Rationale and construct validity evidence for a measure of perceived organizational family support (POFS): Because purported practices may not reflect reality

Abstract

Although a substantial literature has accumulated regarding specific work-family practices and their effects, until recently little systematic attention has been paid to the overall climate of organizational work-family support. (In contrast, an analogous concept, colloquially referred to as 'family friendliness', has often been invoked but rarely systematically measured.) The present research provides a conceptual definition of our focal construct--perceived organizational family support (POFS)--that is grounded in the empirically supported theoretical framework of social support (cf. Greenhaus & Parasuraman, 1994). Construct validity evidence was obtained from a sample of 310 full-time employed individuals working for 96 organizations, and includes an examination of internal consistency reliability, factor analyses, content validity assessment, convergent and discriminant validity correlational analyses, and the computation of inter-rater agreement within organizations [rwg(j)]. Three component dimensions of organizational family support were hypothesized--instrumental, informational, and emotional. Empirical evidence supported two distinct factors: tangible support (consisting of instrumental and informational practices) and intangible support (consisting of emotionally supportive practices). To the extent that the success of work-family programs depends on employees' perceptions of both the tangible and intangible aspects of organizational family supportiveness, the POFS scale has both theoretical and practical utility. Aunque se ha acumulado una cantidad importante de literatura con respecto a las praécticas especiéficas de conciliacion trabajo-familia y sus efectos, hasta el presente se ha prestado poca atencioén sistemaética al clima general del apoyo organizacional de conciliacion trabajo-familia. (Por contraste, un concepto anaélogo, al cual se refiere coloquialmente como 'family friendliness' (apoyo a las familias), se ha invocado a menudo pero pocas veces se ha medido sistematicamente. La investigacioén actual ofrece una definicioén conceptual de nuestro constructo central--'perceived organizational family support (POFS)' (apoyo organizacional percebido de conciliacion trabajo-familia)--que se funda en el marco teoérico, respaldado empiricamente, de apoyo social (cf. Greenhaus y Parasuraman, 1994). Se obtuvieron pruebas de validez del constructo en una muestra de 310 individuos empleados por jornada completa por 96 organizaciones, y se incluye un examen de fiabilidad de consistencia interna, anaélisis de factores, evaluacioén de validez de contenido, anaélisis correlacional de validez convergente y discriminante, y al caélculo del acuerdo entre anotadores dentro de las organizaciones [rwg(j)] ('inter-rater agreement'). Se plantearon como hipoétesis tres dimensiones que componen el apoyo organizacional de conciliacion trabajo-familia--instrumental, informacional y emocional. Datos empiéricos sostienen dos factores distintos: apoyo tangible (compuesto de praécticas instrumentales e informacionales) y apoyo intangible (compuesto de praécticas de apoyo emocional). Dado que el eéxito de programas de conciliacion trabajo-familia depende de las percepciones que tienen los empleados de los aspectos del apoyo organizacional de conciliacion trabajo-familia, tanto tangible como intangible, la escala POFS tiene utilidad teoérica y praéctica.

Keywords:

• Reconciling Work And Family
• Measurement Of Organizational Family Support
• Work-family Conflict
• Human Resources