The mediation role of manager support perceived in the relation of work-family conflict and organizational commitment: Akhisar OSB example

In this study, the role of perceived manager support in the relationship between work-family conflict and organizational commitment was examined. The research was carried out on blue-collar workers working in the Organized Industrial Zone located in Akhisar district of Manisa province. Questionnaire was used as a data collection tool in the study. Convenience sampling method was used in sample selection. 256 blue-collar workers were reached with the easy sampling method, 11 questionnaires that were filled in incorrectly or incompletely were deemed invalid and the responses of 245 people were evaluated. The data obtained in the study were evaluated with the SPSS 22.0 statistical data analysis program. In the analysis of the data, frequency frequency distributions of the demographic characteristics of the participants (gender, age, marital status, educational status, working time in the profession) were included. Correlation analysis was applied, which will give information about the existence of a relationship between dependent and independent variables and the direction of this relationship if there is a relationship. Among the dimensions of work-family conflict and organizational commitment, only a negative relationship was found with emotional commitment. In the study, Baron and Kenny's (1986) "Mediation Model" was applied to determine whether the perceived manager support has a mediator role in the relationship between the dimensions of work-family conflict and organizational commitment. There was no significant difference between continuation commitment and normative commitment, which are among the dimensions of commitment to the organization, and work-family conflict. Therefore, only the emotional commitment dimension is included in the model. According to the model, the full mediating role of perceived manager support in the relationship between work-family conflict and emotional commitment was determined. Keywords: family-work conflict, organizational commitment, perceived supervisor support