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THE MODERATING EFFECT OF SUPERVISORY SOCIAL SUPPORT ON THE RELATIONSHIP BETWEEN SECOND GENERATION LATINOS’ AND ASIANS’ ASSIMILATION LEVEL AND WORK-FAMILY CONFLICT By Yazmin Perez-Lopez The majority of the empirical work regarding work-family conflict (WFC) has been focused on the experiences of White, middle class, Anglo-Americans. The labor force, however, is experiencing major demographic changes as increasing numbers of U.S.-born Latinos and Asians become employees. Although second generation Latinos and Asians play a major role in the U.S. economy and workplace, their experiences as employees have seldom been examined. Because they are exposed to collectivistic and individualistic values simultaneously, their assimilation levels, or identification with the U.S. culture, could be a unique predictor of a type of WFC: work-interference with family (WIF) or family interference with work (FIW). Using 103 second generation Latino and Asian employees, the present study was aimed to understand the influence of cultural variables on WFC by examining the relationship between their assimilation levels and type of WFC. It was hypothesized that the more assimilated they were, the more WIF and the less FIW they would experience. In addition, perceived supervisor support was introduced as a moderator of the relationship between assimilation levels and type of WFC. The findings of this study revealed that contrary to the hypothesis, assimilation levels were not related to WIF or FIW, nor did perceived supervisor support moderate their relationship. However, the study did provide further evidence that perceived supervisor support could reduce WIF. Given these findings, organizations should look to revamp their work-family balance initiatives and provide the necessary training to their front-line supervisors to instill a sense of supervisory support among employees.

The Moderating Effect of Supervisory Social Support on the Relationship between Second Generation Latinos’ and Asians’ Assimilation Level and Work-Family Conflict