UGB353 Dissertation: FSSB Impact on Job Satisfaction in MIQ Logistics
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This dissertation investigates the relationship between Family Supportive Supervisor Behavior (FSSB) and job satisfaction among employees at MIQ Logistics Hong Kong Limited, utilizing social information processing theory. The study examines the influence of emotional support, creative work-family management, instrumental support, and role modeling by supervisors on employee job satisfaction. Through correlation and regression analysis, the findings reveal a strong positive association between FSSB and job satisfaction, highlighting the importance of supervisor support in the workplace. The research concludes that implementing FSSB policies can significantly enhance employee satisfaction, which is crucial for organizational success in a competitive business environment. Recommendations include incorporating family-friendly initiatives such as flexible work arrangements, family involvement in office events, and childcare facilities to further improve employee well-being and job satisfaction. This paper is available on Desklib, a website providing past papers and solved assignments for students.
UGB353 - Human Resources Dissertation Student No. 179197796
Engagement between Family Supportive Supervisor
Behaviors (FSSB) and Job Satisfaction In MIQ
Logistics (Hong Kong) Limited
By
Ms. Ho Tsz Fung
Student No. 179197796
Bachelor of Arts (Hons) Business and
Human Resource Management
UGB353 - Human Resources Dissertation
University of Sunderland
in
Hong Kong
Date of Submission: 10 May 2019
Name of Supervisor: Ms. Irene Chung
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page i
Engagement between Family Supportive Supervisor
Behaviors (FSSB) and Job Satisfaction In MIQ
Logistics (Hong Kong) Limited
By
Ms. Ho Tsz Fung
Student No. 179197796
Bachelor of Arts (Hons) Business and
Human Resource Management
UGB353 - Human Resources Dissertation
University of Sunderland
in
Hong Kong
Date of Submission: 10 May 2019
Name of Supervisor: Ms. Irene Chung
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page i
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UGB353 - Human Resources Dissertation Student No. 179197796
Acknowledgement
Thank you to all of those who have helped listened and encouraged me
throughout this study. I am indebted to my supervisor Ms. Irene Chung whose guidance,
advice and patience have been immeasurable. My sincere thanks to all members of the
University of Sunderland in Hong Kong, both staff and students, whose continuous
support have made this thesis possible.
I would like to thank all of the participants in the study: all staffs in MIQ Logistics
Hong Kong Limited, for the time and help given throughout. Without their participation,
this research would not have been possible. In this context, I am also thankful to them,
whose research work helped me to execute this paper well.
Finally, I thank my family, without whom this thesis would not have been started or
completed! Your encouragement and support have never faltered; thank you.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page ii
Acknowledgement
Thank you to all of those who have helped listened and encouraged me
throughout this study. I am indebted to my supervisor Ms. Irene Chung whose guidance,
advice and patience have been immeasurable. My sincere thanks to all members of the
University of Sunderland in Hong Kong, both staff and students, whose continuous
support have made this thesis possible.
I would like to thank all of the participants in the study: all staffs in MIQ Logistics
Hong Kong Limited, for the time and help given throughout. Without their participation,
this research would not have been possible. In this context, I am also thankful to them,
whose research work helped me to execute this paper well.
Finally, I thank my family, without whom this thesis would not have been started or
completed! Your encouragement and support have never faltered; thank you.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page ii
UGB353 - Human Resources Dissertation Student No. 179197796
Statement for this Dissertation
I, Ms. Ho Tsz Fung (Student Number: 179197796) can confirm that this
dissertation has been submitted as a part requirement of the Bachelor of Arts (Hons)
Business and Human Resource Management (University of Sunderland in Hong Kong)
for the module Human Resources Dissertation UGB 353, and that no part of this work has
been submitted for any previous qualification.
I can confirm that the work is my own. I have supplied an electronic copy of this
dissertation to the University and note it is my responsibility to retain my own e- copy until
the point of official notification of my grade, and that I may be required to provide this
copy at the direction of the University.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page iii
Statement for this Dissertation
I, Ms. Ho Tsz Fung (Student Number: 179197796) can confirm that this
dissertation has been submitted as a part requirement of the Bachelor of Arts (Hons)
Business and Human Resource Management (University of Sunderland in Hong Kong)
for the module Human Resources Dissertation UGB 353, and that no part of this work has
been submitted for any previous qualification.
I can confirm that the work is my own. I have supplied an electronic copy of this
dissertation to the University and note it is my responsibility to retain my own e- copy until
the point of official notification of my grade, and that I may be required to provide this
copy at the direction of the University.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page iii
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Abstract
This study towards investigating the relationship between family supportive
supervisor behavior (FSSB) and job satisfaction of the employees by referring to social
information processing. The role of FSSB has been explored in terms of emotional
support, creative work and family life balance, instrumental support and role model and its
impact of the job satisfaction of the employees. Our findings using co-relation analysis
indicated strong association between FSSB and job satisfaction as the result obtained
was 0.937 that is more than 0.7. In addition to, the p-value obtained by regression
analysis is 0.000 that signifies significant difference, as the p-value is less than 0.05. The
results derived from this study contribute to emerging trends in today’s workplace and
highlights the significance of having adequate support from the supervisors at workplace.
Therefore, it can be inferred that FSSB policies should be developed by the human
resource department and the supervisors and implemented in reality for ensuring that the
organizations have a satisfied workforce, as it is of utmost significance due to increased
business competition.
Keywords: Family supportive supervisor behavior, emotional support, job satisfaction, social
information processing theory, creative work and family engagement, instrumental support, role
model
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page iv
Abstract
This study towards investigating the relationship between family supportive
supervisor behavior (FSSB) and job satisfaction of the employees by referring to social
information processing. The role of FSSB has been explored in terms of emotional
support, creative work and family life balance, instrumental support and role model and its
impact of the job satisfaction of the employees. Our findings using co-relation analysis
indicated strong association between FSSB and job satisfaction as the result obtained
was 0.937 that is more than 0.7. In addition to, the p-value obtained by regression
analysis is 0.000 that signifies significant difference, as the p-value is less than 0.05. The
results derived from this study contribute to emerging trends in today’s workplace and
highlights the significance of having adequate support from the supervisors at workplace.
Therefore, it can be inferred that FSSB policies should be developed by the human
resource department and the supervisors and implemented in reality for ensuring that the
organizations have a satisfied workforce, as it is of utmost significance due to increased
business competition.
Keywords: Family supportive supervisor behavior, emotional support, job satisfaction, social
information processing theory, creative work and family engagement, instrumental support, role
model
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page iv
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UGB353 - Human Resources Dissertation Student No. 179197796
Tabel of Content
Chapter 1: Introduction..............................................................................................1
1.0 Overview..............................................................................................................1
1.1 Background of MIQ Logistics Hong Kong Limited..............................................1
1.1.1 Vision, Mission and Core Values..................................................................2
1.1.2 About MIQ Hong Kong Logistics Hong Kong Limited...................................2
1.2 Problem statement..............................................................................................2
1.3 Research aim......................................................................................................3
1.4 Research objectives............................................................................................3
1.5 Research questions.............................................................................................4
1.6 Research hypothesis...........................................................................................4
1.7 Research rationale..............................................................................................4
1.8 Structure of the dissertation................................................................................5
1.9 Summary.............................................................................................................5
Chapter 2: Literature review......................................................................................7
2.0 Overview..............................................................................................................7
2.1 Conceptual framework........................................................................................7
2.2 Work-family conflict as a source of resource loss...............................................8
2.3 Family-Supportive Supervisor Behaviors............................................................8
2.4 Components of family-supportive supervisor behaviors.....................................9
2.4.1 Emotional support.........................................................................................9
2.4.2 Creative work-family management...............................................................9
2.4.3 Instrumental support...................................................................................10
2.4.4 Role of modeling behavior..........................................................................10
2.5 Significance of Family-Supportive Supervisor Behaviors.................................10
2.6 Role of family-supportive supervisor behaviors against work-family conflict
resource...................................................................................................................11
2.7 Family supportive supervisor behavior policy...................................................11
2.8 Social information processing theory (SIP).......................................................13
2.9 Concept of job satisfaction................................................................................13
2.10 Factors affecting job satisfaction.....................................................................14
2.10.1 Employee attitudes...................................................................................14
2.10.2 Flexible work schedule.............................................................................15
2.10.3 Supervisor support....................................................................................15
2.10.4 Organizational culture...............................................................................16
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page v
Tabel of Content
Chapter 1: Introduction..............................................................................................1
1.0 Overview..............................................................................................................1
1.1 Background of MIQ Logistics Hong Kong Limited..............................................1
1.1.1 Vision, Mission and Core Values..................................................................2
1.1.2 About MIQ Hong Kong Logistics Hong Kong Limited...................................2
1.2 Problem statement..............................................................................................2
1.3 Research aim......................................................................................................3
1.4 Research objectives............................................................................................3
1.5 Research questions.............................................................................................4
1.6 Research hypothesis...........................................................................................4
1.7 Research rationale..............................................................................................4
1.8 Structure of the dissertation................................................................................5
1.9 Summary.............................................................................................................5
Chapter 2: Literature review......................................................................................7
2.0 Overview..............................................................................................................7
2.1 Conceptual framework........................................................................................7
2.2 Work-family conflict as a source of resource loss...............................................8
2.3 Family-Supportive Supervisor Behaviors............................................................8
2.4 Components of family-supportive supervisor behaviors.....................................9
2.4.1 Emotional support.........................................................................................9
2.4.2 Creative work-family management...............................................................9
2.4.3 Instrumental support...................................................................................10
2.4.4 Role of modeling behavior..........................................................................10
2.5 Significance of Family-Supportive Supervisor Behaviors.................................10
2.6 Role of family-supportive supervisor behaviors against work-family conflict
resource...................................................................................................................11
2.7 Family supportive supervisor behavior policy...................................................11
2.8 Social information processing theory (SIP).......................................................13
2.9 Concept of job satisfaction................................................................................13
2.10 Factors affecting job satisfaction.....................................................................14
2.10.1 Employee attitudes...................................................................................14
2.10.2 Flexible work schedule.............................................................................15
2.10.3 Supervisor support....................................................................................15
2.10.4 Organizational culture...............................................................................16
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page v
UGB353 - Human Resources Dissertation Student No. 179197796
2.11 Association among Family-Supportive Supervisor Behaviors and job
satisfaction...............................................................................................................16
2.12 Summary.........................................................................................................17
Chapter 3: Research methodology.........................................................................18
3.0 Introduction........................................................................................................18
3.1 Research outline...............................................................................................18
3.2 Research philosophy.........................................................................................18
3.2.1 Rationalizing the application of positivism philosophy................................19
3.3 Research approach...........................................................................................19
3.3.1 Rationalizing the application of the deductive approach............................20
3.4 Research design...............................................................................................20
3.4.1 Rationalizing the application of descriptive design.....................................21
3.5 Research strategy.............................................................................................21
3.5.1 Rationalizing the application of survey research strategy..........................21
3.6 Sampling technique and sampling size.............................................................22
3.6.1 Rationalizing the application of random probability sampling technique....22
3.7 Data collection technique..................................................................................22
3.7.1 Rationalizing the application of primary data collection technique.............23
3.8 Data analysis technique....................................................................................23
3.8.1 Rationalizing the application of quantitative data analysis technique........23
3.9 Ethical issues....................................................................................................24
3.10 Research limitation..........................................................................................24
3.11 Summary.........................................................................................................24
Chapter 4: Presentation and analysis of findings.................................................26
4.0 Overview............................................................................................................26
4.1 Findings on project objectives...........................................................................26
4.2 Analysing with Hypotheses...............................................................................28
4.2.1 Descriptive analysis (Demographic analysis).............................................28
4.2.2 Inferential analysis......................................................................................30
a) Co-relation analysis.........................................................................................30
b) Co-relation among the factors of FSSB...........................................................30
c) Co-relation analysis among the factors of job satisfaction..............................31
d) Co-relation between FSSB and job satisfaction..............................................31
e) Regression analysis.........................................................................................32
4.3 Data Reflection..................................................................................................33
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page vi
2.11 Association among Family-Supportive Supervisor Behaviors and job
satisfaction...............................................................................................................16
2.12 Summary.........................................................................................................17
Chapter 3: Research methodology.........................................................................18
3.0 Introduction........................................................................................................18
3.1 Research outline...............................................................................................18
3.2 Research philosophy.........................................................................................18
3.2.1 Rationalizing the application of positivism philosophy................................19
3.3 Research approach...........................................................................................19
3.3.1 Rationalizing the application of the deductive approach............................20
3.4 Research design...............................................................................................20
3.4.1 Rationalizing the application of descriptive design.....................................21
3.5 Research strategy.............................................................................................21
3.5.1 Rationalizing the application of survey research strategy..........................21
3.6 Sampling technique and sampling size.............................................................22
3.6.1 Rationalizing the application of random probability sampling technique....22
3.7 Data collection technique..................................................................................22
3.7.1 Rationalizing the application of primary data collection technique.............23
3.8 Data analysis technique....................................................................................23
3.8.1 Rationalizing the application of quantitative data analysis technique........23
3.9 Ethical issues....................................................................................................24
3.10 Research limitation..........................................................................................24
3.11 Summary.........................................................................................................24
Chapter 4: Presentation and analysis of findings.................................................26
4.0 Overview............................................................................................................26
4.1 Findings on project objectives...........................................................................26
4.2 Analysing with Hypotheses...............................................................................28
4.2.1 Descriptive analysis (Demographic analysis).............................................28
4.2.2 Inferential analysis......................................................................................30
a) Co-relation analysis.........................................................................................30
b) Co-relation among the factors of FSSB...........................................................30
c) Co-relation analysis among the factors of job satisfaction..............................31
d) Co-relation between FSSB and job satisfaction..............................................31
e) Regression analysis.........................................................................................32
4.3 Data Reflection..................................................................................................33
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4.4 Practical implications.........................................................................................36
Chapter 5: Conclusion and recommendations.....................................................37
5.0 Conclusion.........................................................................................................37
5.1 Recommendations............................................................................................38
I. Taking family for annual office travel...........................................................38
II. Workplace and work time flexibility..............................................................38
III. Bringing children during festivals.................................................................38
IV. Arranging rooms for taking care of children.................................................38
5.2 Future scope of the study..................................................................................39
References................................................................................................................40
Appendixes..................................................................................................................I
Appendix 1. Survey questionnaire.........................................................................I
Appendix 2. About MIQ Logistics........................................................................IV
2.1 Vision, Mission and Core Values of MIQ......................................................IV
2.1 Video of MIQ.................................................................................................IV
Appendix 3. Hong Kong Monthly Digest of Statistics 2019...............................V
3.1 Population pyramids in Hong Kong 2018........................................................V
3.2 Labour force in Hong Kong 2018....................................................................V
3.3 Number of establishments, persons engaged in Logistics in Hong Kong 2018
..............................................................................................................................VI
Appendix 4. Benefits in Hong Kong 2018 (family support and work-life
balance) VII
4.1 Leaves.....................................................................................................VII
4.2 Family-friendly benefits...........................................................................X
4.3 Work-life balance benefits....................................................................XII
Appendix 5. Gantt Chart.....................................................................................XIV
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page vii
4.4 Practical implications.........................................................................................36
Chapter 5: Conclusion and recommendations.....................................................37
5.0 Conclusion.........................................................................................................37
5.1 Recommendations............................................................................................38
I. Taking family for annual office travel...........................................................38
II. Workplace and work time flexibility..............................................................38
III. Bringing children during festivals.................................................................38
IV. Arranging rooms for taking care of children.................................................38
5.2 Future scope of the study..................................................................................39
References................................................................................................................40
Appendixes..................................................................................................................I
Appendix 1. Survey questionnaire.........................................................................I
Appendix 2. About MIQ Logistics........................................................................IV
2.1 Vision, Mission and Core Values of MIQ......................................................IV
2.1 Video of MIQ.................................................................................................IV
Appendix 3. Hong Kong Monthly Digest of Statistics 2019...............................V
3.1 Population pyramids in Hong Kong 2018........................................................V
3.2 Labour force in Hong Kong 2018....................................................................V
3.3 Number of establishments, persons engaged in Logistics in Hong Kong 2018
..............................................................................................................................VI
Appendix 4. Benefits in Hong Kong 2018 (family support and work-life
balance) VII
4.1 Leaves.....................................................................................................VII
4.2 Family-friendly benefits...........................................................................X
4.3 Work-life balance benefits....................................................................XII
Appendix 5. Gantt Chart.....................................................................................XIV
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Chapter 1: Introduction
1.0 Overview
In the modern day, business organizations are showing increased focused on the
employees, as they are the key pillars that determines the success of an organization. As
commented by Carlson et al. (2014), family is an integral part for the employees and
issues in the family life is highly reflected in the performance and satisfaction of the
employees. It is advisable for the business organizations to consider the family and
personal aspect of the employees for ensuring job satisfaction for them.
Family supportive supervisor behavior is a new concept that is getting popular in
the modern day workplace due to the facilities it intends to provide to the employees.
FSSB provides an opportunity for the employees to be connected and still in
communication with their families at work regardless of location and time. Under the
FSSB concept, provisions that are taken into consideration are workplace and work time
flexibility, taking emergency leaves, bringing in children at work, brining children at work
during festival and taking families in office tours (Goh, Ilies and Wilson 2015). (Refer to
Appendix 4)
Providing the employees with such facilities and provisions at work would allow
them to work by maintaining a balanced personal and professional life and give their best
regardless of any situation. This is because the employees would feel that as the
supervisors are taking care of their family needs, it is their responsibility to do the same
for them. Therefore, family supportive supervisor behavior results in employee job
satisfaction that is crucial in modern day workplace (Ko and Hur 2014).
1.1 Background of MIQ Logistics Hong Kong Limited
MIQ Logistics is a third-party logistics company that enables companies to
improve their transportation network and overall supply chain efficiency by offering
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 1
Chapter 1: Introduction
1.0 Overview
In the modern day, business organizations are showing increased focused on the
employees, as they are the key pillars that determines the success of an organization. As
commented by Carlson et al. (2014), family is an integral part for the employees and
issues in the family life is highly reflected in the performance and satisfaction of the
employees. It is advisable for the business organizations to consider the family and
personal aspect of the employees for ensuring job satisfaction for them.
Family supportive supervisor behavior is a new concept that is getting popular in
the modern day workplace due to the facilities it intends to provide to the employees.
FSSB provides an opportunity for the employees to be connected and still in
communication with their families at work regardless of location and time. Under the
FSSB concept, provisions that are taken into consideration are workplace and work time
flexibility, taking emergency leaves, bringing in children at work, brining children at work
during festival and taking families in office tours (Goh, Ilies and Wilson 2015). (Refer to
Appendix 4)
Providing the employees with such facilities and provisions at work would allow
them to work by maintaining a balanced personal and professional life and give their best
regardless of any situation. This is because the employees would feel that as the
supervisors are taking care of their family needs, it is their responsibility to do the same
for them. Therefore, family supportive supervisor behavior results in employee job
satisfaction that is crucial in modern day workplace (Ko and Hur 2014).
1.1 Background of MIQ Logistics Hong Kong Limited
MIQ Logistics is a third-party logistics company that enables companies to
improve their transportation network and overall supply chain efficiency by offering
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 1
UGB353 - Human Resources Dissertation Student No. 179197796
flexible logistics solutions supported by Web-native technology and global logistics
management capabilities. (MIQ, 2018)
1.1.1 Vision, Mission and Core Values
As a global logistics solutions leader, MIQ provides flexible supply chain solutions
with competitive advantage. It has 150 offices in over 80 countries, providing access to
more than 5,000 logistics professionals (employees) with headquarter located in U.S.
MIQ Logistics is one of the Top 40 Ocean Freight Forwarder and Top 50 Logistics
Company in the world. (MIQ, 2018) (Transport Topics, 2018)
The Vision of MIQ is ‘To be the best Global Logistics Service provider in the
industry.’ Hence, MIQ main mission is ‘We will attract and retain the best people, provide
flawlessly executed integrated solutions and consistently deliver value to our customers.’
The vision and mission can be achieved by realizing its Core Values, they are: Exceed
Customer Expectations, Value Our People, Work Safely, Demonstrate Good Citizenship,
Act with Integrity and Embrace Teamwork. (Refer to Appendix 2)
1.1.2 About MIQ Hong Kong Logistics Hong Kong Limited
MIQ Logistics Hong Kong Limited is one of the MIQ’s subsidiaries, located in
Hong Kong and managed by the Asia Pacific region. There are 84 employees in total who
all of the employees are full time permanent staffs.
1.2 Problem statement
Issues in terms of job satisfaction are evident in modern day workplace in Hong
Kong due to increased competition, unfeasible expectation and unfulfillment of the
personal and professional needs and desires of the employee. Similar is the case of the
employees in Hong Kong those lack adequate job satisfaction due to several issues
(JOBSDB, 2017). The employees are not granted special leave for 24 hour in case of an
emergency due to which they are forced to come at work (Mas-Machuca, Berbegal-
Mirabent and Alegre 2016). At the employees are dissatisfied and distracted, the
performance at work is poor and compromised. Additional issues that are affecting the job
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 2
flexible logistics solutions supported by Web-native technology and global logistics
management capabilities. (MIQ, 2018)
1.1.1 Vision, Mission and Core Values
As a global logistics solutions leader, MIQ provides flexible supply chain solutions
with competitive advantage. It has 150 offices in over 80 countries, providing access to
more than 5,000 logistics professionals (employees) with headquarter located in U.S.
MIQ Logistics is one of the Top 40 Ocean Freight Forwarder and Top 50 Logistics
Company in the world. (MIQ, 2018) (Transport Topics, 2018)
The Vision of MIQ is ‘To be the best Global Logistics Service provider in the
industry.’ Hence, MIQ main mission is ‘We will attract and retain the best people, provide
flawlessly executed integrated solutions and consistently deliver value to our customers.’
The vision and mission can be achieved by realizing its Core Values, they are: Exceed
Customer Expectations, Value Our People, Work Safely, Demonstrate Good Citizenship,
Act with Integrity and Embrace Teamwork. (Refer to Appendix 2)
1.1.2 About MIQ Hong Kong Logistics Hong Kong Limited
MIQ Logistics Hong Kong Limited is one of the MIQ’s subsidiaries, located in
Hong Kong and managed by the Asia Pacific region. There are 84 employees in total who
all of the employees are full time permanent staffs.
1.2 Problem statement
Issues in terms of job satisfaction are evident in modern day workplace in Hong
Kong due to increased competition, unfeasible expectation and unfulfillment of the
personal and professional needs and desires of the employee. Similar is the case of the
employees in Hong Kong those lack adequate job satisfaction due to several issues
(JOBSDB, 2017). The employees are not granted special leave for 24 hour in case of an
emergency due to which they are forced to come at work (Mas-Machuca, Berbegal-
Mirabent and Alegre 2016). At the employees are dissatisfied and distracted, the
performance at work is poor and compromised. Additional issues that are affecting the job
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 2
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UGB353 - Human Resources Dissertation Student No. 179197796
satisfaction of the employees in Hong Kong are that they have to attend office everyday
regardless of their need at home or at festivals. As a result, having a balanced personal
and professional life is affecting the level of job satisfaction for the employees (Demerouti
et al. 2014).
1.3 Research aim
The aim of the research is to analyze the impact of family supportive supervisor
behavior (FSSB) on job satisfaction thereby, determining the engagement between and
job satisfaction in MIQ Logistics Hong Kong Limited.
1.4 Research objectives
The objectives of the research are:
To understand the concept of family supportive supervisor behavior and job
satisfaction
To critically analyzing the factors affecting family supportive supervisor behavior and
job satisfaction
To access the relationship between family supportive supervisor behavior and job
satisfaction for the employees in MIQ Logistics Hong Kong Limited
To investigate the benefits of family supportive supervisor behavior on employee job
satisfaction
To provide suitable recommendations for incorporating family supportive
supervisor behavior policy within business organizations for improved job satisfaction
of employees in MIQ Logistics Hong Kong Limited.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 3
satisfaction of the employees in Hong Kong are that they have to attend office everyday
regardless of their need at home or at festivals. As a result, having a balanced personal
and professional life is affecting the level of job satisfaction for the employees (Demerouti
et al. 2014).
1.3 Research aim
The aim of the research is to analyze the impact of family supportive supervisor
behavior (FSSB) on job satisfaction thereby, determining the engagement between and
job satisfaction in MIQ Logistics Hong Kong Limited.
1.4 Research objectives
The objectives of the research are:
To understand the concept of family supportive supervisor behavior and job
satisfaction
To critically analyzing the factors affecting family supportive supervisor behavior and
job satisfaction
To access the relationship between family supportive supervisor behavior and job
satisfaction for the employees in MIQ Logistics Hong Kong Limited
To investigate the benefits of family supportive supervisor behavior on employee job
satisfaction
To provide suitable recommendations for incorporating family supportive
supervisor behavior policy within business organizations for improved job satisfaction
of employees in MIQ Logistics Hong Kong Limited.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 3
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1.5 Research questions
The questions of the research are:
What do you mean by family supportive supervisor behavior and job satisfaction?
What are the factors affecting family supportive supervisor behavior and job
satisfaction?
What is the relationship between family supportive supervisor behavior and job
satisfaction for the employees?
What are the benefits of family supportive supervisor behavior on employee job
satisfaction?
What are the suitable recommendations for incorporating family supportive
supervisor behavior policy within business organizations for improved job satisfaction
of employees in MIQ Logistics Hong Kong Limited?
1.6 Research hypothesis
The hypotheses of the research are:
H0: Family supportive supervisor behavior and job satisfaction are not positively related.
H1: Family supportive supervisor behavior and job satisfaction are engaged are positively
related.
1.7 Research rationale
Determining the engagement between family supportive supervisor behavior and
job satisfaction for in MIQ Logistics Hong Kong Limited is important because this offers
the provision to analyze the impact of the FSSB on job satisfaction of the employees. The
research is considered to be significant because this will allow the researcher to identify
the issues that employees face while maintaining a balance between personal and
professional life that leads to job dissatisfaction. The research will help in developing an
idea about the concept of FSSB and how it can be used for the benefit of the employees
and ensuring job satisfaction for them. The research will help in determining the factors
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 4
1.5 Research questions
The questions of the research are:
What do you mean by family supportive supervisor behavior and job satisfaction?
What are the factors affecting family supportive supervisor behavior and job
satisfaction?
What is the relationship between family supportive supervisor behavior and job
satisfaction for the employees?
What are the benefits of family supportive supervisor behavior on employee job
satisfaction?
What are the suitable recommendations for incorporating family supportive
supervisor behavior policy within business organizations for improved job satisfaction
of employees in MIQ Logistics Hong Kong Limited?
1.6 Research hypothesis
The hypotheses of the research are:
H0: Family supportive supervisor behavior and job satisfaction are not positively related.
H1: Family supportive supervisor behavior and job satisfaction are engaged are positively
related.
1.7 Research rationale
Determining the engagement between family supportive supervisor behavior and
job satisfaction for in MIQ Logistics Hong Kong Limited is important because this offers
the provision to analyze the impact of the FSSB on job satisfaction of the employees. The
research is considered to be significant because this will allow the researcher to identify
the issues that employees face while maintaining a balance between personal and
professional life that leads to job dissatisfaction. The research will help in developing an
idea about the concept of FSSB and how it can be used for the benefit of the employees
and ensuring job satisfaction for them. The research will help in determining the factors
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 4
UGB353 - Human Resources Dissertation Student No. 179197796
that is resulting in lack of job satisfaction and how family supportive supervisor behavior
can help in overcoming it thereby, ensuring job satisfaction (Yragui et al. 2017).
1.8 Structure of the dissertation
Five major chapters comprise the entire structure of the dissertation. As the
chapter title indicates, the introduction chapter provides an idea about the topic to the
readers along with shedding light on the problem that is to be investigated thereby,
rationalizing the selection of the specific topic. The introductory chapter consists of the
research aim, objectives and hypotheses that are investigated throughout the study. The
second chapter is the literature review chapter that reviews past and previously
conducted pieces of literatures in similar topic. In this chapter, the opinions and
viewpoints of different authors are compared and contrasted that helped in developing
deeper understanding about the topic.
The third chapter highlights the existing types of research methods that are
undertaken while carrying on a research. Each of the research methods are defined and
discussed followed by selection of the particular methodological tool for the research. The
data analysis chapter aim towards evaluating the collected data by the selected research
methods in order to obtain results that intend to achieve the research aim and prove the
formulated hypothesis. In the last chapter, suitable conclusion is deduces by highlighting
the gap and the impact of the gap followed by proposing suitable recommendations for
overcoming the gap.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 5
that is resulting in lack of job satisfaction and how family supportive supervisor behavior
can help in overcoming it thereby, ensuring job satisfaction (Yragui et al. 2017).
1.8 Structure of the dissertation
Five major chapters comprise the entire structure of the dissertation. As the
chapter title indicates, the introduction chapter provides an idea about the topic to the
readers along with shedding light on the problem that is to be investigated thereby,
rationalizing the selection of the specific topic. The introductory chapter consists of the
research aim, objectives and hypotheses that are investigated throughout the study. The
second chapter is the literature review chapter that reviews past and previously
conducted pieces of literatures in similar topic. In this chapter, the opinions and
viewpoints of different authors are compared and contrasted that helped in developing
deeper understanding about the topic.
The third chapter highlights the existing types of research methods that are
undertaken while carrying on a research. Each of the research methods are defined and
discussed followed by selection of the particular methodological tool for the research. The
data analysis chapter aim towards evaluating the collected data by the selected research
methods in order to obtain results that intend to achieve the research aim and prove the
formulated hypothesis. In the last chapter, suitable conclusion is deduces by highlighting
the gap and the impact of the gap followed by proposing suitable recommendations for
overcoming the gap.
Engagement between FSSB and Job Satisfaction in MIQ Logistics (Hong Kong) Limited Page 5
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