Rationale and construct validity evidence for a measure of perceived organizational family support (POFS): Because purported practices may not reflect reality

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The relationship of social support to the work‐family balance and work outcomes of midlife women (2007, background): “Employees differentiate support from the organisation and the support they receive from their immediate work group or supervisor (Allen, 2001; Jahn et al., 2003; Self et al., 2005).”
Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support (2013, methodology): “POS for WLB was assessed using a five-item scale adapted from Jahn, Thompson and Kopelman ( 2003 ).”
The Relationships of Flexible Work Schedules, Workplace Support, Supervisory Support, Work-Life Balance, and the Well-Being of Working Parents (2009, background): “There are several studies that discuss the rationale for using self-report measures such as perceived workplace or supervisory support ( Jahn, Thompson, & Kopelman, 2003 ; Kottke & Sharafinski, 1988 ; Shore & Tetrick, 1991 ).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, background): “Although we acknowledge the importance of employee well-being, the business case for implementing work–family initiatives can be strengthened by research that examines work-related behaviors (Jahn et al., 2003).”