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The Link between National Paid Leave Policy and Work–Family Conflict among Married Working Parents
Author(s) -
Allen Tammy D.,
Lapierre Laurent M.,
Spector Paul E.,
Poelmans Steven A.Y.,
O'Driscoll Michael,
Sanchez Juan I.,
Cooper Cary L.,
Walvoord Ashley Gray,
Antoniou AlexandrosStamatios,
Brough Paula,
Geurts Sabine,
Kinnunen Ulla,
Pagon Milan,
Shima Satoru,
Woo JongMin
Publication year - 2014
Publication title -
applied psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.497
H-Index - 88
eISSN - 1464-0597
pISSN - 0269-994X
DOI - 10.1111/apps.12004
Subject(s) - sick leave , work–family conflict , work (physics) , family leave , perception , psychology , parental leave , paid work , family conflict , demographic economics , social psychology , political science , mechanical engineering , neuroscience , law , economics , engineering
We investigated relationships between four dimensions of work–family conflict (time‐ and strain‐based work interference with family, time‐ and strain‐based family interference with work) and three key national paid leave policies (paid parental leave, paid sick leave, paid annual leave) among a sample of 643 working married parents with children under the age of 5 across 12 industrialised nations. Results provided some evidence that paid sick leave has a small but significant negative relationship with work–family conflict. Little evidence was revealed of a link between paid parental leave or of a link between paid annual leave and work–family conflict. Family‐supportive organisational perceptions and family‐supportive supervision were tested as moderators with some evidence to suggest that paid leave policies are most beneficial when employees' perceptions of support are higher than when they are lower. Family‐supportive organisational perceptions and family‐supportive supervision were both associated with less work–family conflict, providing evidence of their potential benefit across national contexts.