The purpose of this research is to examine the role of perceived organizational support and family supportive supervisor behaviors as mechanisms for relationships of family friendly organizational culture with employees' turnover intentions and satisfaction with work family balance. Using data from 13 companies our results indicate that perceived organizational support serves as a mechanism explaining why employees in family-friendly environments, those with family friendly organizational culture and/or family supportive supervisor behaviors, respond positively to those by increasing their commitment to the organization even when they do not directly benefit from a family-friendly environment. Our study contributes to the literature of work-family balance by (1) empirically validating the sequential mechanisms by which perceived organizational support promotes positive outcomes for the organization and the employees, and (2) exploring these effects on five different national contexts that had not been included in previous research.
Bibliographical noteFunding Information:
The authors want to acknowledge that this research has been done with the support of a Unit P3 — Marie Curie Reintegration Grant , FP7-PEOPLE-2009-RG, Project No: 256489 . They also acknowledge the help in data collection from Prof. Patricia Debeljuh at IAE Business School, Argentina; Kalena de Velado and Emma de Santos in EMPREPAS, El Salvador; and Prof. Marisa Aguirre and Prof. Juan Carlos Pacheco in PAD Business School in Peru.
© 2015 Elsevier Inc.
- Cross-cultural research
- Latin America
- Mediating mechanisms
- Supervisor family friendly behaviors
- Work-family interface