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

Abstract

The 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.