東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Organizational and supervisor work-f...

Brown, Jessica E.

FindBook

Google Book

Amazon

博客來

Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict./
作者:	Brown, Jessica E.
面頁冊數:	256 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-06(E), Section: B.
Contained By:	Dissertation Abstracts International74-06B(E).
標題:	Business Administration, General. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3553014
ISBN:	9781267922069

Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict.
Brown, Jessica E.

Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict. - 256 p.

Source: Dissertation Abstracts International, Volume: 74-06(E), Section: B.

Thesis (Ph.D.)--Alliant International University, 2013.

Due to changing work and family trends, the present research investigated how work resources, organizational work-family support (WFS) and supervisor work-family support (WFS), contributed to an employee's experience of managing the boundary between work and family life. The present research focused on these two types of work support to discover how they related to individuals' perceived experience of work-to-family facilitation (WTFF) and work-to-family conflict (WTFC). Participants completed three self-report surveys of study variables and demographic information. Using structural equation modeling, it was confirmed supervisor WFS had a stronger relationship to WTFF and WTFC than did organizational WFS; hypothesized due to the direct contact and the amount of control the supervisor had over the employees' resources. These findings implied the value of developing supervisors who are able to provide support to direct reports for simultaneously integrating their work and family domains. In addition, demographic groups were tested to determine how WTFF and WTFC differed, based on working over 40 hours a week, having dependents, household type, and the perception of financial needs being met.

ISBN: 9781267922069Subjects--Topical Terms:

1017457
Business Administration, General.

Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict.
LDR:02273nam 2200325 4500 001 1957528
005 20140106101257.5
008 150210s2013 ||||||||||||||||| ||eng d
020 $a 9781267922069
035 $a (UMI)AAI3553014
035 $a AAI3553014
040 $a UMI $c UMI
100 1 $a Brown, Jessica E. $3 2092447
245 1 0 $a Organizational and supervisor work-family support (WFS) as predictors of work-to-family facilitation and conflict.
300 $a 256 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-06(E), Section: B.
500 $a Adviser: Camala Boyce.
502 $a Thesis (Ph.D.)--Alliant International University, 2013.
520 $a Due to changing work and family trends, the present research investigated how work resources, organizational work-family support (WFS) and supervisor work-family support (WFS), contributed to an employee's experience of managing the boundary between work and family life. The present research focused on these two types of work support to discover how they related to individuals' perceived experience of work-to-family facilitation (WTFF) and work-to-family conflict (WTFC). Participants completed three self-report surveys of study variables and demographic information. Using structural equation modeling, it was confirmed supervisor WFS had a stronger relationship to WTFF and WTFC than did organizational WFS; hypothesized due to the direct contact and the amount of control the supervisor had over the employees' resources. These findings implied the value of developing supervisors who are able to provide support to direct reports for simultaneously integrating their work and family domains. In addition, demographic groups were tested to determine how WTFF and WTFC differed, based on working over 40 hours a week, having dependents, household type, and the perception of financial needs being met.
590 $a School code: 1634.
650 4 $a Business Administration, General. $3 1017457
650 4 $a Psychology, General. $3 1018034
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Sociology, Individual and Family Studies. $3 626655
690 $a 0310
690 $a 0621
690 $a 0624
690 $a 0628
710 2 $a Alliant International University. $b San Diego, CSPP. $3 2092448
773 0 $t Dissertation Abstracts International $g 74-06B(E).
790 1 0 $a Boyce, Camala, $e advisor
790 1 0 $a Glaser, Dale $e committee member
790 1 0 $a Kantor, John $e committee member
790 $a 1634
791 $a Ph.D.
792 $a 2013
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3553014