Family-supportive organization perceptions (FSOP), which are defined as "the global perceptions that employees form regarding the extent to which the organization is family-supportive" (Allen, 2001, p.
Finally, I believed that self-efficacy would moderate the relationship between PO fit and WLB because the interaction between PO fit and self-efficacy would be stronger when FSOP was high than when it was low.
With the permission of the chief executive officer and human resource management department, I surveyed team members using paper surveys that included measures of PO fit perception, self-efficacy, FSOP, and WLB.
FSOP were measured with five items sourced from Allen (2001).
The analyses included a confirmatory factor analysis (CFA) of the measures of PO fit, WLB, self-efficacy, and FSOP. The four-factor CFA demonstrated acceptable fit with the data, [chi square] (df = 176) = 415.90, p < .001 (comparative fit index = .97, Tucker-Lewis index =.
The results of the hierarchical regression analyses supported Hypothesis 2 (see Table 2), showing that the three-way interaction among perceived PO fit, FSOP, and self-efficacy was positively associated with WLB ([beta] = .09,p < .05).
In this study, I investigated the relationship between PO fit and WLB and found that the two variables were significantly related, and that there was a three-way interaction among PO fit, self-efficacy, and FSOP on WLB.