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The main objective of the current study is to investigate the relationship between workplace social support and work-family conflict among employees who were married, living with a partner, or had at least one child or dependent living at home and worked a minimum of 20 h/week in Rural Water and Wastewater Company employees Kermanshah, Iran. The relation between workplace social support and work–family conflict (WFC) was examined using a two-dimensional measure of WFC and both global and summed facet measures of workplace social support (perceived coworker support and perceived supervisor support (pss). Data were gathered from 158 employees. The results indicated that workplace social support related significantly to both types of WFC, but the relation was significantly stronger to perceived coworker support than to perceived supervisor support (pss). When considering all three forms of conflict simultaneously (time-based, strain-based, and behavior-based), regression results revealed that behavior-based was the only form of conflict significantly related to workplace social support. The results underscore the importance of considering both the form and direction of WFC. The study population included 158 employees. It used the improved Leiden Quality of Work Life Questionnaire by Van der Doef and colleagues and the work-family conflict questionnaire by Kelloway and colleagues to measure participants' responses. One-way ANOVA and Pearson linear correlation coefficient were used for data analyses. Results: There was a negative relation between Workplace Social Support and work-family conflict. Respondents experienc!ed higher levels of work-to-family conflict than family-to-work conflict. There were significant negative relations between Perceived Coworker Support with work-family conflict and Perceived Supervisor Support (PSS) with work-family conflict. work-family conflict of employed women could be reduced by rearranging Workplace Social Support and conditions. JEL: A39, J81, E23, J21
Personnel Psychology
WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT2011 •
Journal of Vocational Behavior
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The present study examines the relationship between four sources of social support (ie, spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences ...
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Journal of Spatial and Organizational Dynamics (JSOD)
Support in work context and employees' well- being: the mediation role of the work-family conflictChanges in families and in the structure of the workforce have contributed to a change in traditional roles, leading to an increase of the number of men and women who simultaneously have family and work responsibilities. Because the workforce has different sources of support in the labor environment – organizational, supervisor, and coworker support – it becomes important to study the impacts that each of these sources of support has on workers' general well-being and to understand whether the existent work-family conflict explains this relationship. Indeed, the present research aims to examine the relationship between perceived support and general well-being as well as the mediating effect of work-life conflict on this relationship. The data were collected from a company from the textile industry, composing a sample of 821 store operators. The results show that work-life conflict helps explain the relationship between support from the organization and coworkers and workers' general well-being. However, supervisor support did not relate to work-family conflict. Based on the specific managerial characteristics of this company, some plausible explanations for these results are provided. Practical implications related to the results obtained are presented, in addition to the research limitations and suggestions for future research.
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This study examined the impact of perceived supervisor support on work family conflict and employee outcome among the banking professionals. In order to test the effect, a 130 sample size was selected from banking professionals through selfadministrated questionnaire based survey. The findings of this study are found to be predictive of work family conflict and employee outcome. These findings confirm that while providing employees with supervisor support increases employee outcome including job commitment and satisfaction. On the other hand perceived supervisor support has negative effect on work family conflict.
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