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Supervisor Work-Family Support and Employee Wellbeing: A Study of Maori Employees

This study examines the role of Maori cultural support for employees and employers in promoting employee wellbeing. It focuses on supervisor work-family support, workplace social support, and the perception of wellbeing being valued by workplace sources.

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Supervisor Work-Family Support and Employee Wellbeing: A Study of Maori Employees

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  1. Supervisor Work-Family Support and Employee Wellbeing: A Study of Maori Employees David Brougham & Associate Professor Jarrod Haar University of Waikato Funded by Marsden Grant (UOW806) “The Role of Maori Cultural Support for Employees and Employers”

  2. Support & Supervisor work-family support • Workplace social support • “The degree to which individuals perceive that their well-being is valued by workplace sources, such as supervisors and the broader organization in which they are embedded” • Supervisor work-family support (SWFS) • “ The degree to which employees perceive supervisors care about their ability to experience positive work–family relationships and demonstrate this care by providing helpful social interaction and resources” • Supervisor is often the gate keeper to successful work-family balance because they control resources including • We expect SWFS support to be important to Maori due to the importance of family/whanau.

  3. “No you can’t go home to sort out your family issues!”

  4. “The Pākehā/Western concepts of individuality and values of autonomy, freedom, self-interest, entitlement, competition, and so on are inconsistent with the concepts of Maori individuality where individuality is more likely to be constituted on values of relationality, collectivity, reciprocity, and connectivity to prior generations.” (Hook, 2007)

  5. Collectivism (Hofstede, 1994)

  6. Maori and the New Zealand Context • Integral part of the NZ workforce • Over represented in mental health statistics • Present study focusses on: • Life satisfaction • Depression and Anxiety • Cultural well-being • “relates to how indigenous employees feel their cultural values and beliefs are accepted in the workplace”

  7. Hypotheses • Meta-analysis found that SWFS was directly (and indirectly) related negatively to work-family conflict • We test SWFS as a direct predictor of wellbeing: negative relationship with Anxiety and Depression • Positive relationship with Life satisfaction and Cultural wellbeing. • Previous work has shown cultural wellbeing to be important towards job attitudes (career satisfaction and loyalty) and behavior (OCBs) • Aligned with common practice, we test collectivism as a moderator of the SWFS-wellbeing relationship, with greater cultural alignment (through high collectivism) being hypothesized as enhancing the influence of SWFS on wellbeing

  8. Method • Purposeful sampling • 1000 surveys distributed to over 200 organisations • Data was collected in two waves • Survey one contained SWFS and Collectivism • Survey two measured anxiety, depression, cultural-wellbeing and life satisfaction • All measures were robust • A total of 466 combined surveys 1 &2 were returned (response rate of 46.6 percent) • Participants were • 38.9 years old (SD = 11.5 years) • worked 39.3 hours (SD = 8.6 hours) • High school qualifications 18% , Technical college 39%, University degree 34%, Postgraduate qualification 9%

  9. Correlations

  10. Results and Findings

  11. Results and Findings

  12. SWFS Interaction with Collectivism with Life Satisfaction as Dependent Variable

  13. SWFS Interaction with Collectivism with Cultural Wellbeing as Dependent Variable

  14. SWFS Interaction with Collectivism with Anxiety as Dependent Variable

  15. SWFS Interaction with Collectivism with Depression as Dependent Variable

  16. Discussion and Implications • As with other employees, Maori may be well assisted in their wellbeing through supervisor support for work-family issues • Highly important as Maori are more likely to have complex family lives due to wider whanau (extended family) relationships and demands, which may also extend to marae, hapu and iwidemands • Maori employees might be assisted through polices and organizational level support for work and family issues e.g. flexitime, FSOP etc. • Collectivism will play an important role in future studies of Maori. Understand and supporting cultural differences amongst indigenous employees may be highly advantageous. • Overall, the present study provided insight into how SWFS benefits Maori well-being and mental health outcomes • Limitation: explored only supervisor level support for work and family

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