ABSTRACT
This research examines the relationships between family supportive policies (i.e., family supportive supervisor behaviors, perceptions of family supportive cultures, and family supportive coworkers), employees' feelings of belongingness and their levels of organizational commitment (i.e., affective, continuous, and normative). This research aims to extend the field's understanding by demonstrating the mediating potential of belongingness on the relationship between these dimensions of family supportiveness and commitment. The study tests hypotheses derived from data collected from 123 full-time working respondents in the southeastern United States. Analyses indicated that belonginess mediated most of the relationships between pro-family initiatives at work and commitment as well as pro-family coworkers and commitment. This research includes a discussion of the study's results, strengths, limitations, theoretical and managerial implications as well as directions for future research.
Keywords
Belonging, Organizational Commitment, Family Supportive Behavior, Organizational Culture