I. INTRODUCCIÓN
1.4 Teorías relacionadas con el desarrollo de la autonomía
1.4.4 El desarrollo de la autonomía desde diferentes perspectivas
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Appendix C
Table 4
Mediation between organizational support and organizational commitment
Step Criterion Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Life-to-work conflict
1 Life-to-work
Mediation between organizational support and affective organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Life-to-work facilitation
1 Life-to-work
Table 9a
Mediation between organizational support and turnover intention Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life conflict
1 Work-to-life
Mediation between organizational support and organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life conflict
1 Work-to-life
Table 9c
Mediation between organizational support and affective organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life conflict
1 Work-to-life
Mediation between organizational support and continuance organizational commitment
Coefficient t Adjusted R²
Mediator = Work-to-life conflict
1 Work-to-life
Table 10d
Mediation between supervisor support and continuance organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life conflict
1 Work-to-life
Mediation between organizational support and turnover intention Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life facilitation
1 Work-to-life
Table 11b
Mediation between organizational support and affective organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life facilitation
1 Work-to-life
Mediation between organizational support and psychological wellbeing Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-to-life facilitation
1 Work-to-life
Table 13a
Mediation between policy availability and psychological wellbeing Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
availability -.06 -1.71
Work-life
balance .40 10.30 .16
Table 13b
Mediation between policy availability and affective organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
availability -.10* -2.68
Work-life
balance .38* 9.97 .16
Table 13c
Mediation between policy availability and continuance organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
availability .04 .95
Work-life
balance -.04 -.88 .000
Table 13d
Mediation between policy availability and turnover intention Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
availability .12* 2.95
Work-life
balance -.34* -8.77 .23
Table 14a
Mediation between policy usage and psychological wellbeing Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
Mediation between policy usage and affective organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
Table 14c
Mediation between policy usage and continuance organizational commitment Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
Mediation between policy usage and turnover intention Step Criterion
Variables
Predictor Variables
Beta
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
Table 15d
Mediating regression equations between policy provision and continuance organizational commitment
Coefficient t Adjusted R²
Mediator = Work-life balance
1 Work-life
Appendix D
Work-life balance policies
1. Dependent care
a. Childcare information/ referral service: Organization provides the employees with its own specialized childcare centre, or offers a childcare referral service where an employee receives a discount.
b. Child allowance: Offers employees with financial support for childcare.
c. Eldercare information/ referral service: Organization provides the employees with its own specialized eldercare centre, or offers eldercare referral service which the employee receives at a discounted rate.
d. Elder allowance: Offers employees financial support for eldercare.
2. Flextime
a. Flextime: Provides the employees with flextime so that employees can have more flexibility in adjusting their work time, thus maintaining a better balance between work and off-work life.
b. Work from home: Provides the employees with the choice to work from home so that employees can maintain a better balance between work and off-work life.
3. Leave program
a. Paid maternity leave: Providing a female employee with maternity leave before and after childbirth for a combined period of eight weeks;
in the case of miscarriage, the organization shall grant maternity leave according to the law.
b. Paid paternity leave: Providing a male employee paternity leave for a combined period of two days before and after his spouse gives birth to their child.
c. Family leave: Providing employees with family leave for the purpose of taking personal care of a family member in situations such as when they need inoculating, if they suffer from serious illness, or any other major events.
d. Parental leave: Employee may apply for parental leave without payment before any of his or her children reach the age of three years old. The period of this leave extends until his or her child reaches the age of three years old but cannot exceed two years.
4. Others
a. Baby-feeding time: Where an employee is required to feed his or her baby of less than one year of age in person, in addition to the rest period prescribed, his or her employer shall permit him or her to do so twice a day, each for thirty minutes.
b. Work-family balance training: Providing employees with family and marriage conference, study groups and some occasional work-life balance related meetings.