Relationships among organizational family support, job autonomy, perceived control, and employee well-being
Relationships among organizational family support, job autonomy, perceived control, and employee well-being
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DOI：
10.1037/1076-8998.10.4.100
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发表时间：
2006-01-01
影响因子：
5.1
通讯作者：
Prottas, DJ
中科院分区：
文献类型：
--
作者：
Thompson, CA;Prottas, DJ
作者分析了2002年全国劳动力变化研究（N = 3，504）的数据，以调查正式组织家庭支持（家庭福利和替代时间表），工作自主权，非正式组织支持（工作家庭文化，主管支持和同事支持），感知控制，员工态度和幸福感之间的关系。使用分层回归，作者发现家庭福利的可用性与压力，生活满意度和离职意图有关，而替代计划的可用性与任何结果无关。工作自主权和非正式组织支持与几乎所有的结果，包括积极的溢出。知觉控制调解的关系。
The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satifaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships.