Students: Dissertation: Cari Lee Colton

Cari Lee Colton

ABSTRACT
Due to various changes in the workforce (e.g., increased numbers of women, dual-earner couples, and single-parent households), as well as the linking of work-family issues with important organizational outcomes, work-family concerns have become salient for employees and organizations alike. As such, organizations have begun to implement a range of formal work-family supports, such as dependent care supports (DCS) and flexible work arrangements (FWA), designed to help employees manage these multiple role demands and increase employee commitment. However, informal work-family support also plays an important role in employees’ work-family experiences.

This study utilizes systems theory and social exchange theory to explicate how formal and informal work-family supports may have effects on employees. Direct effects of informal work-family supports (i.e., coworker support, supervisor support, and work-family culture) on the outcomes of positive spillover (work-to-family), life satisfaction, and organizational commitment and on use of formal work-family supports were investigated. The direct effects of formal work-family supports (i.e., DCS and AWA) on positive spillover, life satisfaction, and organizational commitment were examined. In addition, the role of informal supports as moderators between use of formal supports and outcomes was explored. This study used data from a larger longitudinal survey study of 234 dual-earner couples in the Sandwiched Generation.

All three measures of informal work-family support predicted organizational commitment and supervisor support also predicted positive spillover, with higher perceived support leading to higher commitment and positive spillover. Work-family culture also predicted use of AWA, with those perceiving a more supportive culture more likely to use AWA. Finally, coworker support moderated the relationship between use of AWA and positive spillover, such that increased use of AWA was associated with increased positive spillover when coworker support was high and increased use was associated with decreased positive spillover when coworker support was low. Partial support was also found for several additional hypotheses regarding the effects of informal and formal supports on outcomes, informal support on use of formal supports, and informal supports as moderators. Various follow up analyses were conducted and are presented. The results and their implications for both researchers and practitioners and discussed.

Tuesday, February 17, 2004
DISSERTATION COMMITTEE
Leslie Hammer, Chair
George G. Lendaris
Margaret B. Neal
Robert Sinclair
Sully Taylor, Graduate Studies Rep.