Effective HR implementation: the impact of supervisor support for policy use on employee perceptions and attitudes

Abstract

Effective implementation of human resource (HR) policies appears to depend on supervisors’ active involvement in the intervention process. Following recommendations of a recent intervention evaluation framework, we examine how perceived supervisor support during the implementation of a work-life intervention helps to change participants’ perceptions of organizational family supportiveness, and how this ultimately changes participants’ engagement and turnover intentions. A three-wave longitudinal study in a professional services firm (N = 434) that has formally involved supervisors in the process of a work-life intervention showed support for our study hypotheses. Supervisor support for policy use influenced employees’ positive work–home culture perceptions, which in turn strengthened employees’ work engagement and diminished their turnover intentions over time. We discuss practical implications and give recommendations on the future design of HR interventions and related policies.

Keywords:

• HR implementation
• work-home reconciliation
• line manager
• supervisor support for policy use
• employee perceptions and attitudes

Notes

1. When testing whether WHC support mediates the relationship between SSP and work engagement, the latent growth mediation model failed to converge. This problem was due to a small negative nonsignificant variance estimate for the slope of engagement (est.=−.01; 95% BCa CI = [−.080–.028]. As the variance estimate was small and nonsignificant, we fixed it to zero, after which the model converged.