Family Contributions to Work Commitment

Orthner, Dennis K.; Pittman, Joe F.

doi:10.2307/352043

Cited by 102 publications

(62 citation statements)

References 12 publications

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“…A more indirect commitment to the organization can be gained from the family. Orthner and Pittman (1986) proved their hypothesis that, as the perception of organizational support for families increases, family support for the organization will increase. This makes the family an important ally to the organization in garnering commitment from the worker.…”

Section: Figure 1: Work and Family Overlapmentioning

confidence: 93%

Work-Family Attitudes and Beliefs: Implications for Future Air Force Officers

Johnson¹

2001

PsycEXTRA Dataset

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The public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing the burden, to Department of Defense, Washington Headquarters Services, Directorate for Information Operations and Reports (0704-01881, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid OMB control number.

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Section: Figure 1: Work and Family Overlapmentioning

confidence: 93%

Work-Family Attitudes and Beliefs: Implications for Future Air Force Officers

Johnson¹

2001

PsycEXTRA Dataset

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“…That is, the organization offers direct support programs to the employee and to their family members. Some have argued that comprehensive support programs may gamer the family's support as an ally and increase the Service member's job commitment (Orthner & Pittman, 1986). In fact, Rosenberg (1994) found that Army spouses who perceived the institution as caring, supportive, and concerned about the military family experienced higher levels of psychological well being and satisfaction with military life.…”

Section: Literature Review Family Influences On Member Satisfaction mentioning

confidence: 99%

“…It should be noted that both individual characteristics (e.g., Kelley et al, 2001) and family factors influence worker effectiveness, job commitment, and retention (e.g., see Edwards & Rothbard, 2000 for a review; Etheridge, 1989;Griffeth, Hom, & Gaertner, 2000;Lee, Carswell, & Allen, 2000;Orthner & Pittman, 1986). As our understanding of the inter-relatedness of work and family has increased, both private and public organizations have begun providing an increasing array of services to employees and their families.…”

Section: Incidence Of Child Maltreatment In Military Familiesmentioning

confidence: 99%

“…In fact, the available literature indicates that family-supportive programs and policies positively impact the commitment of the family as well as the Service member's productivity, morale, job satisfaction, time spent on the job, and job commitment (Bourg & Segal, 1999;Kerce, Sheposh, & Knapp, 1999). For instance, in a study of 751 married Air Force personnel, Orthner and Pittman (1986) reported that positive program exposure determined perceived organizational support, family support for a military career, and job commitment. Positive program exposure was assessed by (a) the presence of an FFSC on the base where the family resided, (b) knowledge of family programs, and (c) satisfaction with family programs.…”

Section: Literature Review Family Influences On Member Satisfaction mentioning

confidence: 99%

“…Military leaders recognize the importance that family life has on job performance and retainability of the military member (e.g., Bell, Stevens, & Segal, 1996;Bowen, 1989;Reilly, 1994;Schumm & Bell, 2000). In fact, both spouse and family support for the military member's career have been related to Service member job performance, job commitment, military career decisions, and re-enlistment intentions (e.g.. Archer & Cauthome, 1986;Bowen, 1986;Grace & Steiner, 1978;Griffeth, Rakoff, & Helms, 1992;Orthner, 1990;Orthner & Pittman, 1986;Reilly, 1994;Segal & Harris, 1993;Zirk, McTeigue, Wilson, Adelman, & Pliske, 1987). For instance, among military men, family-related stress increased the likelihood of lower job functioning (Bray, Camlin, Fairbank, Dunteman, & Wheeless, 2001).…”

Section: Literature Review Family Influences On Member Satisfaction mentioning

confidence: 99%

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Evaluation of Navy Counseling and Advocacy Programs: Relating Programs to Readiness and Retention

Schwerin¹,

Kelley²,

Farrar³

et al. 2003

PsycEXTRA Dataset

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden to Department of Defense, Washington Headquarters Services, Directorate for Infonnation Operations and Reports (0704-0188), 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid 0MB control number. PLEASE DO NOT RETURN YOUR FORM TO THE ABOVE ADDRESS. REPORT DATE (DD-MM-YYYY) PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) AND ADDRESS(ES)Navy Personnel Research, Studies, and Technology Navy Personnel Command 5720 Integrity Drive MiUington, TN 38055-1000 PERFORMING ORGANIZATION REPORT NUMBERNPRST-TN-03-9 SPONSORING / MONITORING AGENCY NAME(S) AND ADDRESS(ES)Navy Personnel Command Assistant Commander Navy Personnel Command for Personal Readiness and Community Support (PERS-661) 5720 Integrity Drive MiUington, TN 38055-1000 SPONSOR/MONITOR'S ACRONYM(S) SPONSOR/MONITOR'S REPORT NUMBER(S) DISTRIBUTION / AVAILABILITY STATEMENTA -Approved for public release; distribution is unlimited ABSTRACTQuality of life (QOL) programs represent a significant investment by the military. Policy-makers need data that will enable them to determine whether QOL programs contribute to positive perceptions of Navy life and impact military outcomes. In the initial phase of this project (see Schwerin, Michael, Glaser, & Uriell, 2001, a QOL assessment system and methodology were developed that could be applied to all Navy QOL programs. The present report evaluates the survey data collected on two QOL programs: New Parent Support Program (NPSP) and the Sexual Assault Victim Intervention (SAVI) program. Surveys were administered to NPSP and SAVI program users at sites Navy-wide. Program quality generally exceeded patrons' expectations and patrons believed the programs met the program specific objectives, the overarching Reasons for Being (RFB) program goals, and Navy organizational objectives. In addition, QOL, Readiness, and the program's contribution to the Service members' Intention to Remain in the military were predicted by various RFB objectives and program quality; however, these variables had less impact on overall Career Intentions. Previous research conducted by NPRST led to the development of a quality of life (QOL) program assessment system and methodology that focused on Sailor perceptions of the effectiveness of QOL programs both at the program-specific level and at a higher-order levelhow well did these programs meet patron QOL needs. Examining QOL programs at this level allow...

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Crowding Out Reciprocity between Working Parents and Companies with Corporate Childcare

Feierabend

Staffelbach

2015

Hum Resour Manage

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When the government and companies invest in childcare, both do it with good intentions. While politicians have the intention of enhancing fertility and wellbeing of families, employers expect positive responses from working parents based on the norm of reciprocity. Since industrialized countries increase public family support year by year, the question arises as to whether this may trigger unanticipated consequences. If both the state and companies invest in substitutive services, they might unintentionally spark competition. Therefore, the aim of this study is to examine whether public childcare may "crowd out" the reciprocity effects of corporate childcare on working parents. In Switzerland, state family policies vary among the 26 cantons, so we are able to compare cantons with a high and low number of cantonal childcare services. Using survey data taken from 414 working parents living in different Swiss cantons, we examined whether public childcare affects organizational-related responses of working parents. First, our results support the expected level of reciprocity: working parents in companies with their own childcare services show higher organizational commitment than parents in companies without this support. Second, we fi nd evidence for a crowding-out effect: in family-supportive cantons with numerous public childcare services, working parents' commitment to companies with their own childcare services is lower than in less family-friendly cantons. This fi nding reignites an old economic debate on the crowding out of voluntary private investments due to governmental policies.

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Family Contributions to Work Commitment

Cited by 102 publications

References 12 publications

Work-Family Attitudes and Beliefs: Implications for Future Air Force Officers

Work-Family Attitudes and Beliefs: Implications for Future Air Force Officers

Evaluation of Navy Counseling and Advocacy Programs: Relating Programs to Readiness and Retention

Crowding Out Reciprocity between Working Parents and Companies with Corporate Childcare

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