Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

Investigating relationships among availability of formal organizational family support, job autonomy, informal organizational support, work-family culture, supervisor support, and coworker support found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and theavailability of alternative schedules was not related to any of the outcomes.

Abstract

The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover. Perceived control mediated most of the relationships.