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Influences on employee perceptions of organizational work-life support: Signals and resources

Author

Listed:
  • Monique Valcour

    (Research Center on Economics - EDHEC - EDHEC Business School - UCL - Université catholique de Lille)

  • Ariane Ollier-Malaterre

    (Tr@jectoires - Pôle Trajectoires - Rouen Business School - Rouen Business School)

  • Christina Matz-Costa
  • Marcie Pitt-Catsouphes
  • Melissa Brown

Abstract

This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work-life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work-life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work-life support and yield implications for managerial practice.

Suggested Citation

  • Monique Valcour & Ariane Ollier-Malaterre & Christina Matz-Costa & Marcie Pitt-Catsouphes & Melissa Brown, 2011. "Influences on employee perceptions of organizational work-life support: Signals and resources," Post-Print hal-00659293, HAL.
    • Handle: RePEc:hal:journl:hal-00659293
    DOI: 10.1016/j.jvb.2011.02.002
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    Citations

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    Cited by:

    1. Florence Nande & Marie-Laure Weber & Stéphanie Bouchet, 2022. "Exploring success conditions for innovative performance through Qualitative Comparative Analysis (QCA): does job autonomy matter?," Public Organization Review, Springer, vol. 22(4), pages 1257-1277, December.
    2. Felix Ballesteros-Leiva & Gwénaëlle Poilpot-Rocaboy & Sylvie St-Onge, 2016. "Social Support and Life-Domain Interactions among Internationally Mobile Employees," CIRANO Working Papers 2016s-59, CIRANO.
    3. Lobel, Sharon, 2013. "Predicting organizational responsiveness to poverty: Exploratory model and application to Brazil and the United States," European Management Journal, Elsevier, vol. 31(5), pages 522-535.
    4. Boukis, Achilleas & Kabadayi, Sertan, 2020. "A classification of resources for employee-based value creation and a future research agenda," European Management Journal, Elsevier, vol. 38(6), pages 863-873.
    5. Yutaka Ueda, 2012. "The Relationship between Work-life Balance Programs and Employee Satisfaction: Gender Differences in the Moderating Effect of Annual Income," Journal of Business Administration Research, Journal of Business Administration Research, Sciedu Press, vol. 1(1), pages 65-74, April.

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