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Supervisor Attitudes and Behaviors T...

Johnson, Tracey L.

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Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs./
Author:	Johnson, Tracey L.
Description:	145 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-06(E), Section: A.
Contained By:	Dissertation Abstracts International74-06A(E).
Subject:	Sociology, Organizational. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3550763
ISBN:	9781267880833

Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs.
Johnson, Tracey L.

Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs. - 145 p.

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

Thesis (Ph.D.)--Walden University, 2013.

Grounded in the theory of planned behavior, this study examined factors that contribute to supervisor attitudes and supervisor intentions to implement work-life balance (WLB) policies and programs for employees. Furthermore, by drawing on McCarthy, Grady, and Darcy's conceptual model of line manager WLB attitudes and behaviors, this study also examined supervisor attitudes and behaviors toward WLB programs. The research questions assessed the extent to which supervisors' attitudes toward WLB affected their intentions to implement WLB policies and programs, and which factors contributed to supervisor WLB implementation behaviors. A self-report survey (N = 140) was used to gather the data from an online participant pool of working professional male and female supervisors, across various industries, who had at least 1 direct report. Multiple regression data analysis indicated that supervisor attitudes toward WLB were significant predictors of supervisor intentions to implement WLB programs (SE = .079, p < .001; SE = .080, p = .045). However, neither subjective norm nor perceived behavioral control was a significant predictor of supervisor intentions to implement WLB programs. Organization size, age, gender, and race were significant factors contributing to supervisor WLB implementation behaviors. This study has implications for positive social change including by lessening the information gap between organizational WLB policy and practice; increasing supervisor WLB support; and reducing common work-related issues, thus improving organizational return on investments for WLB programs, and ultimately improving the mental and physical well-being of employees.

ISBN: 9781267880833Subjects--Topical Terms:

1018023
Sociology, Organizational.

Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs.
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020 $a 9781267880833
035 $a (MiAaPQ)AAI3550763
035 $a AAI3550763
040 $a MiAaPQ $c MiAaPQ
100 1 $a Johnson, Tracey L. $3 2095359
245 1 0 $a Supervisor Attitudes and Behaviors Toward Work-Life Balance Policies and Programs.
300 $a 145 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-06(E), Section: A.
500 $a Adviser: Kizzy Parks.
502 $a Thesis (Ph.D.)--Walden University, 2013.
520 $a Grounded in the theory of planned behavior, this study examined factors that contribute to supervisor attitudes and supervisor intentions to implement work-life balance (WLB) policies and programs for employees. Furthermore, by drawing on McCarthy, Grady, and Darcy's conceptual model of line manager WLB attitudes and behaviors, this study also examined supervisor attitudes and behaviors toward WLB programs. The research questions assessed the extent to which supervisors' attitudes toward WLB affected their intentions to implement WLB policies and programs, and which factors contributed to supervisor WLB implementation behaviors. A self-report survey (N = 140) was used to gather the data from an online participant pool of working professional male and female supervisors, across various industries, who had at least 1 direct report. Multiple regression data analysis indicated that supervisor attitudes toward WLB were significant predictors of supervisor intentions to implement WLB programs (SE = .079, p < .001; SE = .080, p = .045). However, neither subjective norm nor perceived behavioral control was a significant predictor of supervisor intentions to implement WLB programs. Organization size, age, gender, and race were significant factors contributing to supervisor WLB implementation behaviors. This study has implications for positive social change including by lessening the information gap between organizational WLB policy and practice; increasing supervisor WLB support; and reducing common work-related issues, thus improving organizational return on investments for WLB programs, and ultimately improving the mental and physical well-being of employees.
590 $a School code: 0543.
650 4 $a Sociology, Organizational. $3 1018023
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Business Administration, Management. $3 626628
690 $a 0703
690 $a 0624
690 $a 0454
710 2 $a Walden University. $b Psychology. $3 1020184
773 0 $t Dissertation Abstracts International $g 74-06A(E).
790 $a 0543
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3550763