Title
Supervisor, coworker, and organizational supportiveness of flexible work-life balance policies and its impact on perceived promotion probability
Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Work-life balance policies have become prominent among organizations and have been shown to be positively related to a variety of work outcomes including: increased commitment, reduced turnover levels, lowered absenteeism, reduced stress, increased job satisfaction, greater employee engagement, and increased productivity. Despite these benefits, work-life balance policies often times have a stigma associated with them, and organizational support has been found to largely impact whether or not employees choose to utilize them. The goal of the present study, therefore, will be to examine what we hypothesize to be a positive relationship between organizational culture, supervisor support, and coworker support, with work-life benefits (specifically flexible work-life benefits) utilization. Further, the research will examine whether a positive relationship exists between flexible work-life benefits utilization and an individual’s perceived promotion probability. Results of the study will help create an awareness regarding the impact of flexible work-life balance on employees’ perceived promotion probability which, in turn, will help organizations make sound promotional process considerations and potentially increase the overall effectiveness of the organization as employees move into more advanced roles.
Date
10-22-2016
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
Supervisor, coworker, and organizational supportiveness of flexible work-life balance policies and its impact on perceived promotion probability
Work-life balance policies have become prominent among organizations and have been shown to be positively related to a variety of work outcomes including: increased commitment, reduced turnover levels, lowered absenteeism, reduced stress, increased job satisfaction, greater employee engagement, and increased productivity. Despite these benefits, work-life balance policies often times have a stigma associated with them, and organizational support has been found to largely impact whether or not employees choose to utilize them. The goal of the present study, therefore, will be to examine what we hypothesize to be a positive relationship between organizational culture, supervisor support, and coworker support, with work-life benefits (specifically flexible work-life benefits) utilization. Further, the research will examine whether a positive relationship exists between flexible work-life benefits utilization and an individual’s perceived promotion probability. Results of the study will help create an awareness regarding the impact of flexible work-life balance on employees’ perceived promotion probability which, in turn, will help organizations make sound promotional process considerations and potentially increase the overall effectiveness of the organization as employees move into more advanced roles.
Department
University of Tennessee at Chattanooga. Dept. of Psychology