Exploring the Intersection of Managerial Support, Gender, and Organizational Culture on Employee Comfort in Utilizing Family Leave: A Cross-Sectional Survey Analysis

Abstract

This study investigates the relationship between managerial support, gender, and work culture and their effects on employee comfort in requesting leave. Employees still feel hesitance towards utilizing this resource, potentially leading to issues with work-life balance and gender inequity in the workplace. By adopting an interdisciplinary approach, this study used the Social Identity Theory and Organizational Support Theory to guide the research question and interpretations. Using a quantitative approach, an online self-completed survey collected responses from 174 employees across various industries to assess how these variables influence comfort levels. Data analysis involved T-tests and linear regression analysis with moderating variables. The data showcased that managerial support is indeed significant in improving employee comfort, however, the broader concept of work culture does not seem to have a substantial impact. These findings challenge the Organizational Support Theory, suggesting that an employee’s immediate relationship with managers may play a more critical role than initially anticipated. The gender match variable, rooted by the Social Identity Theory, showed significance in employees who have already taken leave; more research surrounding this concept needs to be conducted before claiming influence on employee comfort. Overall, the study highlights the need for companies to refocus their training curriculum to create managers that are supportive and able to maintain trusting relationships with their subordinates. Future research should examine managerial behavior in greater depth, particularly personality traits such as emotional intelligence and communication styles to develop a more holistic understanding of which variables influence employee comfort regarding family leave.