Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support

McCarthy, Alma; Cleveland, Jeanette N.; Hunter, Samuel T.; Darcy, Colette; Grady, Geraldine

doi:10.1080/09585192.2012.709189

Cited by 90 publications

(84 citation statements)

References 66 publications

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“…First, supervisor supportiveness of work-life balance practices has been shown to positively affect employees' uptake of such programs and related outcomes (e.g., job satisfaction; McCarthy et al, 2013). Supervisor support of work-family integration is a stronger negative predictor of work-family conflict than general supervisor support (Kossek et al, 2011).…”

Section: Conservation Of Resourcesmentioning

confidence: 99%

Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?

2016

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The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. AbstractThis research contributes to an improved understanding of authentic leadership at the work-life interface. We build on conservation of resources theory to develop a leader-follower crossover model of the impact of authentic leadership on followers' job satisfaction through leaders' and followers' work-life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve a positive work-life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study (N = 121) and an experimental study (N = 154) generally supported indirect effects linking authentic leadership to job satisfaction through work-life balance perceptions. However, both studies highlighted the relevance of followers' own work-life balance as a mediator more so than the sequence of leaders' and followers' work-life balance.We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work-life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees' well-being as well as avenues for future research.

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Section: Conservation Of Resourcesmentioning

confidence: 99%

Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?

2016

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“…Furthermore, those who are responsible for human resource management (HRM) must ensure the implementation and monitoring of WLB initiatives. This would lead to good WLB with consequent well-being and satisfaction, which would increase employee morale and high performance (Hammer et al, 2011;Butts et al, 2013;McCarthy et al, 2013) and productivity.…”

Section: Research Implicationsmentioning

confidence: 99%

Exploring the implications of the influence of organisational culture on work-life balance practices

Adisa

Mordi

Osabutey

2017

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Purpose -Whilst significant evidence of western work-life balance (WLB) challenges exists, studies that explore Sub-Saharan Africa (SSA) are scarce. This article explores how organisational culture in Nigerian medical organisations influences doctors' WLB and examines the implications of supportive and unsupportive cultures on doctors' WLB.Methodology -The paper uses qualitative data gleaned from semi-structured interviews of 60 medical doctors across the six geo-political zones of Nigeria in order to elicit WLB challenges within the context of organisational culture.Findings -The findings show that organisational culture strongly influences employees' abilities to use WLB policies. Unsupportive culture resulting from a lack of support from managers, supervisors, and colleagues together with long working hours influenced by shift-work patterns, a required physical presence in the workplace, and organisational time expectations exacerbate the challenges that Nigerian medical doctors face in coping with work demands and non-work related responsibilities. Our findings emphasise how ICT and institutions also influence WLB.Originality/value -The paper addresses the under-researched SSA context of WLB and emphasises how human resource management policies and practices are influenced by the complex interaction of organisational, cultural, and institutional settings.

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“…Although there are discrepancies within the literature regarding the strength of the association between supervisor support and TI, evidence suggests that supervisor support could impact employees' intention to leave. For nurses, receiving support by expressions of respect and recognition by the nurse manager can be more important than financial rewards (9). Supervisor support is an innovative approach with promising potentials; though, this systematic literature review suggests that there is much to be learned regarding how supervisory support can function as a tool to reduce TI.…”

Section: Discussionmentioning

confidence: 99%

“…Proximal support focuses on the ways in which employees perceive support from their immediate supervisors. Distal support occurs at the organizational level and focuses on availability of policies and programs that promote support to employees generally [9]. This review will focus on proximal support or supervisor support.…”

Section: Background and Purposementioning

confidence: 99%

The Influence of Supervisor Support on Nurses’ Turnover Intention

Alshutwi¹

2017

Health Syst Policy Res

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Maintaining adequate nursing staff is a real challenge that many healthcare organizations are facing. Many factors have been identified to positively influence the reduction of turnover intention among. A comprehensive search was conducted in 2016 to review six databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and PsycINFO using a combination of keywords.All 12 studies included in the review consistently found a negative association between supervisor support and turnover intention. However, there were variations in the strength of this association. This systematic review points to the potential of decreasing turnover intention by improving supervisors' support behaviors. Although there are discrepancies within the literature regarding the strength of the association between supervisor support and turnover intention, evidence suggests that supervisor support could impact employees' turnover intention and thus actual turnover. Further research to evaluate the effectiveness of supervisor support on turnover intention is highly recommended, including interventional studies. Support in the workplace could be seen as a serious resource for reducing nursing turnover. Nursing supervisor and managers are encouraged to improve their supportive behaviors. Nursing policies are needed to promote supervisor supportive behaviors such as training programs and workshops. In addition to the direct effect on turnover, the PSS has an indirect effect on the TI. Researchers have suggested that the relationship between PSS and TI is mediated through other factors such as job satisfaction [12], and perceived organizational support [11]. MethodThe five steps for conducting a systematic review was adopted [13]. These steps include (a) framing questions, (b) identifying relevant studies, (c) assessing the quality (d) summarizing the evidence, and (e) interpreting the findings. Electronic databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and Psyc info were searched using a combination of keywords; Supervisor Support OR Supportive supervisions, and Turnover Intention OR Intention to quit. References of all included studies were searched manually for additional studies. The inclusion criteria for the studies were: (a) published in English language between 1995 and 2016, and (b) reported the associated between supervisor support and TI.To assure the quality of the systematic review, the Effective Public Health Practice Project (EPHPP) Quality Assessment Tool for Quantitative Studies [14] was used to assess each of the studies. Based on the tool's standard criteria, each component was rated as 'strong', 'moderate' or 'weak'. Each study was evaluated separately using this tool. An overall quality rating was determined based on review of all the component ratings. Studies with an overall rating of strong and moderate were included. Studies with an overall rating of weak were excluded from this review ResultsIn...

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Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support

Cited by 90 publications

References 66 publications

Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?

Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?

Exploring the implications of the influence of organisational culture on work-life balance practices

The Influence of Supervisor Support on Nurses’ Turnover Intention

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