The impact of perceived organizational and supervisory family support on affective and continuance commitment: A longitudinal and multi-level analysis.
Item
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Title
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The impact of perceived organizational and supervisory family support on affective and continuance commitment: A longitudinal and multi-level analysis.
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Identifier
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AAI9820546
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identifier
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9820546
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Creator
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Jahn, Eileen White.
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Contributor
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Adviser: Richard E. Kopelman
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Date
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1998
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Language
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English
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Publisher
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City University of New York.
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Subject
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Business Administration, Management | Business Administration, General | Psychology, Industrial | Sociology, Individual and Family Studies
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Abstract
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This research investigates whether employees who perceive family-support from their supervisors and organizations are more committed to their firms. Specific work outcomes that have previously been found to be linked with commitment (e.g., lateness, turnover, absenteeism, and performance) were also examined. Data were obtained via questionnaire completed by a convenience sample 310 employees from 106 work groups in 98 different organizations. Eighteen months later a follow-up survey was administered, with a total of 98 {dollar}({lcub}\sim{rcub}30\%){dollar} surveys returned. Additionally, data were collected from human resource professionals in 43 of the 98 organizations. The data were analyzed at three levels: the individual, the group, and across individuals and groups. Results show that both perceived organizational and supervisory family support are positively associated with commitment. Evidentiary support was found concurrently and longitudinally at both individual and group levels. Contrary to predictions, the positive relationship between support and organizational commitment was not moderated by family demands further only one relationship was moderated by sex. As found in many prior studies the effect of commitment on various work outcomes (e.g., turnover, absenteeism) was confirmed.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
