Purpose: The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship. Design/methodology/approach: A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed. Findings: Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM. Originality/value: This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries. © 2019, Emerald Publishing Limited.
|Título traducido de la contribución||The impact of different forms of organisational support and work–life balance in Chile and Colombia|
|Número de páginas||19|
|Publicación||Academia Revista Latinoamericana de Administracion|
|Estado||Publicada - 24 sep. 2019|
Nota bibliográficaPublisher Copyright:
© 2019, Emerald Publishing Limited.
- Family-friendly organizational culture
- Family-supportive supervisor behaviour
- Prosocial motivation
- Satisfaction with work–family balance
- Turnover intention
- Work–family policies