Family-Supportive Work Environments: The Role of Organizational Perceptions

By Tammy D. Allen. 2001

1,930 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/fc557d08e9227aec0a5de2d4b7cd1b902646621e

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Connecting Work—Family Policies to Supportive Work Environments (2009, background): “…organizational perceptions and SSPs. Support perceptions, in turn, have been linked to many positive outcomes such as increased organizational citizenship behaviors, increased organizational commitment, and decreased intention to turnover, among others (Allen, 2001; Lambert, 2000).”
Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support (2013, methodology): “In addition, drawing from Allen ( 2001 ) and social support theory (Wills and Shinar 2000 ; Hammer et al.”
A Meta-Analysis of the Antecedents of Work-Family Enrichment (2018, background): “Such cultures could also give employees the comfort to use resource-providing family-friendly organizational policies (Allen, 2001; Lapierre et al., 2008).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, background): “Although research has not examined the influence of POFS on control over work time, POFS has been shown to negatively influence the experience of work–family conflict, one of the indicators of lack of control over work time (Allen, 2001; Grandey et al., 2007; Kossek et al., 2011).”
The Mediating Effects of Job Satisfaction and Organizational Commitment on Turnover Intention, in the Relationships Between Pay Satisfaction and Work–Family Conflict of Casino Employees (2018, background): “Employees who perceive their companies as family-friendly were reported to score higher in their OC (Allen, 2001).”
Family-supportive organization perceptions, multiple dimensions of work-family conflict and employee satisfaction (2008, methodology): “In an effort to operationalize the family-supportive work environment construct described above, Allen (2001) developed a measure labeled family-supportive organization perceptions (FSOP).”
Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work (2016, background): “Notably, prior studies within the area of work–life have demonstrated that the perception of receiving social support at work is more important than the formal presence of family–friendly policies to promote positive work–life outcomes (Allen, 2001; Ayman & Antani, 2008; Thompson & Prottas, 2006).”
Effect of Work–Life Balance on Organizational Citizenship Behaviour: Role of Organizational Commitment (2016, background): “Allen (2001) in his findings had indicated that a strong relation between supervisor support and family-supportive work environments was less likely to experience work–family conflicts (Thompson & Prottas, 2006) and employees will have a positive inclination for taking up available work–life/…”
Telecommuting, Control, and Boundary Management: Correlates of Policy Use and Practice, Job Control, and Work-Family Effectiveness. (2006, background): “Formal Xexibility policy user and telecommuting volume: Performance and turnover links Research suggests that higher levels of perceived employer support for family have beneWcial eVects on employee attitudes and behaviors (Allen, 2001; Thompson et al., 1999).”
The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success (2017, background): “…WFC. Family-specific social support from both the supervisor and the organization (i.e., family-supportive organizational policies) could be considered as potential resource “replenishers,” alleviating the WFC-emotional exhaustionsupervisor assessments of engagement relationship (Allen, 2001).”
Work-Home Interference, Job Stressors, and Employee Health in a Longitudinal Perspective (2004, methodology): “, Allen, Herst, Bruck, & Sutton, 2000; Geurts & Demerouti, 2003). Negative WHI. Negative WHI was measured by a 7-item scale developed by de Jonge et al. (2003) with a 5-point response scale ranging from 1 (never) to 5 (always).”
Cultural Schemas, Social Class, and the Flexibility Stigma (2013, background): “just does not fit with studies that show that men trigger severe flexibility stigma if they signal that caregiving responsibilities impinge in any way on their jobs (Allen, 2001; Berdahl & Moon, 2013; Butler & Skattebo, 2004; Coltrane, Miller, DeHaan, & Stewart, 2013; Rudman & Mescher, 2013; Vandell”