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A Multilevel Examination of Work-Life Practices: Is More Always Better?

Richard E. Kopelman, David J. Prottas, Cynthia A. Thompson and Eileen White Jahn
Journal of Managerial Issues
Vol. 18, No. 2 (Summer 2006), pp. 232-253
Stable URL: http://www.jstor.org/stable/40604536
Page Count: 22
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Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
A Multilevel Examination of Work-Life Practices: Is More Always Better?
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Abstract

We researched the following question: Is there a relationship between the number of work-family practices offered by an organization and three psychologically relevant variables: employee perceptions of organizational family support (POFS), affective commitment (AC), and two forms of work-family conflict? Data were examined (a) at the individual level of analysis and (b) at the group level of analysis using a convenience sample of 298 individuals in 104 work groups. The number of work-family practices was significandy related to POFS and AC at the individual level (Betas of .44 and .20, respectively), and even more highly related at the work-unit level (Betas of .52 and .32, respectfully). Consistently positive relationships were found between the number of work-life practices offered and POFS and AC, but not work-family conflict. Larger mean effect sizes (d) were found at the group level of analysis than at the individual level for POFS (. 40 and .31, respectively), and for AC (. 43 and .29, respectively). We concluded that with regard to the number of work-life practices offered, "More is better."

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