Family-friendly policies: The effects of priming on organizational support, organizational commitment, and organizational citizenship behaviors

After the 1993 signing of the Family Medical Leave Act, many benefits were made available to American employees. These family-friendly benefits provide additional support to employees as they fulfill responsibilities at work and in their personal lives (Grover & Crooker, 1995). As these benefits are made available to employees, correlational research would suggest that there is much potential for increases of perceived organizational support, organizational commitment, and organizational citizenship behaviors. The current study examines the relationship between these three constructs, and tests the hypothesis that raising employee awareness of family-friendly benefits through priming increases perceived organizational support, organizational commitment, and organizational citizenship behavior. This study also tests the hypothesis that organizational commitment mediates the relationship between perceived organizational support and organizational citizenship behavior.