Abstract
The present study developed a mediation model to examine how family supportive supervisor behaviors (FSSB) affect employees’ family-like employee-organization relationship (FEOR) which in turn affects employees’ organizational citizen behavior (OCB). A random sample of 211 Chinese fulltime employees completed online surveys, and to test the former assumptions M-plus software was used to conduct linear regression analysis. Results shows: 1) family supportive supervisor behaviors are positively related to family-like employee-organization relationship, 2) family-like employee-organization relationship is positively related to employees’ organizational citizen behavior, and 3) the relationship between FSSB and OCB was partly mediated by FEOR.
Highlights
During the last decades, enterprises have been confronted with a more diverse environment of competition; the geographic limitation has been broken by the globalization
Results shows: 1) family supportive supervisor behaviors are positively related to family-like employee-organization relationship, 2) family-like employee-organization relationship is positively related to employees’ organizational citizen behavior, and 3) the relationship between FSSB and OCB was partly mediated by FEOR
Our study based on Chinese contextual, on the one hand we explore how FSSB affect employees’ organizational citizen behavior based on Chinese social culture context, on the other hand, on account of FSSB comes from Hammer, a professor of Portland State University, prior researches mainly using sample from “Western Country”, our study will be a meaningful attempt figuring out whether this construct will be effective in an underrepresented context
Summary
Enterprises have been confronted with a more diverse environment of competition; the geographic limitation has been broken by the globalization. Organizations are more dependent than ever on employee performance as a source of sustained competitive advantage which requires employee’s extra effort. Under this circumstance, employee is burdened more tasks and faced more challenges than ever. Based on the prior research, formal organizational support policies are expensive to implement and employees tend to be reluctant to use them because of concerns about the career penalties associated with their use [1]. Employee turned to informal support which is more flexible and accessible than formal support to reduce work-family conflict [2]. Hammer et al, (2009) contend a specific type of informal supervisor support-FSSB beyond formal organizational support. Over the past ten years, scholars have conducted various studies from different perspectives to test antecedents, consequences, mediate and moderator effects of FSSB [4] [5] [6]
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