Organizational Work-Home Culture and its Relations with the Work–Family Interface and Employees’ Subjective Well-being

The two studies reported in this paper aimed to present and discuss both the validation of the Work-Home Culture (WHC) scale (Dikkers et al., Work & Stress, 21(2), 155–172, 2007) in the Italian context (Study 1), and a relational model that links the WHC to subjective well-being via the mediation of three facets of the work-home interface: work-family conflict, work-family enrichment and work-family balance (Study 2). Heterogeneous samples of workers from different organisations took part in the cross-sectional studies. Substantial support was provided for the robustness of the factorial structure of the 18-item WHC scale with five factors (three support dimensions and two hindrance dimensions). Individuals’ perceptions of a supportive WHC that characterises the organisation they work for – particularly with respect to work-family issues and the use of family-friendly benefits – turned out to be positively associated with work-family enrichment and balance. Only organisational time demands, which is a hindrance dimension, was associated with work-family conflict. Moreover, our findings suggest that WHC is significantly associated with subjective well-being and that this association is largely indirect – through the facets of work-family interface – rather than direct. The results of the two studies represent a relevant achievement from the perspective of conducting future research using this measure in different socio-cultural environments and ad hoc interventions in the fields of organisational psychology and occupational health.