Entitlement to Work-Life Balance Support: Employee/Manager Perceptual Discrepancies and Their Effect on Outcomes

What is it about?

We broaden contemporary understandings of the relationship between HR practices that support work-life balance and organizational as well as individual outcomes, through a focus on perceptual discrepancies of entitlement. To theorize this notion, we adopt the self-perception accuracy model and extend it by investigating whether any employee/management discrepancies in perceptions of entitlement mediate the relationship between HR practices supporting work-life balance and outcomes.

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Why is it important?

Findings denote that, in achieving positive outcomes for employees and organizations, managing perceptions regarding organizational support for work-life balance is more important than actual support practices.