Organizational Work Life Balance Practices: Socialization, Perceived Fit and Organizational Outcomes

Organizational Work Life Balance Practices: Socialization, Perceived Fit and Organizational Outcomes

Organizational Work Life Balance Practices: Socialization, Perceived Fit and Organizational Outcomes

Organizational Work Life Balance Practices: Socialization, Perceived Fit and Organizational Outcomess

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1. Objectifs


Intentions :
L’auteure cherche à éclaircir comment s’articulent les politiques de conciliation entre le travail et la vie personnelle, proposées par les entreprises, l’utilisation qu’elles en font ainsi que leurs perceptions, selon divers facteurs.

Questions / Hypothèses :
« H1: The better the socialization efforts by the organization, the more aware employees will be of the organization’s work-life balance policies.
H2: The better the socialization efforts by the organization, as well as the greater the perceptions of fit with the organization by the employees, the higher the level of perceived work-life balance experiences by the employees.
H3(a): The greater the awareness of the organization’s work-life balance policies, the greater the level of affective commitment felt by the employees.
H3(b): The greater the awareness of the organization’s work-life balance policies, the greater the level of perceives organizational support by the employees.
H3(c): The greater the awareness of the organization’s work-life balance policies, the lower the turnover intentions of the employees.
H4(a): The greater the perceived work-life balance by the employees, the greater the affective commitment felt by the employees.
H4(b): The greater the perceived work-life balance by the employees, the greater the perceived organizational support by the employees.
H4(c): The greater the perceived work-life balance by the employees, the lower the turnover intentions by the employees.
H5(a): There will be a greater use of the work-life balance policies available in the organization by women versus men.
H5(b): There will be a greater use of the work-life balance policies available in the organization by non-professional employees versus professionals.
H5(c): Employees with a higher total number of dependants will have a greater use of the work-life balance policies.
H5(d): The greater the use of the organization’s work-life balance policies, the greater the affective commitment felt by the employees.
H6(a): There will be a greater awareness of the work-life balance policies available in the organization by women versus men.
H6(b): There will be a greater awareness of the work-life balance policies available in the organization by prefessional employees versus non-professional.
H6(c): Awareness for work-life balance policies will be greater with the higher the number of total dependants. » (pp. 67-68)

2. Méthode


Échantillon/Matériau :
80 participants de trois compagnies montréalaises

Instruments :
Questionnaire

Type de traitement des données :
Analyse statistique

3. Résumé


« The concept of work-life balance is an especially important issue because it affects all members of society. In particular, it is a critical matter for organizations, one that they cannot overlook. The work-life balance policies organizations have in place assist employees by helping them to meet their work-life balance needs. The quality of these policies, in addition to the sincerity of the efforts with which they are implemented and supported, plays a crucial role in employee’s subsequent awareness and use of them.
Three Montreal area companies participated in this study, which looked at the work-life balance issue by examining employees’ perceptions of fit with their organization’s work-life balance efforts and the role of socialization. Employees’ awarness and use of the policies in place, and how their gender, job type and number of dependants affected this, was also investigated. Finally, how perceived fit, perceived work-life balance and socialization efforts, as well as policy awarness and use, affected employees’ commitment to the organization, their perceptions of organizational support, and their turnover intentions were explored.The study found that perceptions of fit and perceived work-life balance were related to one another, that socialization practices were associated with greater awareness of policies, which in turn was linked to lower turnover intentions. » (résumé, p. iii)