Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes

Abstract

This study examines the influence of mentoring support and perceptions of a supportive work–family culture on the level of work–family conflict (WFC), job satisfaction and affective commitment reported by employees in a Fortune 100 professional services organization. Main effects and interaction effects between mentoring and work–family culture were explored. Results indicate that the presence of a mentor is significantly related to affective commitment while a supportive work–family culture was associated with less WFC – both family interference with work and work interference with family – and greater job satisfaction and affective commitment. For both job satisfaction and affective commitment, there is an interaction effect that suggests a synergy between direct and contextual support. Implications for practice and future research are discussed.

Keywords:

• affective commitment
• job satisfaction
• mentoring
• work–family conflict
• work–family culture

Notes

1. Additional information about the distribution of mentors by number, gender and protégé demographics (gender, ethnicity, organizational level) is available from the first author.