Family-friendly policies, supervisor support and job satisfaction: mediating effect of work-family conflict

Abstract

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 Influence of Work-Family Conflict and Reward on Job Satisfaction and Job Performance in Footwear Manufacture, Tangerang

“…As indicated in Table 4, original sample value (-0.306), T-statistics value (1.969 > 1.96) and p-value (0.05 = 0.05), hence supported H1. This result is consistent with previous research by Yadav & Sharma (2021); Survival & Dewi (2013);and Martinez-Sanchez et al, (2018) with conclusion that family-friendly policies are important to help employee reduce their family issue dealing with work issue.…”

“…therefore, H2 is not supported. The findings also consistent with previous study by Yadav & Sharma (2021); Bae & Yang (2017) with stated that family-friendly policies have disadvantage, with findings that busy schedule can produce a negative effect on work satisfaction in terms of the type of work environment at home.…”

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

“…Some researchers found that the time-sharing ratio between work and family is a critical determinant of attaining balance (Lonska et al. , 2021; Thilagavathy and Geetha, 2021; Yadav and Sharma, 2021). Once an employee can find a balance between work and life, there will be spillover effects on the organization regarding superior performance (Huang et al.…”

Family-Friendly HRM Policy in Kepulauan Riau, Indonesia

“…Other studies have shown that FFP also reduces work-family conflict [12][13][14][15][16][17]. [17] stated that FFP could reduce work-family conflict because of promotes working parents to be mindful both in the workplace and at home.…”