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Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples |
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| Authors: | Laurent M Lapierre Paul E Spector Steven Poelmans Michael P O’Driscoll Paula Brough |
| Institution: | a Telfer School of Management, University of Ottawa, 55 Laurier Street East, Ottawa, Ont., K1N 6N5 Canada b Department of Psychology, University of South Florida, 4202 East Fowler Ave, PCD4118G, Tampa, FL 33620, USA c IESE Business School, University of Navarra, 21 Avenida Pearson, 08034, Barcelona, Spain d Management School, Lancaster University, Bailrigg, Lancaster, LA1 4YX, UK e Department of Psychology, University of Waikato, Gate 1 Knighton Road, Private Bag 3105 Hamilton 3240, New Zealand f Department of Management/International Business, University Park, Florida International University, Miami, FL 33199-0001, USA g School of Psychology, Mt Gravatt Campus, Griffith University, 170 Kessels Road, NATHAN QLD 4111, Queensland, Australia h University of Jyväskylä, Family Research Unit, P.O. Box 35, FIN-40351 Jyväskylä, Finland |
| Abstract: | Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples. |
| Keywords: | Work-family conflict Organizational support Job satisfaction Family satisfaction Life satisfaction |
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