This article has a double objective. The first is to define Corporate Family Responsibility (CFR) and the dimensions of which it is comprised (policies, supervisor and culture). The second is to evaluate the impacts of a flexible environment and CFR at both the organizational level (intent of leaving the company and perceived organizational support) and the individual level (satisfaction with work-family balance). The sample used in conducting the study involves 622 employees from Spain. The results generated by the study indicate that the better the work environment is for employees (access to policies, support from direct supervisors, and a positive CFR culture), the less inclined they are to leave the firm, the more inclined they are to perceive the organization’s support, and the more satisfied they are with their work-family balance. This article also proposes implications and recommendations for future research.
Keywords: Corporate Family Responsibility; Flexibility Policies; Supervisor; Satisfaction; Work-Life Balance.