Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being.

By L. Lapierre, Tammy D. Allen. Journal of Occupational Health Psychology, 2006

609 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f605e70d3cbe3e02738cd6f8f4cc6dedfae30e0c

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Citations in the corpus

The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success (2017, background): “As mentioned previously, the research is clear that familysupportive supervisors who help employees engage in creative work–family management can improve work-related as well as personal outcomes such as emotional well-being (Lapierre & Allen, 2006).”
The link between national paid leave policy and work-family conflict among married working parents (2014, positive): “Research results consistently indicate that individuals who report that their supervisors are more family-supportive report less work-family conflict (e.g., Allen, 2001; Kossek et al., 2011; Lapierre & Allen, 2006; Thomas & Ganster, 1995).”
Putting work and family experiences in context: Differences by family life stage (2010, methodology): “’ This measure represents one of the most common forms of time-based work–family conflict used in studies (Lapierre and Allen, 2006; Lu et al., 2008).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, neutral): “While there is substantial literature on the relationship between FWAs and work–family conflict (e.g. Anderson et al. 2002; Batt and Valcour 2003; Dunham et al. 1987; Eby et al. 2005; Frye and Breaugh 2004; Golden et al. 2006; Lapierre and Allen 2006; Madsen 2006) and work–life balance (e.”
Work‐family conflict in East vs Western countries (2010, methodology): “To reduce response biases, two suggestions by Lapierre and Allen (2006)”
Supportive work–family environments: implications for work–family conflict and well-being (2014, background): “…et al. (2007) found that a supportive work–family culture was negatively associated with WFC and positively related to job satisfaction, whereas Lapierre and Allen (2006) confirmed the vital role of family-supportive supervision (a key factor in a supportive work–family culture) for low WFC…”
Flexible work arrangements, work engagement, turnover intentions and psychological health (2015, background): “Some research has included psychological strain (e.g. Brough 2005; Brough et al. 2013; Lapierre and Allen 2006) or burnout (e.g. Sonnentag, Kuttler and Fritz 2010) as health outcome measures.”
How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective (2014, background): “Supervisors can also grant assistance such as allowing employees to have more flexible work schedules to accommodate their family needs or to bring their children to work when child care arrangements cannot be made (Lapierre & Allen, 2006).”
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): “Empirical evidence indicates that supervisor work–family support is negatively related to work–family conflict (e.g., Kossek et al., 2011; Lapierre & Allen, 2006).”
Reported Levels of Time-based and Strain-based Conflict Between Work and Family Roles in Europe: A Multilevel Approach (2009, background): “This renders support to the argument that the two types of conflict are distinct constructs that are likely to have different antecedents and consequences ( Lapierre and Allen 2006 ).”