Formal Organizational Initiatives and Informal Workplace Practices: Links to Work-Family Conflict and Job-Related Outcomes
研究分析了正式与非正式工作家庭实践对工作家庭冲突及工作满意度、离职意向等结果的影响，发现负面职业后果和管理支持不足是工作家庭冲突的重要预测因素。
Many organizations have implemented a variety of initiatives to address work-family conflict issues. This study investigates the impact of formal and informal work-family practices on both work-to-family and family-to-work conflict (WFC, FWC) and a broad set of job-related outcomes. We utilized structural equation modeling to analyze data from the 1997 National Study of the Changing Workforce (NSCW). Results showed that negative career consequences and lack of managerial support were significantly related to work-to-family conflict. These were significant predictors of conflict even when accounting for the effects of work schedule flexibility. Work-to-family conflict was linked to job dissatisfaction, turnover intentions and stress, while family-to-work conflict was linked to stress and absenteeism. There were no apparent differences between women and men in terms of the observed relationships.