Family-Friendly Policies, Supervisor Support, Work?Family Conflict, Family?Work Conflict, and Satisfaction: A Test of a Conceptual Model

Making the link between work-life balance practices and organizational performance

“…In a study of male executives, Judge, Boudreau & Bretz (1994) rated the work-family policies available to these employees and found that more comprehensive benefits were associated with lower work-to-life conflict, but not life-to-work conflict. Thompson, Beauvais and Lyness (1999) also found a significant, negative association between the availability of work-life practices and work-to-life conflict, while Frye and Breaugh (2004) identified a negative relationship between perceptions of the usefulness of organizational work-life practices and work-to-life conflict. A number of researchers have found that use of flexible working hours is associated with lower levels of workto-life conflict (Anderson, Coffey, & Byerly, 2002;Hill et al, 2001) and nondirectional work-life conflict (Lee & Duxbury, 1998;Saltzstein et al, 2001).…”

Work-life balance policy and practice: Understanding line manager attitudes and behaviors

“…Line managers who are supportive of WLB tend to advance the WLB policies and practices in the organization and they contribute significantly to the WLB culture. WLB-supportive environments are characterized by line managers who are supportive of employees' personal life concerns (Breaugh & Frye, 2007;Lapierre et al, 2008;Thomas & Ganster, 1995;Thompson et al, 2004), the existence of a range and choice of WLB programs (Frye & Breaugh, 2004;Wang & Walumbwa, 2007), and a climate where employees are encouraged to utilize WLB policies and programs (Allen, 2001;Carr, Schmidt, Ford, & DeShon, 2003;Thompson et al, 1999;Warren & Johnson, 1995;Wise, 2005).…”

Gelişim Kültürü Ve Lider Desteğinin Yenilikçi Davranış Ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü

“…(Carlson ve Perrewe, 1999;Thomas ve Ganster, 1995;Warren ve Johnson, 1995). Frye ve Breaugh (2004) tarafında yapılan araştırmada, lider desteğinin iş-aile çatışmasını negatif ve anlamlı olarak etkilediği tespit edilmiştir.…”