Skip to main content

Advertisement

SpringerLink
Log in

Why Having a Family-Supportive Culture, Not Just Policies, Matters to Male and Female Job Seekers: An Examination of Work-Family Conflict, Values, and Self-Interest

  • Original Article
  • Published:
Sex Roles Aims and scope Submit manuscript

Abstract

A common strategy to recruit job seekers, particularly women, is to develop and market a family-supportive workplace. We conducted two studies to investigate whether family-supportive policies and/or culture influenced organizational attractiveness, whether gender differences exist, and three theoretically based reasons why they might exist: (a) women anticipating or experiencing greater work-to-family conflict, (b) women having stronger family values, and (c) women expecting to benefit more from family-supportive practices than do men. In Study 1, 195 undergraduate students rated their attraction to a firm using a 3 (Type of Policy: dependent care assistance, flexible work arrangements, control) x 3 (Work-Family Culture: supportive, unsupportive, control) x 2 (Participant Gender) between-subjects design. A supportive work-family culture was associated with higher ratings of organizational attractiveness than was an unsupportive culture, and the effect was stronger for women. The effect of culture on organizational attractiveness was partially mediated by anticipated work-family conflict, but this mediation did not explain gender differences. In Study 2, we surveyed 255 job-seeking and working adults about the importance of family-supportive policies and culture to job choice. Participants rated a family-supportive culture as more important than policies to job choice, and women valued culture more than did men. The gender difference was explained by women’s stronger belief that they would benefit from a family-supportive culture rather than differences in values or work-family conflict. Results suggest that organizations that develop and market a family-supportive culture, rather than only policies, are more appealing to job seekers, especially women.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1

Similar content being viewed by others

References

  • Accenture. (2010). Millennial Women in the Workplace Success Index: Striving for balance. Retrieved from http://www.accenture.com .

  • Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414–435.

    Article  Google Scholar 

  • Almquist, E. M., & Angrist, S. S. (1993). Families, careers, and contingencies. In K. Hulbert & D. Schuster (Eds.), Women's lives through time: Educated women of the twentieth century (pp. 145–167). San Francisco: Jossey-Bass.

    Google Scholar 

  • Amatea, E. S., Cross, E., Clark, J. E., & Bobby, C. L. (1986). Assessing the work and family role expectations of career-oriented men and women: The life role salience scales. Journal of Marriage & the Family, 48, 831–838.

    Article  Google Scholar 

  • Aryee, S., & Luk, V. (1996). Work and nonwork influences on the career satisfaction of dual-career couples. Journal of Vocational Behavior, 49, 38–52.

    Article  Google Scholar 

  • Baron, R., & Kenny, D. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.

    Article  PubMed  Google Scholar 

  • Blair-Loy, M. (2003). Competing devotions: Career and family among women executives. Cambridge: Harvard University Press.

    Google Scholar 

  • Borelli, J. L., Nelson, S. K., River, L. M., Birken, S. A., & Moss-Racusin, C. (2016). Gender differences in guilt about working in parents of young children. Sex Roles. Advance online publication. doi:10.1007/s11199-016-0579-0.

    Google Scholar 

  • Bourhis, A., & Mekkaoui, R. (2010). Beyond work-family balance: Are family-supportive organizations more attractive? Industrial Relations, 65, 98–117.

    Article  Google Scholar 

  • Bretz, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20, 531–551.

    Article  Google Scholar 

  • Bureau of Labor Statistics. (2009). Married-couple families by number and relationship of earners, 1967–-2007 (Table 23). Retrieved from http://stats.bls.gov/cps/wlftable23.htm .

  • Bureau of Labor Statistics. (2010). American Time Use Survey summary. Retrieved from http://www.bls.gov/news.release/atus.nr0.htm .

  • Burke, P. J., & Reitzes, D. C. (1991). An identity theory approach to commitment. Social Psychology Quarterly, 54, 239–251.

    Article  Google Scholar 

  • Butts, M., Casper, W., & Yang, T. (2013). How important are work–family support policies? A meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology, 98, 1–25.

    Article  PubMed  Google Scholar 

  • Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67, 169–198.

    Article  Google Scholar 

  • Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294–311.

    Article  Google Scholar 

  • Cable, D. M., Aiman-Smith, L., Mulvey, D., & Edwards, J. (2000). The sources and accuracy of job applicants’ beliefs about organizational culture. Academy of Management Journal, 43, 1076–1085.

    Article  Google Scholar 

  • Carless, S. A., & Wintle, J. (2007). Applicant attraction: The role of recruiter function, work-life balance policies, and career salience. International Journal of Selection and Assessment, 15, 394–404.

    Article  Google Scholar 

  • Carlson, D. S., Kacmar, K., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational Behavior, 56, 249–276.

    Article  Google Scholar 

  • Carvajal, S. C., Evans, R. I., Nash, S. G., & Getz, J. (2002). Global positive expectancies of the self and adolescents' substance use avoidance: Testing a social influence mediational model. Journal of Personality, 70, 421–442.

    Article  PubMed  Google Scholar 

  • Casey, P. R., & Grzywacz, J. G. (2008). Employee health and well-being: The role of flexibility and work-family balance. Psychologist-Manager Journal, 11, 31–47.

    Article  Google Scholar 

  • Casper, W. J., & Buffardi, L. C. (2004). Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65, 391–410.

    Article  Google Scholar 

  • Casper, W. J., & DePaulo, B. (2012). A new layer to inclusion: Creating singles- friendly work environments. In M. J. Sirgy, N. P. Reilly, & C. A. Gorman (Eds.), Handbook of ethics and employee well- being, Volume VII (pp. 217–234). New York: Springer Publishers.

    Google Scholar 

  • Casper, W. J., & Harris, C. M. (2008). Work-life benefits and organizational attachment: Self-interest utility and signaling theory models. Journal of Vocational Behavior, 72, 95–109.

    Article  Google Scholar 

  • Casper, W. J., Marquardt, D., Roberto, K., & Buss, C. (2016). The hidden family lives of singles without dependent children. In T. D. Allen & L. T. Eby (Eds.), Oxford handbook of work and family (pp. 182–198). New York: Oxford University Press.

  • Cinamon, R. (2006). Anticipated work-family conflict: Effects of gender, self-efficacy, and family background. Career Development Quarterly, 54, 202–215.

    Article  Google Scholar 

  • Cinamon, R., & Rich, Y. (2002). Gender differences in the importance of work and family roles: Implications for work-family conflict. Sex Roles, 47, 531–541.

    Article  Google Scholar 

  • Eagly, A. H., Wood, W., & Diekman, A. B. (2000). Social role theory of gender differences and similarities: A current appraisal. In T. Eckes & H. M. Trautner (Eds.), The developmental social psychology of gender (pp. 123–174). Mahwah: Erlbaum.

    Google Scholar 

  • Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980-2002). Journal of Vocational Behavior, 66, 124–197.

    Article  Google Scholar 

  • Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654–677.

    Article  PubMed  Google Scholar 

  • Ehrart, K. H., & Ziegert, J. C. (2005). Why are individuals attracted to organizations? Journal of Management, 31, 901–919.

    Article  Google Scholar 

  • Ferriman, K., Lubinski, D., & Benbow, C. P. (2009). Work preferences, life values, and personal views of top math/science graduate students and the profoundly gifted: Developmental changes and gender differences during emerging adulthood and parenthood. Journal of Personality and Social Psychology, 97, 517–532.

    Article  PubMed  Google Scholar 

  • Frye, N., & Breaugh, J. A. (2004). Family-supportive policies, supervisor support, work-family conflict, family-work conflict, and satisfaction: A test of a conceptual model. Journal of Business and Psychology, 19(2), 197–220.

    Article  Google Scholar 

  • Galinsky, E., & Stein, P. J. (1990). The impact of human resource policies on employees: Balancing work/family life. Journal of Family Issues, 11, 368–383. doi:10.1177/019251390011004002.

    Article  Google Scholar 

  • Gersick, C. J. G., & Kram, K. E. (2002). High-achieving women at midlife: An exploratory study. Journal of Management Inquiry, 11, 104–127.

    Article  Google Scholar 

  • Grover, S. L., & Crooker, K. (1995). Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48, 271–288.

    Article  Google Scholar 

  • Halbesleben, J., Neveu, J. P., Paustian-Underdahl, S., & Westman, M. (2014). Getting to the “COR”: Understanding the role of resources in conservation of resources theory. Journal of Management, 40, 1334–1364.

    Article  Google Scholar 

  • Hammer, L. B., Kossek, E., Anger, W., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors. Journal of Applied Psychology, 96(1), 134–150.

    Article  PubMed  PubMed Central  Google Scholar 

  • Hayes, A. F. (2014). Andrew F. Hayes, PhD. Retrieved from www.afhayes.com.

  • Hobfoll, S. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524.

    Article  PubMed  Google Scholar 

  • Honeycutt, T. L., & Rosen, B. (1997). Family-supportive human resource policies, salary levels, and salient identity as predictors of organizational attraction. Journal of Vocational Behavior, 50, 271–290.

    Article  Google Scholar 

  • Judge, T., & Cable, D. (1997). Applicant personality, organizational culture, and organizational attraction. Personnel Psychology, 50, 359–394.

    Article  Google Scholar 

  • Klun, S. (2008). Work-life balance is a cross-generational concern—and a key to retaining high performers at Accenture. Global Business & Organizational Excellence, 27, 14–20.

    Article  Google Scholar 

  • Leung, S. A., Conoley, C. W., & Schell, M. J. (1994). The career and educational aspirations of gifted high school students: A retrospective study. Journal of Counseling and Development, 72, 298–303.

    Article  Google Scholar 

  • Lind, E., & Tyler, T. (1988). The social psychology of procedural justice. New York: Plenum Press.

    Book  Google Scholar 

  • Lockwood, N. (2009). The multigenerational workforce: Opportunity for competitive success. Alexandria, VA: Society for Human Resource Management. Retrieved from http://www.shrm.org.

  • Lowen, A., & Sicilian, P. (2009). Family-supportive fringe benefits and the gender wage gap. Journal of Labor Research, 30, 101–119.

    Article  Google Scholar 

  • MacKinnon, D. P., Fairchild, A. J., & Fritz, M. S. (2007). Mediation analysis. Annual Review of Psychology, 58, 593–614.

    Article  PubMed  PubMed Central  Google Scholar 

  • Matthews, R. A., Kath, L. M., & Barnes-Farrell, J. L. (2010). A short, valid, predictive measure of work–family conflict: Item selection and scale validation. Journal of Occupational Health Psychology, 15, 75–90.

    Article  PubMed  Google Scholar 

  • Maume, D. J. (2006). Gender differences in taking vacation time. Work & Occupations, 33, 161–190.

    Article  Google Scholar 

  • National Center for Education Statistics. (2004). Degrees conferred by degree-granting institutions 2003–2004. Retrieved from http://nces.ed.gov/programs/digest/d05/tables/dt05_253.asp .

  • Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81, 400–410.

    Article  Google Scholar 

  • Ng, S. H., & Allen, M. W. (2005). Perception of economic distributive justice: Exploring leading theories. Social Behavior and Personality: An International Journal, 33, 435–454.

    Article  Google Scholar 

  • O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487–516. doi:10.2307/256404.

    Article  Google Scholar 

  • Ovadia, S. (2001). Race, class, and gender differences in high school seniors' values: Applying intersection theory in empirical analysis. Social Science Quarterly, 82, 340–356.

    Article  Google Scholar 

  • Parasuraman, S., & Simmers, C. (2001). Type of employment, work-family conflict and well-being: A comparative study. Journal of Organizational Behavior, 22(5), 551–568.

    Article  Google Scholar 

  • Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41, 673–690.

    Article  Google Scholar 

  • Pitt-Catsouphes, M. (2002). Family-supportive workplace. Sloan Work and Family Research Network Encyclopedia. Retrieved from http://wfnetwork.bc.edu/ encyclopedia_entry.php?id = 232 .

  • Power Analysis. (2016, April 30). Power analysis for ANOVA designs. Retrieved from http://www.math.yorku.ca/SCS/Online/power/

  • Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879–891.

    Article  PubMed  Google Scholar 

  • Premeaux, S. F., Adkins, C. L., & Mossholder, K. W. (2007). Balancing work and family: A field study of multi-dimensional, multi-role work-family conflict. Journal of Organizational Behavior, 28(6), 705–727.

    Article  Google Scholar 

  • Rau, B. L., & Hyland, M. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55, 111–136.

    Article  Google Scholar 

  • Rokeach, M. (1973). The nature of human values. New York: Free Press.

    Google Scholar 

  • Rowe, R., & Snizek, W. E. (1995). Gender differences in work values: Perpetuating the myth. Work and Occupations, 22, 215–229.

    Article  Google Scholar 

  • Ryan, A. M., & Kossek, E. E. (2008). Work- life policy implementation: Breaking down or creating barriers to inclusiveness? Human Resource Management, 47, 295–310.

    Article  Google Scholar 

  • Society for Human Resource Management. (2009). Employee benefits: Examining employee benefits in a fiscally challenging economy. Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Pages/2009EmployeeBenefits SurveyReport.aspx .

  • Solis, H., & Hall, K. (2010). Women in the laborforce: A databook. Retrieved from http://www.bls.gov/cps/wlf-databook-2010.pdf .

  • Spence, A. (1973). Job market signaling. Quarterly Journal of Economics, 87, 355–379.

    Article  Google Scholar 

  • Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behaviour. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (pp. 7–24). Chicago: Nelson-Hall.

    Google Scholar 

  • Thomas, K. M., & Wise, P. G. (1999). Organizational attractiveness and individual differences. Are diverse applicants attracted by different factors? Journal of Business and Psychology, 13, 35–390.

    Article  Google Scholar 

  • Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54, 392–415.

    Article  Google Scholar 

  • Thompson, R., Payne, S., & Taylor, A. (2014). Applicant attraction to flexible work arrangements: Separating the influence of flextime and flexplace. Journal of Occupational and Organizational Psychology, 88, 726–749. doi:10.1111/joop.12095.

    Article  Google Scholar 

  • Truxillo, D. M., & Bauer, T. N. (1999). Applicant reactions to test scores banding in entry-level and promotional contexts. Journal of Applied Psychology, 84, 322–339.

    Article  PubMed  Google Scholar 

  • Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology, 78, 184–193.

    Article  Google Scholar 

  • Walker, H., Field, H., Giles, W., Armenakis, A., & Bernerth, J. (2009). Displaying employee testimonials on recruitment web sites: Effects of communication media, employee race, and job seeker race on organizational attraction and information credibility. Journal of Applied Psychology, 94, 1354–1364.

    Article  PubMed  Google Scholar 

  • Wayne, J. H., & Casper, W. J. (2012). Why does firm reputation in human resource policies influence college students? The mechanisms underlying job pursuit intentions. Human Resource Management, 51, 121–142.

    Article  Google Scholar 

  • Wayne, J. H., Randel, A. E., & Stevens, J. (2006). The role of identity and work-family support in work-family enrichment and its work-related consequences. Journal of Vocational Behavior, 69, 445–461.

    Article  Google Scholar 

  • Westring, A., & Ryan, A. (2011). Anticipated work–family conflict: A construct investigation. Journal of Vocational Behavior, 79, 596–610. doi:10.1016/j.jvb.2011.02.004.

    Article  Google Scholar 

  • Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at work. New York: American Management Association.

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. 369 Farrell Hall School of Business, Wake Forest University, Winston-Salem, NC, 27109, USA

    Julie Holliday Wayne

  2. University of Texas at Arlington, 701 S. West Street, Suite 233; Box 19467, Arlington, TX, 76019-0467, USA

    Wendy J. Casper

Authors
  1. Julie Holliday Wayne
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Wendy J. Casper
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Julie Holliday Wayne.

Ethics declarations

All participants were treated in accordance with ethical guidelines for research involving Human Participants and informed consent was obtained.

Conflict of interest

In the conduct of this study, there are no potential conflicts of interest.

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Wayne, J.H., Casper, W.J. Why Having a Family-Supportive Culture, Not Just Policies, Matters to Male and Female Job Seekers: An Examination of Work-Family Conflict, Values, and Self-Interest. Sex Roles 75, 459–475 (2016). https://doi.org/10.1007/s11199-016-0645-7

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s11199-016-0645-7

Keywords

Search

Navigation