Why perceived organizational and supervisory family support is important for organizations? Evidence from the field

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dc.authoridArslan, Aykut/0000-0001-5689-3918
dc.authoridKARACA, MUSTAFA/0000-0002-8204-6154
dc.authorwosidDEMIRTAS, Ozgur/Y-2661-2018
dc.authorwosidArslan, Aykut/B-3896-2012
dc.authorwosidKARACA, MUSTAFA/ABG-4136-2020
dc.contributor.authorDemirtas, Ozgur
dc.contributor.authorArslan, Aykut
dc.contributor.authorKaraca, Mustafa
dc.date.accessioned2024-08-04T20:44:07Z
dc.date.available2024-08-04T20:44:07Z
dc.date.issued2019
dc.departmentİnönü Üniversitesien_US
dc.description.abstractThe relationship between perceived organizational support and its work-outcomes were usually based on social exchange theories. By keeping the social exchange framework in mind, this study additionally draws on affective infusion model and on functionalist perspective to study moderating role of cognitive emotion regulation (CER) in relationships among perceived organizational-supervisory family support (POFS-PSFS) and organizational identification, psychological contract breach, and work-family conflict (WFC). Results show that perceived POFS and PSFS are positively related to organizational identification, negatively related to WFC, and psychological contract breach. Employees with higher levels of CER tend to identify themselves more with their organizations and less with WFC (at Time 2) than do employees with low levels of CER in response to perceived organizational family support (at Time 1). Furthermore, employees with higher levels of CER tend to identify themselves more with their organizations, and have less psychological contract breach, and WFC (at Time 2) than do employees with low levels of CER in response to perceived supervisory family support (at Time 1). In the end, the implications, limitations, and future research directions were also discussed.en_US
dc.identifier.doi10.1007/s11846-017-0264-x
dc.identifier.endpage869en_US
dc.identifier.issn1863-6683
dc.identifier.issn1863-6691
dc.identifier.issue4en_US
dc.identifier.scopus2-s2.0-85034846576en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.startpage841en_US
dc.identifier.urihttps://doi.org/10.1007/s11846-017-0264-x
dc.identifier.urihttps://hdl.handle.net/11616/98038
dc.identifier.volume13en_US
dc.identifier.wosWOS:000475873800009en_US
dc.identifier.wosqualityQ2en_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherSpringer Heidelbergen_US
dc.relation.ispartofReview of Managerial Scienceen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectPerceived organizational and supervisory family supporten_US
dc.subjectCognitive emotion regulationen_US
dc.subjectOrganizational identificationen_US
dc.subjectPsychological contract breachen_US
dc.subjectWork family conflicten_US
dc.titleWhy perceived organizational and supervisory family support is important for organizations? Evidence from the fielden_US
dc.typeArticleen_US

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