Supervisor, Coworker, and Organizational Supportiveness of Flexible Work-Life Balance Policies and Its Impact on Perceived Promotion Probability

Abstract

Work-life benefits have become prominent as organizations realize they often improve various employee attitudes and performance, such as increased job satisfaction, greater employee engagement, and increased productivity. One goal of the present study was to examine whether perceptions of organizational culture, supervisor support, and coworker support had a positive influence on flexible work-life benefits utilization. Results confirmed that supervisor support did indeed have a positive influence on flexible work-life benefits utilization. Results also partially supported coworker support having a positive influence on flexible work-life benefits utilization. An additional purpose of this study was to examine the relationship between flexible work-life benefit utilization and perceived promotion probability. Furthermore, this relationship was hypothesized to be moderated by perceived organizational culture, supervisor support, and coworker support. None of the moderation hypotheses were supported. However, there was an unexpected, negative relationship found between flexible work-life benefit utilization and perceived promotion probability, with coworker support as a moderator. Implications and suggestions for future research are discussed.