Purpose The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work-family conflict as a mediator. Design/methodology/approach Primary data were collected from 369 employees working in different organizations from the service sector in India. Smart PLS software was used to perform partial least square structural equational modeling. Findings The result confirms that both family-friendly policies and supervisor support negatively influences the work-family conflict. Also, work-family conflict partially mediates between family-friendly policies and job satisfaction as well as between supervisor support and job satisfaction. Also, supervisor support directly influences the job satisfaction of the employees. Research limitations/implications Management needs to know the relevance of work-life policies and supervisor support to increase job satisfaction and reduce employees’ work-family conflict. Results will be useful for implementing family-friendly policies and designing training courses for the supervisors. This will make the workplace more family-friendly. Originality/value This study creates value for the employees in meeting their family obligations by reducing their work-family conflict. Organizations are benefited by attracting positive outcomes like satisfied employees, which will, in turn, lead to a more productive and happier workforce. Studies examining the influence of these policies and supervisory support on job satisfaction with work-family conflict as the mediating variable are difficult to find in the Indian context.
The present study investigates the effect of supervisor support and co-worker support on employees' organizational commitment by incorporating the role of work-family conflict as a mediator. Primary data were collected from 353 employees working in the service sector of India. Partial least square structural equational modelling in Smart PLS software was used for analysis. Results confirm that supervisor support significantly influences the organizational commitment of the employees. Work-family conflict act as a mediator between the relationship of supervisor support and organizational commitment. There is no significant effect of co-worker support on organizational commitment. Work-family conflict does not mediate between the relationship of co-worker support and organizational commitment. This study explains the importance of supportiveness from the supervisor in an industrializing country like India. It also provides an insight to the management in realizing the need to provide sensitivity training to the supervisors and the fact that special attention should be given while hiring the supervisors. This research will be useful to the management, researchers, policymakers, and society at large.
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