Research on Organizational Support Strategy to International Expatriates' Work-Family Balance

2011 ◽  
Author(s):  
Xie Yaping ◽  
Wang Juan
Keyword(s):  
Organizational Support ◽  
Support Strategy ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Perceived organizational support in public and nonprofit organizations: Systematic review and directions for future research

2021 ◽  
pp. 002085232110338
Author(s):  
Palina Prysmakova ◽  
Nicole Lallatin
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Meta Analysis ◽  
Well Being ◽  
Individual Growth ◽  
Future Research ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

A qualitative meta-analysis of 57 studies (1987–2018) on perceived organizational support in public and nonprofit administrative contexts in various parts of the world revealed 70 related variables within 16 categories. While most reviewed studies sampled employees of the US, the UK, and Iran, in terms of geography, research on the perceived organizational support of public and nonprofit services has been constantly spreading and has been revealing similar findings across countries. While the article questions the generalizability of some findings due to the overreliance on small convenience samples from educational, health, and social work facilities, it supports the generalizability of many found associations even though they happen in various international, organizational, and institutional settings. In particular, in public-serving contexts, perceived organizational support exhibits stable and positive relationships with commitment, intent to stay, motivation, satisfaction derived from job and tasks, well-being, empowerment, reduced stress, work–family balance, and individual growth. Meanwhile, the positive perceptions of support link negatively to unionization and reveal no consistent patterns regarding demographics. The article invites scholars to explore public and nonprofit contexts further, and to test previously overlooked associations like those with leadership type, reward expectancy, public service motivation, and withdrawal activities. Points for practitioners Perceived organizational support should be cultivated in public and nonprofit contexts, as it improves employees’ commitment, motivation, satisfaction, and well-being, and reduces stress. Perceived organizational support might matter for retention more than the content of a job. Employees who feel supported demonstrate better work–family balance and positively perceive many aspects of their organizations. Promoting perceived organizational support helps when intensive workloads and high levels of stress are inadequately compensated. Perceived organizational support can mitigate employees’ burnout caused by the emotional labor of service provision.

scholarly journals Impact of work-family balance results on employee work engagement within the organization: The case of Slovenia

PLoS ONE ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. e0245078
Author(s):  
Jasmina Žnidaršič ◽  
Mojca Bernik
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Positive Impact ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Work Family ◽  
The Impact ◽  
Employee Work Engagement ◽  
Policies And Practices

Background and purpose Organizations strive to increase the work engagement of their employees, as engaged employees are more productive employees, but often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of work-family balance and work engagement, but there is lack of research that explores the relationship between the concepts. Our research fills a research gap in investigating the impact of work-family balance on work engagement, both directly and through individual perceptions of organizational support for work-family balance. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family balance, work-life balance and work engagement. Methods Using validated questionnaires, we collected data on organizational support for work-family balance (family-friendly policies and practices, support by leader, support by co-workers, working hours and complexity of work), work-family balance and work engagement. The quantitative data for our analysis was collected through a survey of 343 online participants who were employees in various positions in companies in Slovenia. The results Our results show that the organization's work-family balance policies and practices, such as support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the individual's work-family balance, that work-family balance leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement. Conclusion Knowledge of important work-family balance implications with an understanding of organizational support for work-family balance and the relationships between the constructs of work-family balance and work engagement can be beneficial to business leaders. This understanding can help them to strengthen employee work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity.

scholarly journals Work-family organizational support as a predictor of work-family conflict, enrichment, and balance: Crossover and spillover effects in dual-income couples

2020 ◽  
Vol 16 (1) ◽  
pp. 62-81
Author(s):  
Alessandro Lo Presti ◽  
Monica Molino ◽  
Federica Emanuel ◽  
Alfonso Landolfi ◽  
Chiara Ghislieri
Keyword(s):  
Life Satisfaction ◽  
Organizational Support ◽  
Family Life ◽  
Family Conflict ◽  
Spillover Effects ◽  
Family Balance ◽  
Work Family Balance ◽  
Dual Income ◽  
Work Family ◽  
Family Enrichment

Dual-income families are challenged by several issues in terms of conciliation between the working environment, the family context and the management of children. This paper, consistently with spillover and crossover hypotheses, aimed at examining the intermediate role of work-family balance, linking on work-family organizational support, work-to-family enrichment and conflict as predictors, and on family-life satisfaction of dual-income families’ both partners as final outcomes. It was expected that work-family organizational support would be related to lower work-to-family conflict and higher enrichment and, through them, with higher work-family balance; moreover, a positive association between work-family balance and family-life satisfaction of both partners was assumed. 390 double-income heterosexual couples participated in our study; 76.2% of the couples were parents. Structural equation modelling results showed that work-family balance was negatively predicted by work-to-family conflict and positively predicted by work-to-family enrichment. Furthermore, work-family organizational support positively predicted work-to-family enrichment, which also mediated its effect on work-family balance. Crossover and spillover effects were also confirmed, given that positive associations between work-family balance and family-life satisfaction of both partners were found. Implications for future research and organizational interventions aimed at both improving work-family balance and promoting greater satisfaction in family life are discussed.

Relationships between organizational support, work-family balance, and work outcomes

2010 ◽  
Author(s):  
Malissa A. Clark ◽  
Cort W. Rudolph ◽  
Ludmila Zhdanova ◽  
Boris B. Baltes
Keyword(s):  
Organizational Support ◽  
Work Outcomes ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Support Work
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