| Due to changing work and family trends, the present research investigated how work resources, organizational work-family support (WFS) and supervisor work-family support (WFS), contributed to an employee's experience of managing the boundary between work and family life. The present research focused on these two types of work support to discover how they related to individuals' perceived experience of work-to-family facilitation (WTFF) and work-to-family conflict (WTFC). Participants completed three self-report surveys of study variables and demographic information. Using structural equation modeling, it was confirmed supervisor WFS had a stronger relationship to WTFF and WTFC than did organizational WFS; hypothesized due to the direct contact and the amount of control the supervisor had over the employees' resources. These findings implied the value of developing supervisors who are able to provide support to direct reports for simultaneously integrating their work and family domains. In addition, demographic groups were tested to determine how WTFF and WTFC differed, based on working over 40 hours a week, having dependents, household type, and the perception of financial needs being met. |
