Organizational work–family resources as predictors of job performance and attitudes: The process of work–family conflict and enrichment.

TLDR

The study tests whether organizational resources that support work–family balance predict job attitudes and supervisor‑rated performance through work–family conflict and enrichment. The authors surveyed 174 hospital employees at two time points on family‑supportive supervisor and organizational perceptions, bidirectional work–family conflict and enrichment, and job attitudes, and collected supervisor performance ratings at Time 2. Family‑supportive supervisor behaviors at Time 1 predicted higher job satisfaction, commitment, lower turnover intent, and better supervisor‑rated performance at Time 2, with work–family enrichment mediating these effects while conflict did not.

Abstract

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.