Comparative Work-Family Practice Availability and Employee Attitudes

The present research is likely the first study of work-family practices that directly incorporates external referents per social exchange theory. Assessments of relative generosity obtained via survey data (n = 108) were positively related to perceived organizational family support (a large effect size) and affective commitment (a medium effect), and negatively associated with turnover intention (small-medium effects). Further, relative generosity explained significant incremental variance in attitudes after controlling for demographic variables and the number of practices perceived to be available. This research improves our understanding of the interrelations between employer practices and employee attitudes by examining attitudes in the context of an open system, namely, in relation to employee perceptions of what other organizations provide. Psychologist-managers should encourage employers to benchmark their portfolio of work-family practices and to communicate their relative generosity to their employees.