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Maryanne Fayad

DBA Graduate - 2016

Thesis title

Understanding the Influence of Supportive Work Environment on Work Family Conflict and Employee Attitudes in Lebanon

Supervisor(s)

Caroline Straub
Our study is among the first to examine classical relationships in work family literature in Lebanon. It uses social exchange theory to develop a model of the processes linking a family supportive culture, namely, family supportive supervisory behavior (FSSB) and family supportive organizational perceptions (FSOP), to employee attitudes, namely, job satisfaction (JS), organizational commitment (OC) and turnover intention (TI). The link of FSSB and FSOP to work family conflict, the mediating role of leader member exchange (LMX) on the relationship between FSSB and TI, and the moderating roles of gender and schedule fit were also investigated. The research used regression with a data set consisting of a sample of 300 employees in a Lebanese retail company to test the proposed model. Semi-structured interviews with 10 HR professionals were conducted for a deeper insight on the employer view of the issue. The company where the survey was conducted did not offer any family friendly policies and the working hours were long. Consistent with prior literature, our hypothesized model confirms that FSSB is significantly related to all work outcomes. Contrary to prior literature, FSOP was not significantly related to the work outcomes; neither were FSSB and FSOP related to WFC. An explanation to this lies in the number of working hours that the employee spends at work. Interesting to our study findings is that we could refer the non-significant relation between work family conflict and socially supportive environment to the working hours. The findings also indicate full mediation by LMX for the relation between FSSB and TI. No moderation effects for gender and schedule fit were revealed. Findings from the qualitative survey indicate the work family conflict is a concern for the majority of employees in Lebanese companies who act on the conflict formally or informally. A major implication of the study was that employees appreciate supervisory support; perceptions of supervisory support had a direct influence on employee work attitudes even in the absence of FFP and FSOP. Other implications are discussed in the study. The research adds to our understanding of supportive culture and its consequences.Key Words: Supportive Work Environment; Work Family Conflict; Employee Attitudes