A Structural Analysis of the Factors Affecting Career Development Activities of Married

The Influences of Supportive Leadership and Family Social Support on Female Managers’ Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family

“…However, previous studies have investigated whether positive spillover between work and family is related to individual's higher life satisfaction or career success rather than organizational effectiveness [23,24]. In addition, previous literature [19,22] did not uncover how supervisory and family support could lead to female managers' higher level of organizational effectiveness. Therefore, further research that examines in what social context it would be effective to increase organizational effectiveness of female managers is required, using positive spillover between work and family based on work-family spillover theory from the perspective of human resource development.…”

“…Meanwhile, sharing family obligations such as child rearing and housework is an important component of instrumental support in families. Accordingly, emotional and instrumental support from family members help working mothers become more immersed in organizations and more engaged with their roles [ 19 ]. Put another way, to harmonize their work and family lives, female managers need consideration and support in their family relationships.…”

“…Kim and Han [ 22 ] showed that work-family conflicts negatively impact married female managers’ job satisfaction, while work-family enrichment positively impacts their job satisfaction and organizational commitment [ 22 ]. Koo et al [ 19 ] also found that work-family balance combined with supervisory support and horizontal organizational culture increases working mothers’ organizational commitment.…”