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Cultural Differences in Work-Family Policies and Perceptions of Organizational Support

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Abstract

The current paper examines the impact of at-home family and friend support on the relationship between organizations’ work-family initiatives and employee perceptions of organizational and supervisory support for Hispanics and white non-Hispanics. Drawing on the cultural dimensions of performance and relationship orientations, we derive several hypotheses to test. The results indicate that perceptions of organizational support are moderated differentially, for Hispanics and white non-Hispanics, by the level of support available outside of the organization. Directions for future research are presented.

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Authors and Affiliations

  1. Anderson School of Management, University of New Mexico, 1924 Las Lomas NE, Albuquerque, NM, 87131, USA

    Robert G. Del Campo & Michelle M. Arthur

  2. Jon M. Huntsman School of Business, Utah State University, 3555 Old Main Hill, Logan, UT, 84322-3555, USA

    Alison Cook

Authors
  1. Robert G. Del Campo
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  2. Alison Cook
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  3. Michelle M. Arthur
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Corresponding author

Correspondence to Alison Cook.

Appendix

Appendix

Table 4 White non-Hispanic sample.
Full size table
Table 5 Hispanic sample.
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Table 6 White non-Hispanic sample.
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Table 7 Hispanic sample.
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Del Campo, R.G., Cook, A. & Arthur, M.M. Cultural Differences in Work-Family Policies and Perceptions of Organizational Support. Employ Respons Rights J 25, 23–39 (2013). https://doi.org/10.1007/s10672-011-9188-9

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