The relative contribution of formal and informal organizational work–family support

By Scott J. Behson. 2005

393 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/8db2abc6ed029f164105cd3b02543fca6038b26d

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

BALANCING BORDERS AND BRIDGES: NEGOTIATING THE WORK-HOME INTERFACE VIA BOUNDARY WORK TACTICS (2009, background): “Identifying and filling this gap is particularly important—both conceptually and practically—because informal means of work-home facilitation have been demonstrated to explain a greater share of variance in important employee outcomes than formal mechanisms do (Behson, 2005).”
Supportive supervisors improve employees' daily lives: The role supervisors play in the impact of daily workload on life satisfaction via work–family conflict (2015, background): “…a stronger influence from supervisor work–family support (compared to general supervisor support) in alleviating work–family conflict experiences (Behson, 2005; Kossek et al., 2011), we look specifically at the role of supervisor work–family support in influencing workers' daily experiences.”
Managing incidents of work-family conflict: A decision-making perspective (2006, background): “Behson (2005) distinguished between formal organizational support (e.”
The Relationships of Flexible Work Schedules, Workplace Support, Supervisory Support, Work-Life Balance, and the Well-Being of Working Parents (2009, methodology): “In addition, many researchers have pointed out that supervisory support in organizations is very important for balancing work-life demands ( Behson, 2005 ; Mennino et al, 2005 ; Secret & Sprang, 2001 ).”
Family supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction (2010, background): “Recently, Behson ( 2005 ) argued that only organizations that spend time and energy to create cultures and management skills that are truly supportive of formal work–family practices would benefit from results.”
How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective (2014, background): “…supportive behavior demonstrated by supervisors that may reduce the stress employees experience as a result of the conflict between work and family, on employee attitudes and behaviors (Behson, 2005; Carlson & Perrewé, 1999; Hammer, Kossek, Yragui, Bodner, & Hanson, 2009; Thomas & Ganster, 1995).”
A study of work–family enrichment among Chinese employees: The mediating role between work support and job satisfaction. (2014, result): “Our results corroborate previous research findings in that the underlying norms pertaining to work–family enrichment will most likely influence the degree to which employees feel truly supported and experience positive affect at work to the benefit of their family lives (Behson, 2005; Wayne, Randel,”
Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being. (2006, background): “Recent research has demonstrated that informal aspects of the work environment explain a greater share of the variance associated with employee outcomes, such as work–family conflict, than do formal benefits and policies (Anderson, Coffey, & Byerly, 2002; Behson, 2005).”
Clarifying relationships among work and family social support, stressors, and work-family conflict (2010, background): “Additionally, organizations’ that encourage job autonomy amongst employees as well as encourage supervisor support of work–family issues have found gains in employee job satisfaction, and declines in employee stress, work–family conflict, and turnover intentions (Behson, 2005).”
Work‐family conflict and work‐family synergy for generation X, baby boomers, and matures (2008, methodology): “We examined the organizations work-family culture as indicated by career concerns of attending to family and supervisor support for family and personal issues (Allen, 2001; Anderson et al., 2002; Behson, 2005).”