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The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship.Design/methodology/approachA questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed.FindingsResults show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM.Originality/valueThis paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.
Academia Revista Latinoamericana de Administración – Emerald Publishing
Published: Sep 24, 2019
Keywords: Colombia; Chile; Family-supportive supervisor behaviour; Work–family policies; Turnover intention; Satisfaction with work–family balance; Prosocial motivation; Family-friendly organizational culture; Colombia; Chile; Comportamientos Solidarios de los Supervisores; Políticas trabajo-familia; Intención de dejar la empresa; Satisfacción con el balance trabajo-familia; Motivación pro-social; Cultura Organizacional amigable para la familia
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