Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Abstract

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes.

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

“…Thus, FSSB provides employees a means to better manage competing work and family demands and is especially relevant in the context of the demands of workplace aggression. Supervisors that proactively provide work–nonwork-specific support meet their employees’ need to replenish resources within and outside the work domain (Hammer et al 2015). …”

Workplace flexibility and organisational citizenship behaviour: an investigation of the mediating role of engagement and moderating role of perceived fairness

“…However, few theoretical or empirical observations exist regarding the perception of organisational justice and counterproductive work behaviours with OCB (Hammer et al, 2016). Our study expanded research in this area in several ways.…”

“…Researchers found that providing flexible work arrangements benefits group processes (Chiu and Ng, 2001;Van Dyne et al, 2007), promotes work satisfaction (Clark, 2001), and results in better employer-employee relationship (Anand et al, 2010). Additionally, it also benefits the organisation in terms of safety compliance (Hammer et al, 2016), organisational performance, and organisational citizenship behaviour (OCB) (Lambert, 2000;Sun et al, 2007).…”

The effects of a cluster randomized controlled workplace intervention on sleep and work-family conflict outcomes in an extended care setting

“…Results), was designed to increase employees’ control over their work and work time and increase family supportive supervisor behavior within a 4-month organizational change process. The intervention was previously evaluated in an information technology firm for safety and performance outcomes 31 , employee well-being 32 and sleep outcomes 18 and employees’ child sleep outcomes 33 . This workplace intervention was customized and implemented in the extended care industry 34 to consist of facilitator-led sessions and activities for both employees and managers to help transition them from a time-base to a result-based work culture.…”