Development of a Behavioral Measure of Supervisor Suppo*

独立研究描述：这项研究是第一次检查家庭支持行为 管理者需要证明，这将导致员工对管理层的感知 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国家。 工人及其家属的安全和身心健康。我们相信这种联系 管理者如何组织工作（即家庭支持的管理行为）， 管理工作和家庭政策以及工作时间表将改善美国的公共健康， 职业健康政策。工作特点，如监督，时间，特点，文化， 地点和灵活的工作安排可能会限制员工照顾孩子，父母和 工作压力会影响个人和家庭的健康。工作设计与公共卫生 在美国，干旱的雇主政策还没有完全更新，以适应 工作和家庭关系。尽管工作场所的研究开始表明， 对工作和家庭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，主管应该做的具体行为，以有效地帮助员工 管理工作和家庭冲突的问题尚未明确或具体确定。焦点小组将 进行，以确定有助于减少员工工作量的家庭支持型主管行为清单 家庭冲突。然后，我们将在Stop与500名工会员工一起对这项措施进行试点测试， 商店和科尔和布朗在东北部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。我们将员工的业绩与 主管行动的性质和程度，以关键的精神，身体健康和安全的结果， 员工及其家属和子女。利用由管理人员、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的组合，面对面， 面和计算机为基础的培训方法，以评估效果。这项研究将通过以下方式告知公众健康： 确定培训特定的支持性行为是否能有效改善健康、安全、工作， 工人的家庭福祉，如果是，确定哪些培训干预方法最有效。是 第一项明确将工作-家庭冲突与工人安全结果之间的冲突联系起来的研究，此外， 工人健康和家庭相关的结果。我们认为，组织与 工作（即，支持工作和家庭的监督行为）、工作-家庭冲突和安全 成果，将作出重大贡献的发展模式，学习程序， 将工作与家庭的关系和职业健康结合起来的管理效率措施。

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.