◽  
Work Family Balance ◽  
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.

Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

2018 ◽  
Vol 46 (6) ◽  
pp. 995-1010 ◽  
Author(s):  
Peng Fan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Attitude ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

I’m Too Old for This: Time Demands and Older, Early-Career Employees’ Receptivity to Supervisor Support

2018 ◽  
Vol 47 (2) ◽  
pp. 220-236
Author(s):  
Scott B. Dust ◽  
Peng Wang ◽  
Lei Lai
Keyword(s):  
Career Satisfaction ◽  
Negative Relationship ◽  
Supervisor Support ◽  
Early Career ◽  
Career Stage ◽  
Older Employees ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Time Demands

This study explores how age and career stage affect receptivity to supervisor support using a multi-wave field sample of 528 employees. Following conservation of resources theory, we suggest that for early-career employees, supervisor support will more strongly mitigate the negative relationship between time demands and satisfaction with work–family balance and career satisfaction. We argue, however, that prior research overlooks a demographic with unique resource valuations: older, early-career employees. We therefore hypothesize and test two-way and three-way interactions of time demands, supervisor support, and career stage on satisfaction with work–family balance and career satisfaction. Our findings illustrate that early-stage employees were more receptive to the buffering impact of supervisor support. Additionally, for early-career employees, older employees compared to younger employees were more receptive to the buffering impact of supervisor support with regard to satisfaction with work–family balance and less receptive with regard to career satisfaction.

scholarly journals The Association of Job and Family Resources and Demands with Life Satisfaction through Work–Family Balance: A Longitudinal Study among Italian Schoolteachers during the COVID-19 Pandemic

2021 ◽  
Vol 11 (10) ◽  
pp. 136
Author(s):  
Alfonso Landolfi ◽  
Massimiliano Barattucci ◽  
Assunta De Rosa ◽  
Alessandro Lo Presti
Keyword(s):  
Life Satisfaction ◽  
Family Support ◽  
Structural Equation ◽  
Supervisor Support ◽  
Work And Family ◽  
Job Control ◽  
Equation Modeling ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Successfully balancing between work and family domains represents a major issue to both employees and employers, especially during COVID-19 pandemic times during which employees are often forced to work from a distance and turn to home-schooling. An occupational group particularly affected by work changes due to COVID-19 pandemic restrictions is represented by schoolteachers. We aimed at examining the associations between some job-related and family-related antecedents on the one hand and, on the other, life satisfaction as an outcome, including work–family balance as a mediator. A total of 357 Italian teachers completed a questionnaire at two different times: job control, coworkers support, supervisor support, workload, family support, and family workload were assessed at Time 1; and work–family balance and life satisfaction were assessed at Time 2. Both data collections were performed during the COVID-19 pandemic. The hypothesized direct and indirect relationships were tested by utilizing structural equation modeling. Significant and positive indirect effects of focal predictors towards life satisfaction through work–family balance were found for job control, supervisor support, and family support. The paper contributed to the literature by testing Grzywacz and Carlson’s theoretical conceptualization of work–family balance and by attempting to delineate its repertoire of potential antecedents among schoolteachers. From a practical point of view, the present study emphasizes the crucial role that certain job antecedents and family antecedents play in promoting teachers’ work–family balance and life satisfaction.

scholarly journals Paths to Explain Employee Job Satisfaction. A Fuzzy-Set Analysis

2018 ◽  
Vol 1 (1) ◽  
pp. 569-576 ◽  
Author(s):  
Magdalena Gębczyńska ◽  
Anna Kwiotkowska
Keyword(s):  
Job Satisfaction ◽  
Fuzzy Set ◽  
Small And Medium Enterprises ◽  
Qualitative Comparative Analysis ◽  
Supervisor Support ◽  
Job Security ◽  
Employee Job Satisfaction ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Abstract Job satisfaction is one of the most researched topics in management literature taking into consideration the fact that it has been found out that this concept has many practical implications in the workplace. Job satisfaction is very complex phenomenon which is influenced by numerous factors. Previous studies provide a partial view of job satisfaction, because they are usually focused on the relationship between a single factor and job satisfaction, without taking a global view to indicate how different factors simultaneously affect job satisfaction. The purpose of this paper is to investigate how different factors such as: work family balance, teamwork, personal environment fit, job security and supervisor support simultaneously influence job satisfactions. The sample of the study includes employees of Polish small and medium enterprises (SMEs). Fuzzy-set qualitative comparative analysis is used to analyze data collected in surveys from 274 employees. The results contribute to research on job satisfaction by outlining several combinations of factors which create a paths to explain employee job satisfaction: (1) teamwork and supervisor support, (2) personal environment fit, job security and supervisor support with absence of work family balance, (3) work family balance, job security and supervisor support.

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