Family‐supportive organisational culture, work–family balance satisfaction and government effectiveness: Evidence from four countries

Abstract

This study examines the extent to which perceptions of family-friendly organisational culture relate to employees' satisfaction with work-family balance (SATWFB) and how this, in turn, associates with their turnover intentions (TIs). Furthermore, we explore the extent to which employee experiences of different levels of government effectiveness (GE; high, medium and low) moderate these associations.Drawing on the work-home resources (W-HR) model, we test our hypotheses with a sample of 1185 employees drawn from countries with substantially different levels of GE-Nigeria, the Philippines, Guatemala and Spain. Our results show that employees' perceptions of SATWFB mediate the relationship between the two dimensions of family-friendly organisational culture and TIs of employees. This mediation

Personal characteristics of wives of law enforcement officers as predictors of the formation of the psychological climate in the family system

“…et al, in a review study of the work-family balance problem, emphasizes that those who are satisfied with their workfamily balance can effectively allocate resources between work and family, while experiencing a sense of independence and a positive side effect [18]. Similar results were obtained by Heras, M. L., Rofcanin Y. et al and expanded in connection with satisfaction with the balance of family-work-organizational culture-efficiency of public administration [19].…”

Influence of Border-Keepers’ Support on Work-Family Enrichment of Preschool Teachers in China: The Mediating Role of Work-Family Boundary Flexibility

“…According to work-home resource theory (W-HR) ( ten Brummelhuis and Bakker, 2012 ), enrichment is described as a process of resource accumulation: work and family resources increase personal resources, which in turn can be used to improve family and work outcomes ( Heras et al, 2021 ). W-HR model also explains how conditional factors such as personality, personal coping strategies, culture, general wealth conditions, public policies, trade unions, cultural norms on participation in work and social equality affect the occurrence of work-family conflicts and enrichment.…”

“…Family-supported organizational culture can provide individuals with a more flexible working environment and meet the individual family needs, which has a good impact on individual emotions and realizes work-family enrichment ( Wayne et al, 2006 ). Family-friendly organizational culture may provide resources, making employees feel valued, reducing employees’ stress and willingness to leave, thus accumulating personal resources and realizing mutual facilitation between work and family fields ( Heras et al, 2021 ).…”

“…Finally, previous research shows that supervisor support is positively related to work-family enrichment ( Bhargava and Baral, 2009 ; Odle-Dusseau et al, 2012 ; Bansal and Agarwal, 2020 ). In recent years, POS (perceived organizational support) has been proposed to distinguish between objective existence and subjective perception of organizational support, and POS is the result of objective working conditions (such as training) ( Heras et al, 2021 ). Zhang et al (2012) pointed out that the perceived service-oriented leadership level of individuals is significantly related to work-family enrichment, and the work environment that allows sharing and communication of family problems is also closely related to the generation of work-family enrichment ( Zhang et al, 2012 ).…”

“… Zhang et al (2012) pointed out that the perceived service-oriented leadership level of individuals is significantly related to work-family enrichment, and the work environment that allows sharing and communication of family problems is also closely related to the generation of work-family enrichment ( Zhang et al, 2012 ). Perceived organizational support creates resources for employees, promoting employees’ organizational identity and sense of value ( Nicklin and McNall, 2013 ; Heras et al, 2021 ).…”