Supervisor Status, Health and Organizational Commitment: Mediating Role of Support and Family-friendly Policies among Information Technology Professionals in India

Abstract

The purpose of this investigation was to examine the relationship between supervisor status on employees' health and organizational commitment as well as to assess the mediating role of supervisor support and the availability and use of family-friendly policies among Information Technology (IT) professionals in India. Using snowball technique, 359 IT professionals were surveyed from four cities in South and Western India. Structural equation modeling was done and in the initial model, supervisor status was related to organizational commitment, but not employees' health. The non-significant path was removed and the mediating variables were then included in the model. The model fit improved and was determined to be a good fit to the data. Supervisor status directly impacted two of the mediating variables-supervisor support and employees' knowledge of family-friendly policies. The direct impact of supervisor status on employees' organizational commitment was partially mediated by supervisor support. Moreover, supervisor support also directly impacted employees' knowledge of family-friendly policies and employees' organizational commitment. Employees' knowledge of family-friendly policies directly impacted employees' use of family-friendly policies and indirectly mediated the impact of supervisor status on employees' use of family-friendly policies and the impact of supervisor support on policy use. Employees' use of family-friendly policies directly and positively impacted employees' health, and indirectly mediated the impact of employees' knowledge of family-friendly policies on employees' health.

Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways”

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How the need for “leisure benefit systems” as a “resource passageways” moderates the effect of work-leisure conflict on job burnout and intention to leave: A study in the hotel industry in Quebec

“…Introducing family friendly policies is not only important to decrease work-family conflict, but also job stress (Ramadoss & Lape, 2014). For example, schedule flexibility improves psychological wellbeing (Greenhaus & Allen, 2011), facilitates the management of life demands, and reduces work-family conflict which, in turn, leads to fewer illnesses (Grzywacz & Tucker, 2008).…”

A Proposed Serial Multiple Mediation Model for Perceived Organizational Support and Organizational Commitment among Klang Valley Blue-Collar Manufacturing Employees

“…It is the combination of organizational support theory and social exchange theory. Perceived organizational support is heavily reliant on employees' interpretations of the organization's motivations for giving them favorable or bad treatment based on the organizational support theory (Allen et al, 2003;Eisenberger et al, 1986;Ramadoss & Lape, 2014;Wayne et al, 2017). As a result, perceived organizational support triggers a social exchange process in which employees feel bound to assist the organization in achieving its aims and objectives, with the expectation that more efforts on behalf of the organization will result in bigger benefits (Dugan & Peinovich, 2006).…”