||Work-life issues have been concerned by employees and employers from decades ago. The family structure has been transformed for the work style and most practices have been changed with human resource policy. However, the organizational climate of work and life is not clear and few of organizations implement comprehensive evaluation for the work-life culture. This research proceeds the cross-level analysis by using the hierarchical linear model which provides more precise outcomes.|
Besides, supervisor support has been recognized one of social supportive and informal organizational supportive resources, included by the work-life culture. Because of the unclear conception of informal organizational support, this research talks about the relationship of supportive supervisor behavior and organizational work-life policy.
Furthermore, supervisor support comes up with employees’ subjective well-being. Many scholars recognize employees who have supervisor support experience can reduce work-family conflict and turnover rate. Reasonably, job search behavior is the priority of voluntary quitting and job choosing, which helps to understand the process of employees’ mind changing.
To sum up, this research emphasizes on the influence among supportive supervisor behavior to work-life integration policy, subjective well-being and job search behavior. There are three dimensions for individuals, departments and organizations, combing employees’ subjective well-being and objective job research behavior, excluding individual segmentation preference and segmentation support of workplace so as to strengthen the casual relationship and impersonal evaluation.