Impact of family-supportive work variables on work-family conflict and strain: A control perspective.

Abstract

The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of workfamily conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life.

Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment

“…Workplace social support is often associated to Perceived Organizational Support (POS) (Eisenberger, Huntington, Hutchinson & Sowa, 1986) or Leader-Member eXchange (LMX) (Dienesh & Liden, 1986). While Thomas and Ganster (1995) …”

“…well-being and affective commitment (Coyle-Shapiro & Kessler, Kossek & Oseki, 1998;Thomas & Ganster, 1995), the character of these types of support still have to be clarified by researchers in Management Science considering the complexity of the definitions (Hupcey, 1998). In addition, and as an operational consequence, the reliability and the validity of social support scales are sometimes weak, sometimes unknown, and sometimes even absent (Beauregard & Dumont, 1996).…”

Work - Family Conflict and Stress: Evidence from Malaysia

“…Work -family conflict has been defined as a mutual incompatibility between the demands of the work role and demand of the family role [10], [11]. Juggling work and family responsibilities is a common experience for many employees [12], [13].…”

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

“…They can have both a negative and positive effect on employee productivity, health and well-being [see 5 for a review]. For example, supervisor support is associated with increased productivity [6], lower sickness absence [7], a decrease in risk for future depression [8] and lower turnover intentions [9]. Conversely, poor manager-employee relationships and lack of line manager support is reported as a common source of stress and low well-being among employees [5,10].…”