|Author:||Chu, Chung-man Ferrick|
|Title:||Family-friendly policy and family-supportive supervisor : how they benefit both employers and employees|
|Subject:||Hong Kong Polytechnic University -- Dissertations|
Work and family -- China -- Hong Kong
Supervisors -- China -- Hong Kong
|Department:||Dept. of Management|
|Pages:||xi, 137 leaves : ill. ; 30 cm|
|Abstract:||To achieve and maintain a competitive edge in business, it is essential to attain best results from employees. Family-friendly measures sponsored by organizations may assist in this process by supporting employees in managing their work and family responsibilities. This study aimed (a) to identify the outcomes of family-friendly policies and family-supportive supervisors that are of concern to employers, human resource practitioners and researchers; (b) to identify the mediators, if any, of these outcomes; and (c) to discuss the implications of the findings for practitioners and researchers. A quantitative approach was adopted in this study. A Chinese questionnaire was developed to test the proposed model. A total of 951 employees of ten organizations in both public and private sectors covering a wide range of industries were selected to participate in the study. Completed questionnaires from 203 individuals were received, representing a response rate of 21%. Cronbach's alpha was utilized to test the internal reliability of the items of the scaled variables. Correlation coefficients and multiple regressions were computed to analyze the data. Results of the study showed that family-friendly policy (FFP) and family-supportive supervisor (FSS) have, to my surprise, no direct effect on the normative dimension of organizational commitment, and both the time-based and strain-based dimensions of work-family conflict. On the other hand, FSS only had limited direct effect on affective commitment. However, perceived organizational support and perception of control were found to play a mediating role between the two family-friendly variables, namely FFP and FSS, and some positive outcomes of employees such as increased affective commitment and normative commitment, and reduced time-based work interference with family, time-based family interference with work and strain-based work interference with family. It is argued that supervisor support, which employees may perceive it as discretionary, is not in any way less important than provision of a standard package of family-friendly benefits, which are taken for granted, to employees in organizations. The findings are discussed using social exchange perspective. Implications and recommendations both to practitioners and researchers are discussed.|
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