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Organizational support and employees...

Mesimo-Ogunsanya, Esther Aina.

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Organizational support and employees' work-life quality.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Organizational support and employees' work-life quality./
Author:	Mesimo-Ogunsanya, Esther Aina.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
Description:	152 p.
Notes:	Source: Dissertation Abstracts International, Volume: 78-04(E), Section: A.
Contained By:	Dissertation Abstracts International78-04A(E).
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10244283
ISBN:	9781369377224

Organizational support and employees' work-life quality.
Mesimo-Ogunsanya, Esther Aina.

Organizational support and employees' work-life quality. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 152 p.

Source: Dissertation Abstracts International, Volume: 78-04(E), Section: A.

Thesis (D.B.A.)--Walden University, 2017.

The increasing prevalence of work-life issues in the manufacturing industry is a problem to manufacturing employees in numerous ways. The problem addressed in this study was the relationship between organizational support and work-life quality among employees of a large manufacturing organization located in the Southeastern United States. The purpose of this correlational study was to examine the relationship between the provision of formal and informal organizational support and employees' work-life quality. Ecological system theory, role theory, and social exchange theory informed the theoretical framework of the study. The focus of the research questions was the extent of the relationship between the provision of formal and informal organizational support and employees' work-family conflict, job satisfaction, and turnover intention. The study involved multiple linear regression to analyze data collected through an online survey from 74 randomly selected manufacturing employees. A statistically significant correlation was found between the provision of formal organizational support and job satisfaction and turnover intention, but not with work-family conflict. Informal supports were not statistically significant for predicting work-family conflict, but they were statistically significant for predicting job satisfaction and workplace turnover rates. Social change implications include organizational leaders using the results to identify and implement organizational supports that can improve employees' job satisfaction, increase organizational commitment, reduce work-family conflicts, lower job stress, and decrease turnover intention.

ISBN: 9781369377224Subjects--Topical Terms:

516664
Management.

Organizational support and employees' work-life quality.
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300 $a 152 p.
500 $a Source: Dissertation Abstracts International, Volume: 78-04(E), Section: A.
500 $a Adviser: Godwin Igein.
502 $a Thesis (D.B.A.)--Walden University, 2017.
520 $a The increasing prevalence of work-life issues in the manufacturing industry is a problem to manufacturing employees in numerous ways. The problem addressed in this study was the relationship between organizational support and work-life quality among employees of a large manufacturing organization located in the Southeastern United States. The purpose of this correlational study was to examine the relationship between the provision of formal and informal organizational support and employees' work-life quality. Ecological system theory, role theory, and social exchange theory informed the theoretical framework of the study. The focus of the research questions was the extent of the relationship between the provision of formal and informal organizational support and employees' work-family conflict, job satisfaction, and turnover intention. The study involved multiple linear regression to analyze data collected through an online survey from 74 randomly selected manufacturing employees. A statistically significant correlation was found between the provision of formal organizational support and job satisfaction and turnover intention, but not with work-family conflict. Informal supports were not statistically significant for predicting work-family conflict, but they were statistically significant for predicting job satisfaction and workplace turnover rates. Social change implications include organizational leaders using the results to identify and implement organizational supports that can improve employees' job satisfaction, increase organizational commitment, reduce work-family conflicts, lower job stress, and decrease turnover intention.
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