Work-life balance supportive culture: effects on perceived external prestige and employees’ attitudes

Abstract

Purpose: The aim of this paper is to extend our knowledge about the effects of having a work-life balance supportive culture (WLBSC) on outcomes such as employees’ job satisfaction and affective organizational commitment by considering the role of perceived external prestige (PEP),particularly in its role as a mediator of the influence of WLBSC. Methodology: The theoretical model and hypotheses proposed are tested on a sample of 135 Spanish employees of accounting audit SMEs using a SEM analysis.Findings: WLBSC and PEP enhance employees’ attitudes (job satisfaction and affective organizational commitment). Job satisfaction mediates the relationship between WLBSC and commitment; and PEP mediates the relationships between WLBSC and both satisfaction and commitment. Employers should then recognise that communicating about their PEP can influence employee satisfaction and commitment and the influence of WLBSC on PEP.Originality: This study advances our understanding of the relationship between WLBSC and employees’ attitudes by introducing a new variable: PEP. It demonstrates the role of PEP in explaining why and how WLBSC can influence both job satisfaction and employee commitment.