Development of a Behavioral Measure of Supervisor Suppo*

独立研究概述：这项研究是第一次考察家庭支持行为。 主管需要证明这将导致员工对管理支持的看法 为了工作和家庭。它也是第一个明确将工作和家庭需求之间的冲突与工人联系起来的机构 安全以及工人及其家人的身心健康。我们相信这种联系 主管如何组织工作(即支持家庭的主管行为)与沟通之间的关系 以及管理工作和家庭政策以及工作时间表将增强美国的公共健康和 职业健康政策。工作特点如监督、工时、特色、文化、 地点和灵活的工作时间安排会限制员工照顾孩子、父母和 这可能会给个人和家庭健康带来工作压力。工作设计与公共卫生 美国的干旱雇主政策尚未完全更新，以适应 工作和家庭关系。尽管工作场所的研究开始证明，监管 对工作和家庭的支持可能比正式的工作场所政策更重要(或至少同样重要) 和支持，主管为了有效地帮助员工而应该做的具体行为 管理工作和家庭冲突既没有明确也没有具体确定。焦点小组将是 旨在确定有助于减少员工工作量的支持家庭的主管行为清单 和家庭冲突。然后，我们将在Stop和Stop对500名加入工会的员工进行试点测试 Shop和Cole and Brown在东北和太平洋东北部与联合食品和 商业工人工会和这些公司的管理。我们将在上关联员工结果 主管对关键的心理、身体健康和安全结果采取的行动的性质和程度 员工及其家人和子女。使用由经理、员工和 家庭，然后我们将进行一项试点研究，以评估培训干预使用面对面的组合 以面对面和计算机为基础的培训方法来评估效果。这项研究将通过以下方式向公众健康提供信息 确定培训特定的支持行为是否有效地改善健康、安全、工作和 评估员工的家庭幸福程度，如果是，确定哪种培训干预方法最有效。它是 第一项明确将工作-家庭冲突和工人安全结果之间的冲突联系起来的研究，此外 与工人健康和与家庭相关的结果有关。我们认为，组织之间的这种联系 工作(即支持工作和家庭的监督行为)、工作与家庭冲突和安全 成果，将对制定模型、学习程序和 将工作-家庭接口和职业健康相结合的主管有效性的衡量标准。

DESCRIPTION OF INDEPENDENT STUDY:This study is the first to examine family-supportive behaviors that supervisors need to demonstrate that will lead to employee perceptions of managerial supportiveness for work and family. It is also the first to explicitly link conflicts between work and family demands to worker safety and the mental and physical health of workers and their families. We believe that this connection between how supervisors organize work (that is family-supportive supervisory behaviors), and communicate and administer work and family policies and work schedules will enhance U.S.public health and occupational health policy. Work characteristics such as the supervision, hours, characteristics, culture, location, and flexible scheduling of work can constrain an employee's ability to care for children, parents, and self and can bring the stresses of work into personal and family health. The design of work and public health arid employer policies have not been fully updated in the U.S. to accommodate the transformation of the work and family relationship. Although workplace studies are starting to demonstrate that supervisory support for work and family may be more important (or at least as important) as formal workplacepolicies and supports, the specific behaviors that supervisors should do in order to effectively help employees manage work and family conflicts have not been clearly nor specifically identified. Focus groups will be conducted to identify a list of family-supportive supervisor behaviors that help in reducing employees' work and family conflicts. We will then pilot test this measure with five hundred unionized employees at Stop and Shop and Cole and Brown in the Northeast and Pacific Northeast working with the United Food and Commercial Workers Union and management of these companies. We will relate employee results on the nature and extent of supervisor actions to key mental, and physical health and safety outcomes for the employees and their families and children. Using a steering committee of managers, employees, and families, we will then conduct a pilot study to assess a training-intervention using a combination of face-to- face and computer-based training methods to evaluate effectiveness. This study will inform public health by determining if training specific supportive behaviors are effective at improving the health, safety, work, and family well-being of workers AND if so, determine which training intervention methods are most effective. It is the first study to explicitly link conflicts between work-family conflict and worker safety outcomes, in addition to worker health and family-related outcomes. We believe that this connection between the organizational of work (i.e., supervisory behaviors that are supportive of work and family), work-family conflict, and safety outcomes, will make a significant contribution to the development of models, learning procedures and measures of supervisor effectiveness that integrate the work-family interface and occupational health.