Employee worklife balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support

This article examines how employee perceptions of supervisory and organizational support for worklife balance, in addition to the number of worklife balance programmes available, predict a number of worklife balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards worklife balance programmes are also explored. To account for the nested structure of the data, analyses were conducted using hierarchical linear modelling. We found that perceptions of worklife supportiveness as measured at the HR manager and immediate supervisor levels affect employee uptake of worklife programmes, employee worklife balance outcomes and turnover intentions.