When and how Workplace Social Support Improves Family Performance

Kumar, Aneel; Channa, Khalil Ahmed; Bhutto, Niaz Ahmed

doi:10.1007/s11482-018-9647-7

Cited by 4 publications

(2 citation statements)

References 29 publications

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“…Studies on social support typically distinguish between instrumental and emotional social support (see, e.g., Kumar et al 2019). Emotional support involves people making themselves available to listen, to care, to sympathize, to provide reassurance, and to make one feel valued, loved, and cared for.…”

Section: Social Support As a Mechanismmentioning

confidence: 99%

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

Bernhardt

Bünning

2021

Applied Research Quality Life

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This study analyzes how an unsupportive organizational work-family culture experienced by one employed parent at work can cross over to their partner and reduce the latter’s satisfaction with work-family balance (WFBS). Workplace cultures that are structured around the “ideal worker” norm have enormous and often detrimental impacts on parents’ abilities to manage work and family roles. Drawing on crossover theory, we argue that these kinds of unsupportive work-family cultures have adverse consequences, not only for working parents but also for their partners. We hypothesize that if one partner experiences an unsupportive work-family culture, they can provide less instrumental and emotional support to the other partner, which reduces the other partner’s WFBS. We use a unique dataset of 556 dual-earner couples with young children surveyed in Germany in 2015 and perform multivariate regression analysis and structural equation modelling. We find robust evidence that mothers were less satisfied with work-family balance if fathers reported an unsupportive work-family culture in their organization. There was only weak evidence, however, for crossover between an unsupportive work-family culture at the mother’s workplace and the father’s WFBS. Mediation analysis suggests that these associations were transmitted in part through reduced emotional support, whereas instrumental support did not appear to play a role. The findings lend support to the argument that an unsupportive work-family culture in one parent’s workplace reduces the emotional support they provide to their partner, which reduces the partner’s WFBS.

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Section: Social Support As a Mechanismmentioning

confidence: 99%

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

Bernhardt

Bünning

2021

Applied Research Quality Life

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“…Moreover, organizations in developing and Asian countries are juggling multi-dimensional challenges such as global competition, pressure because of limited resources, sustaining competitive advantage and customer loyalty. Employees’ WFB practices as HR policy are either neglected (Farooqui and Ahmed, 2013) or at the infancy stage (Kumar et al , 2019).…”

Section: Introductionmentioning

confidence: 99%

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

Bashir

Bhutta

Bari

et al. 2021

IJOA

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Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

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Between Work Conditions and Job Outcomes: Testing a Nomological Network of Life Satisfaction

Kim

Chai

Kim

et al. 2021

Applied Research Quality Life

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When and how Workplace Social Support Improves Family Performance

Cited by 4 publications

References 29 publications

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

The Long Arm of an Unsupportive Work-Family Culture in Work Organizations: Crossover to the Partner’s Work-Family Balance Satisfaction in Dual-Earner Couples

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

Between Work Conditions and Job Outcomes: Testing a Nomological Network of Life Satisfaction

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