Work-life benefits and job pursuit intentions: The role of anticipated organizational support

By W. Casper, Louis C. Buffardi. 2004

262 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1593a16c72e02ad0485a8d4610f56397edd5fe0e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. P. Brough
2. J. Breaugh
3. N. Frye
4. M. O’driscoll
5. Ulla Kinnunen *
6. S. Mauno
7. Hye Kyoung Kim
8. O. Siu

In Organizational Behavior and Human Resource Management

1. M. O’driscoll
2. Ulla Kinnunen *
3. S. Mauno
4. O. Siu
5. P. Brough
6. Carolyn Timms
7. Mervi Ruokolainen
8. Thomas J. Kalliath

In Sociology and Political Science

1. M. O’driscoll
2. P. Brough
3. O. Siu
4. Carolyn Timms
5. Thomas J. Kalliath
6. S. Mauno
7. C. Sit
8. Danny Lo

Citations in the corpus

• Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees (2013, unknown): “Also, Casper and Buffardi (2004) found evidence that, even before organizational entry, job seekers form anticipated POS.”
• Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes (2006, background): “However, it has been suggested that such relationships could also be indirect, that is to say, mediated or moderated by several factors (e.g., Casper & Buffardi, 2004; Casper, Buffardi, Erdwins, & Martin, 2002; Mauno et al., 2005b).”
• Beyond family-friendly: The construct and measurement of singles-friendly work culture (2007, background): “Family-supportive actions (Guzzo, Noonan, & Elron, 1994) and work-family beneWts ( Casper & BuVardi, 2004; Lambert, 2000) are both related to greater POS.”
• Does work–family conflict mediate the relationship between work–family culture and self‐reported distress? Evidence from five Finnish organizations (2005, result): “This, in turn, should affect an employee’s work experiences, including work–family interface, positively (see Allen, 2001; Behson, 2002; Casper & Buffardi, 2004).”
• Careers: Mobility, Embeddedness, and Success (2007, unknown): “On the other hand, organizational programs aimed at relieving these conflicts (e.g., on-site child care) may increase the sense of fit and the magnitude of sacrifice individuals would feel if they left their positions (Casper & Buffardi, 2004).”
• Work-life balance of UK construction workers: relationship with mental health (2020, background): “As previously reported in other industries (Grover and Crooker 1995, Caspar and Buffardi 2004, Matos and Galinsky 2014), good WLB was related to better mental health in the construction industry too.”
• Flexible work arrangements, work engagement, turnover intentions and psychological health (2015, background): “Cook (2009) suggested that offering FWAs might well be viewed by employees as a message that their contribution to the organisation is respected and valued (see also Brough, O’Driscoll and Kalliath 2005).”
• Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support (2013, background): “Casper and Buffardi ( 2004 ) found that anticipated organizational support mediated the relationship between WLB programme availability and job pursuit intentions in a study of job hunters.”