Work/Family Benefits: Variables Related to Employees' Fairness Perceptions

Parker, Lauren; Allen, Tammy D.

doi:10.1006/jvbe.2000.1773

Cited by 98 publications

(67 citation statements)

References 27 publications

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“…Previous studies have reported that this organizational focus leads to feelings of exclusion and unfairness among single employees and employees without children (Grandey, 2001;Grover, 1991;Young, 1999). This, in turn, may result in increased turnover intention and job dissatisfaction among these employees (Parker & Allen, 2001). Moreover, singles and employees without children may face other demands in their personal lives than dualearner couples with children, including volunteer work or an active involvement in leisure pursuits.…”

Section: Introductionmentioning

confidence: 99%

Effective work‐life balance support for various household structures

Brummelhuis

Lippe

2010

Human Resource Management

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Section: Introductionmentioning

confidence: 99%

Effective work‐life balance support for various household structures

Brummelhuis

Lippe

2010

Human Resource Management

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“…Studies also indicate that women are more likely to use work-family policies and benefits than men (Greenberger, Goldberg, Hamill, O'Neil, & et al, 1989;Thompson et al, 1999). Additionally, Parker and Allen (2001) found that female employees and employees who had used work-family policies and benefits in the past rated work-family policies and benefits as more fair than male employees. Grover (1991) also found that female faculty perceived a paid parental leave policy to be more fair than male faculty.…”

Section: Previous Research On the Predictors Of Supervisor Support Sumentioning

confidence: 98%

“…Productivity maintenance plan was measured using five items adapted for supervisors from an employee scale developed by Parker and Allen (2001). A list of the items can be found in Appendix B.…”

Section: Supervisor Level Variablesmentioning

confidence: 99%

A Multi-Level Study of the Predictors of Family-Supportive Supervision

Hanson¹

2000

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There is a growing awareness that informal supports such as family-supportive supervision are critical in assuring the success of work-life policies and benefits.Furthermore, it is believed that family-supportive supervision may have positive effects regardless of the number or quality of work-life polices and benefits an organization has in place. Given this recognition, work-life experts have emphasized the need for supervisor training to increase family-supportive supervision. To date however, there has been a paucity of research on the predictors of family-supportive supervision which could be used as the target of such a training intervention. This dissertation had three major aims: 1) to investigate which supervisor-level (e.g., reward system, productivity maintenance, salience of changing workforce, belief in business case, awareness of organizational policies and benefits, role-modeling) and employee-level (e.g., support sought) factors are most strongly related to familysupportive supervision; 2) to explore whether supervisor factors moderate the relationship between support sought and family-supportive supervision; 3) and to use a multilevel design to confirm the association between family-supportive supervision and work-family conflict. This study used a cross-sectional, two-level (e.g., supervisor, and employee) hierarchical design. The data were collected from supervisors (Nurse Managers N=67) and employees (Nurses N=757) at five hospitals in the Pacific Northwest. All of the major analyses were conducted using multi-level ii regression in HLM. The results indicated that family-supportive supervision was higher for employees who worked for managers with a stronger belief in the business case and for employees who sought support. None of the other supervisor-level factors were found to be significant predictors of family supportive supervision. There was no evidence that supervisor-level factors moderated that relationship between support sought and family-supportive supervision. Higher levels of family-supportive supervision were related to lower work-to-family conflict. These findings suggest that organizations seeking to reduce work-family conflict and increase family supportive supervision should consider intervening at multiple levels. This dissertation reviews a rich body of evidence demonstrating the business case for offering work-life supports that could serve as a starting point for developing a training to increase supervisors' belief in the business case. In addition, strategies for organizations to increase support seeking, which has been shown to be an important coping mechanism, are discussed.The multi-level design of this dissertation also contributes to the literature by demonstrating that the largest proportion of variability in family-supportive supervision is at the employee-level. This finding suggests the importance of measuring family-supportive supervision at the employee-level and suggests that future research should focus on the employee-level predictors of family-su...

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“…Gautas rezultatas yra ypač reikšmingas atsižvelgiant į tai, kad sprendimo palankumas svarbus teisingumo vertinimui neatsižvel-giant į teisingumo taisykles. Tai atitinka rezultatus tyrimų, rodančių suvokiamo veiklos vertinimo (Stoffey & Reilly, 1997), darbo užmokesčio (Folger & Konovsky, 1989), papildomo atlygio (Parker & Allen, 2001), tobulėjimo galimybių (Kuvaas, 2008) teisingumo priklausomybę nuo atitinkamo sprendimo naudingumo darbuotojui.…”

Section: Rezultatų Aptarimasunclassified

Naudinga, vadinasi – teisinga? Žmogiškųjų išteklių valdymo sprendimų suvokiamo teisingumo prielaidų empirinė analizė

Lazauskaitė‐Zabielskė¹

2017

PSY

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(Colquitt, Le Pine, Piccolo, Zapata, & Rich, 2012). Teigiama, kad suvoktas sprendimo, jam priimti taikomų procedūrų ir tarpasmeninio elgesio priimant sprendimus teisingumas priklauso nuo jų atitikties tam tikroms teisingumo taisyklėms (Cropanzano, Rupp, Mohler, & Schminke, 2001). Tačiau net jei vadovai laikosi teisingumo taisyklių, darbuotojai ne visada jų sprendimus vertina kaip teisingus (Cropanzano & Ambrose, 2015). Maža to, kai kurie tyrimai (Brockner & Wiesenfeld, 2005) (Gilliland & Paddock, 2005 rodo, kad darbuotojai jiems palankius sprendimus vertina kaip teisingesnius, o pirmenybę teikia toms teisingumo taisyklėms, remiantis kuriomis priimami jiems palankūs sprendimai ĮvadasTeisingumo organizacijoje tyrimai rodo, kad darbuotojų sutikimas su jų atžvilgiu priimamais personalo valdymo sprendimais ir pasitenkinimas jais priklauso nuo suvokiamo tų sprendimų teisingumo (Colquitt et al., 2012). Paprastai sutinkama, kad suvoktas sprendimo rezultato teisingumas (arba skirstymo teisingumas), jam priimti taikomų procedūrų teisingumas (arba procedūros teisingumas) ir tarpasmeninio elgesio priimant sprendimus

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Work/Family Benefits: Variables Related to Employees' Fairness Perceptions

Cited by 98 publications

References 27 publications

Effective work‐life balance support for various household structures

Effective work‐life balance support for various household structures

A Multi-Level Study of the Predictors of Family-Supportive Supervision

Naudinga, vadinasi – teisinga? Žmogiškųjų išteklių valdymo sprendimų suvokiamo teisingumo prielaidų empirinė analizė

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