Fostering longevity attitudes in women expatriates: the role of general and targeted types of organizational support

Figures & data

Figure 1. Hypothesized model.

Notes. In Study 1, POS and sex were measured at T1, adjustment was measured at T2 (while controlling for adjustment at T1). Commitment was measured at T2. In Study 2, OCQ, FSOP, sex, adjustment, commitment, career satisfaction, and community embeddedness were measured at T1.

Figure 2. Relationship between perceived organizational support (POS) and adjustment as moderated by sex in Study 1.

Table 1. Descriptive statistics and correlations for Study 1 by sex.

Variable	M	SD	1	2	3	4	M	SD
1. POS	4.67	1.09	–	0.27	–0.06	0.47**	4.78	1.48
2. Adjustment (T1)	4.22	0.56	–0.07	–	0.56**	0.26	4.08	0.69
3. Adjustment (T2)	4.26	0.58	0.18	0.36*	–	0.41**	4.01	0.58
4. Commitment	3.15	0.98	0.28	–0.11	0.28	–	3.11	0.89

Notes. N  =  92 (women = 44, men = 48). Correlations for women are below the diagonal with means and standard deviations on the left and those for men are above the diagonal with means and standard deviations on the right. POS = Perceived Organizational Support. POS and Sex were measured at T1, Adjustment was measured at T2 (though we controlled for Adjustment at T1 in regression models), and Commitment was measured at T2.

Table 2. The effects of perceived organizational support on commitment, as mediated by adjustment and moderated by sex in Study 1.

	Outcome
	Adjustment (T2)	Commitment (T2)
	b (SE)	b (SE)
Constant	2.50** (.39)	.13 (.72)
Perceived Organizational Support (POS) (T1)	–.08 (.05)	.28** (.07)
Sex (T1)	–.74 (.43)	---
Adjustment (T1)	.47** (.09)	–.23 (.15)
POS × Sex	.19* (.08)	---
Adjustment (T2)	---	.64** (.16)
Overall F	9.10**	11.06**
Overall R^2	.29	.27

Notes. N = 92. The number of bootstrap samples for bias-corrected bootstrap confidence intervals = 5000. Coefficients are unstandardized and numbers in parentheses are standard errors.

^* p<.05.

^** p<.01.

Table 3. Descriptive statistics and correlations for Study 2 by sex.

Variable	M	SD	1	2	3	4	5	6	M	SD
1. OCQ	3.89	0.40	–	0.00	0.15**	0.43**	0.20**	0.27**	3.89	0.43
2. FSOP	3.14	0.57	0.03	–	0.27**	0.05	−0.04	−0.04	2.96	0.56
3. Adjustment	4.14	0.66	–0.03	0.48**	–	0.21**	0.29**	0.23**	3.90	0.64
4. Commitment	3.79	0.52	0.27**	0.25**	0.19**	–	0.25**	0.41**	3.91	0.50
5. Career satisfaction	5.58	1.02	0.09	–0.09	0.21**	0.11*	–	0.45**	5.49	0.99
6. Community embeddedness	4.07	0.42	–0.11*	–0.04	0.12*	0.04	0.23**	–	4.04	0.45

Notes. N = 1,129 (women = 344, men = 785). Correlations for women are below the diagonal with means and standard deviations on the left and those for men are above the diagonal with means and standard deviations on the right. OCQ = Organizational Cultural Intelligence; FSOP = Family Supportive Organizational Perceptions. All variables are measured at the same time point.

Table 4. The effects of organizational cultural intelligence and family supportive organizational perceptions on commitment, career satisfaction, and community embeddedness as mediated by adjustment and moderated by sex in Study 2.

		Models with Organizational Cultural Intelligence (OCQ)		Models with Family Supportive Organizational Perceptions (FSOP)
		Adjustment		Adjustment
		b (SE)		b (SE)
Constant		1.68** (.54)		3.58** (.29)
Sex		1.34** (.40)		–.59** (.22)
Organizational Support (OS)		.51** (.14)		.06 (.10)
OS × Sex		–.28** (.10)		.24** (.07)
	Commitment	Career Satisfaction	Community Embeddedness	Commitment	Career Satisfaction	Community Embeddedness
Constant	1.73** (.15)	2.68** (.30)	2.97** (.14)	3.26** (.10)	4.41** (.20)	3.68** (.09)
OS	.44** (.03)	.33** (.07)	.15** (.03)	.04 (.03)	-.29** (.05)	-.09** (.02)
Adjustment	.11** (.02)	.39** (.04)	.12** (.02)	.13** (.02)	.50** (.05)	.16** (.02)

Notes. N = 1,129. The number of bootstrap samples for bias-corrected bootstrap confidence intervals = 5000. Coefficients are unstandardized and numbers in parentheses are standard errors.

^* p<.05.

^** p<.01.

Table 5. Summary of the indirect effects of perceived organizational support (Study 1), organizational cultural intelligence (Study 2), and family-supportive organizational perceptions (Study 2) by sex.

	Commitment			Career Satisfaction			Community Embeddedness
	Effect (SE)	LLCI	ULCI	Effect (SE)	LLCI	ULCI	Effect (SE)	LLCI	ULCI
POS
Men	–.05 (.03)	–.12	.00
Women	.06 (.05)	–.03	.17
OCQ
Men	.03 (.01)	.01	.04	.09 (.03)	.04	.14	.03 (.01)	.01	.05
Women	–.01 (.01)	–.03	.02	–.02 (.04)	–.10	.06	–.01 (.01)	–.03	.02
FSOP
Men	.04 (.01)	.02	.06	.15 (.03)	.10	.22	.05 (.01)	.03	.07
Women	.07 (.02)	.04	.11	.27 (.05)	.19	.38	.09 (.02)	.06	.12

Notes. N = 1129. The number of bootstrap samples for bias-corrected bootstrap confidence intervals = 5000. POS = Perceived Organizational Support; OCQ = Organizational Cultural Intelligence; FSOP = Family-Supportive Organizational Perceptions. Coefficients are unstandardized, and numbers in parentheses are standard errors. Results in bold were statistically significant at p<.05.

Figure 3. Relationship between organizational cultural intelligence (OCQ) and adjustment as moderated by sex in Study 2.

Figure 4. Relationship between family-supportive organizational perceptions (FSOP) and adjustment as moderated by sex in Study 2.