Th-OR-S18-2 - Supervisor And Organization Support For Family: A Moderated Mediation Model Predicting Work Interference With Family

Thème:
Work-family balance
Quoi:
Oral Presentation
Partie de:
Quand:
jeudi 18 mai   10:30 AM à 10:45 AM (15 minutes)
Où:
Intel Theatre
Discussion:
0
 
Work-Life Interface
Work-family balance
Th-OR-S18-2
Supervisor and Organization Support for Family: A Moderated Mediation Model Predicting Work Interference with Family
 
D. Major 1,*, M. Litano 1, X. Hu 1, R. Parsons 2
1Psychology, Old Dominion University, Norfolk, 2Psychology, Bowling Green State University, Bowling Green, United States
 
Content: Purpose
Support from supervisors and employing organizations is essential in helping employees manage their work and family roles. However, little research has examined the mechanisms by which family-supportive supervision (FSS) and family-supportive organizational perceptions (FSOP) are linked. Using organizational support theory, we developed and tested a model in which subordinates’ trust in supervisors was proposed to mediate the relationship between FSS and FSOP, moderated by supervisor’s organizational embodiment. Further, the moderated mediation was expected to extend to the prediction of work interference with family. 
Design/Methodology
Data were collected from 221 working adults via three web-based surveys administered at six-week intervals.
Results
The moderated mediation model was tested using path analysis. Hypothesized relationships were supported. Trust in supervisor mediated the relationship between FSS and FSOP, only at higher levels of organizational embodiment. The conditional indirect effects of FSS through trust in supervisor and FSOP predicted work interference with family, again only when the supervisor greatly embodied the organization.
Limitations
Self-report measures were necessary, which may raise concerns about common method bias. However, the time separation of the data collection lessens this concern.
Research/Practical Implications
Future research should examine factors that account for the relationship between FSS and FSOP when supervisor organizational embodiment is low, and investigate trust and organizational embodiment among subordinates within work groups and across levels of leadership.
Originality/Value
Findings illuminate the nature of the link between FSS and FSOP. Employees perceive greater FSOP when supervisors engage in FSS, gain trust, and are perceived to embody the organization.  
 
 
 
 
 

 
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