Which Dominates? The Relative Importance of Work–Family Organizational Support and General Organizational Context on Employee Outcomes

By Scott J. Behson. 2002

207 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/aee676642468184f892393235613994eea935ca0

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

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Work‐family conflict in a southern European country: The influence of job‐related and non‐related factors (2004, background): “Other studies (Behson, 2002) also found that work-family context is important in explaining variance in work-family specific outcomes such as work-to-family conflict, although they fail to explain unique variance in job satisfaction and commitment when studied alongside other indicants of general or”
History and Use of Relative Importance Indices in Organizational Research (2004, methodology): “Behson (2002) used dominance analysis to assess the relative importance of several work-family and organizational constructs to a variety of employee outcome variables (e.g., job satisfaction, work-to-family conflict).”
Work Demands and Work-to-Family and Family-to-Work Conflict (2005, background): “Studies reveal that an unsupportive work-family culture is positively related to work-to-family conflict (Allen, 2001; Behson, 2002; Maume & Houston, 2001; Thompson et al., 1999; Voydanoff, 2004).”
The influence of family responsibilities, career fields and gender on career success (2008, background): “have children at home (Behson, 2002; Carlson, 1999); .”
Relative Contributions of Childcare, Spousal Support, and Organizational Support in Reducing Work–Family Conflict for Men and Women: The Case of Turkey (2005, background): “The final component is the organizational time demands that refer to the duration and flexibility of work hours (Behson, 2002).”
Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes (2006, background): “It should be remembered, however, that the concept of work family climate (or culture) is very recent and more empirical research as well as theoretical work on the phenomenon is needed (see Behson, 2002; Kinnunen et al., 2005; Mauno et al., 2005b).”