This paper tested a new model of employee-organization relationships (EORs) by introducing types of work-life conflict as variables leading to EOR outcomes, and by investigating the possible effects of transformational leadership, procedural justice, and family-supportive workplace initiatives upon employees' perceptions of work-life conflict and relationships with their employers. Data were collected from a survey of 396 U.S. employees. Hierarchical Linear Modeling (HLM) was adopted to address the multilevel structure of collected data. Time-based work-life conflict, individualized consideration, and procedural justice were found to be associated with quality of EORs significantly. Fair work-life policy-making procedures also significantly predicted perceived levels of work-life conflict.
- Employee-organization relationships
- Family-supportive workplace initiatives
- Procedural justice
- Transformational leadership
ASJC Scopus subject areas
- Organizational Behavior and Human Resource Management