The relative contribution of formal and informal organizational work-family
The relative contribution of formal and informal organizational work-family
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DOI：
10.1016/j.jvb.2004.02.004
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发表时间：
2005-06-01
影响因子：
11.1
通讯作者：
Behson, SJ
中科院分区：
文献类型：
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作者：
Behson, SJ
最近的工作-家庭研究表明，非正式的组织工作-家庭支持方式(例如，管理支持)比正式的组织工作-家庭支持方式(例如，工作-家庭福利的可用性)更有助于解释员工情感、意向和行为结果的差异。然而，正式和非正式支助手段的相对贡献尚未相互进行经验检验。这一命题是使用家庭和工作研究所1997年的全国劳动力变化研究(Bond，Galinsky，&Swanberg，1998)的数据进行检验的。两个相对重要的程序被用来分析数据。这一结果提供了令人信服的证据，表明非正式的工作-家庭支持方式比正式机制解释了更大比例的员工结果差异。讨论了对研究人员和实践者的影响。(C)2004 Elsevier Inc.保留所有权利。
Recent work-family research has proposed that informal means of organizational work family support (e.g., managerial support) are more useful than formal means of organizational work-family support (e.g., work-family benefit availability) in explaining variance in employee affective, intentional, and behavioral outcomes. However, the relative contributions of formal and informal means of support have not yet been empirically tested against each other. The proposition is tested using data from the Families and Work Institute's 1997 National Study of the Changing Workforce (Bond, Galinsky, & Swanberg, 1998). Two relative importance procedures are used to analyze the data. The results offer compelling evidence that informal means of work-family support explain a greater share of variance in employee outcomes than formal mechanisms do. Implications for researchers and practitioners are discussed. (c) 2004 Elsevier Inc. All rights reserved.