On the other hand when employees perceived an orga

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On the other hand, when employees perceived an orga- nization as less family-supportive, the number of children did not predict satisfaction in life, while association of oc- cupational role commitment with life satisfaction became stronger. Yet, results showed that family-supportive orga- nization perception statistically significantly moderated
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LIFE ROLES, WELL-BEING AND ORGANIZATIONAL SUPPORT O R I G I N A L P A P E R IJOMEH 2018; 31(3) 289 CONCLUSIONS Despite the limitations, this study has shown that surveyed employees’ commitment to work and marital roles and their subjective well-being are significantly associated, but contrary to what has been assumed, this relationship is not moderated by perceived organizational support to family issues. More precisely, it has been revealed that stronger commitment to occupational role contributes to highly expressed life satisfaction, while exhaustion is predicted by marital role commitment. Further findings have dem - onstrated that family-supportive organization perception moderates the association of the number of children with life satisfaction, i.e., study participants who perceive an organization as family-supportive and have more children are more satisfied with their life in general. Results have highlighted the importance of work and family roles for subjective well-being as characteristics that may contrib- ute to higher work engagement, success and family satis- faction. Accordingly, findings in this study can be used in development of practices aimed to strengthen occupational role commitment and fulfillment of family responsibilities as they are significant for better psychological health of the employees and consequently, for the organizational health. REFERENCES 1. Greenhaus JH, Beutell NJ. Sources of conflict between work and family roles. Acad Manage Rev. 1985;10(1):76–88. 2. Greenhaus JH, Collins KM, Shaw JD. The relation be - tween work–family balance and quality of life. J Vocat Be- hav. 2003;63(3):510–31, (02) 00042-8. 3. Hartman RI, Stoner CR, Arora R. An investigation of se- lected variables affecting telecommuting productivity and satisfaction. J Bus Psychol. 1991;6(2):207–25, . org/10.1007/BF01126709. 4. Allen TD, Cho E, Meier LL. Work–family boundary dynam- ics. Ann Rev Organ Psychol Organ Behav. 2014;1:99–121, . are seen as time-conflicting with other more eminent job obligations such as work with students, i.e., patients. Given that life role salience should be considered within specific developmental and cultural context [33], these results may be interpreted through more dominant traditional values than egalitarian values in the Macedonian context. In addition, it was revealed that moderating effect of per- ceived organizational support to family issues on the link between commitment to marital role and exhaustion was not significant. Similarly, empirical findings of Seiger and Wiese [16] favored social support from supervisor, co- workers and family as an antecedent of work–family con-
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