Family-supportive Supervision Research Articles

Who is to blame for incivility? The influences of family undermining on employee incivility towards customers

Drawing on self-regulation theory, we examined the relationship between family undermining and employee incivility towards customers on a daily basis. We propose that daily family undermining is related not only to daily rumination about family but also to daily anxiety, and in turn, more daily employee incivility towards customers. In addition, we argue that a higher (vs. lower) level of family-supportive supervision at the between-person level weakens the effects of daily family undermining on daily rumination about family and daily anxiety. Multilevel analyses of daily survey data from 247 employees support the hypotheses. Theoretical contributions and practical implications are discussed and future directions for research are suggested.

Psychological Well Being and Family Supportive Supervision Behaviors with Work Life Balance in Working Women

Abstract Background: Women working is no longer a rare thing because of the era progresses. For a woman, it is very important to balance her life at work and at home because a balanced work life allows working women to maximize their potential, considering the importance of work life balance for working women. Objective: This research aims to determine work life balance in working women in terms of psychological well-being and family supportive supervision behavior. Method: The data collection method in this research uses three scales, namely the Work life balance scake, Psychological well being scale, and Family support supervision behaviors scale. Data analysis this research uses regression analysis. Results: The results show that psychological well being and family supportive supervision behaviors influence work life balance in women who work either together or separately for the two psychological well being and family supportive variables. Conclusion: The work life balance felt by working women occurs when working women feel psychological well being and family supportive supervision behaviors in the work and family environment. Abstrak Latar Belakang: Perempuan bekerja bukan lagi hal yang langka seiring dengan kemajuan jaman. Bagi seorang perempuan, sangat penting untuk menyeimbangkan kehidupannya di tempat kerja dan di rumah karena kehidupan kerja yang seimbang memungkinkan perempuan bekerja untuk memaksimalkan potensi yang dimilikinya, mengingat pentingnya keseimbangan kehidupan kerja bagi perempuan bekerja. Tujuan: Penelitian ini bertujuan untuk mengetahui keseimbangan kehidupan kerja pada wanita bekerja ditinjau dari kesejahteraan psikologis dan perilaku supervisi suportif keluarga. Metode: Metode pengumpulan data dalam penelitian ini menggunakan tiga skala, yaitu skala Work life balance, skala Psychological wellbeing, dan skala Family support supervision behaviors. Analisis data penelitian ini menggunakan analisis regresi. Hasil: Hasil penelitian menunjukkan bahwa perilaku kesejahteraan psikologis dan pengawasan suportif keluarga berpengaruh terhadap keseimbangan kehidupan kerja pada wanita yang bekerja baik secara bersama-sama maupun terpisah untuk kedua variabel kesejahteraan psikologis dan dukungan keluarga. Simpulan: Keseimbangan kehidupan kerja yang dirasakan wanita bekerja terjadi ketika wanita bekerja merasakan kesejahteraan psikologis dan perilaku pengawasan yang suportif dari keluarga di lingkungan kerja dan keluarga.

Putting the Behaviors into Family-Supportive Supervision: The Development of a Behavioral Typology

Putting the Behaviors into Family-Supportive Supervision: The Development of a Behavioral Typology

Intersection of Intimate Partner Violence, Partner Interference, and Family Supportive Supervision on Victims' Work Withdrawal.

This study investigates the link between intimate partner violence (IPV) and work withdrawal (including absence frequency, partial absenteeism, and turnover intentions) in the context of partners' interference with victims at work and family supportive supervision of victims at work. Using the work-home resources model, we propose that (1) partner interference with victims at work will worsen the relationship between IPV and work withdrawal, and (2) family supportive supervision of victims at work will alleviate this relationship. Our analysis of a sample of 249 female employees found a three-way interaction between IPV, partner interference, and family supportive supervision on victims' absence frequency: IPV victims whose partners interfered with their work had lower absence frequency when they received high (compared to low) levels of family supportive supervision at work. Importantly, family supportive supervision was only related to lower absence frequency when both IPV and partner interference were present. This suggests that organizations have a unique opportunity to reduce the negative effects of IPV and partner interference not only for the victim but also for other employees who are indirectly affected. Our findings have significant implications for organizations, which have ethical, legal, and practical responsibilities to create a safe working environment for all employees.

A relational identity approach to study the antecedents of family supportive supervision.

This research focuses on the antecedents of family supportive supervisor behaviors (FSSB) - the support from supervisors that can help employees manage their competing demands across work and nonwork domains. Drawing on theories of relational identity and self-construal, I conceptualize subordinates' likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportive supervisor behaviors, and examine whether supervisors' relational identification with subordinates mediates this relationship. In addition, I also examine the extent to which this mediation depends on the level of relational self-construal of supervisors. Data from 205 subordinates and 84 supervisors from a Chilean private bank and results support the hypothesized mediated moderation model. While supervisors' relational identification with subordinates fully mediates the relationship between competence and family supportive supervisor behaviors, supervisors' relational identification with subordinates partially mediates the relationship between subordinates' likeability and family supportive supervisor behaviors. Further, supervisors' relational identification with subordinates mediates the relationship between likeability and family supportive supervisor behaviors when supervisors' relational self-construal is high to medium but not when it is low. Overall, this research offers a novel lens for better understanding subordinates as more than mere recipients of supervisory behaviors.

Investigating the implications of changes in supervisor and organizational support.

Workers tend to experience many benefits when they work for supportive supervisors and organizations. But what happens when workers experience changes in perceived support, more or less support than they typically experience? We studied family-supportive supervision (FSS) and perceived organizational support (POS) to test how changes in the perception of support in response to the COVID-19 pandemic may influence workers. Three waves of survey data from 368 workers in the United States and Canada were collected as the human and economic toll of COVID-19 manifested. Random-intercepts cross-lagged panel analyses were used to differentiate between stable associations and the within-person changes of interest. Stable associations among variables were consistent with prior research, but cross-lagged effects painted a complex picture that offered reasons for hope and concern. As hypothesized, we observed evidence for gain cycles such that there were reciprocal positive associations between FSS and POS, and higher-than-normal POS was associated with greater job satisfaction. However, remaining hypotheses were not supported, as changes in FSS and POS were not significantly associated with job insecurity, and heightened FSS was associated with higher levels of anxiety and depression. Our study reinforces prior findings by showing that employees generally benefit when working for supportive supervisors and organizations, while also suggesting that episodic changes in FSS and POS may have limited impacts on workers. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Work-Family Conflict and Mental Distress of Black Women in Employment in South Africa: A Template Analysis

Work–family conflict causes stress, and exposure to it may lead to mental distress. Yet little is known about work–family conflict and mental distress in Africa. This study reports on the perceptions of black South African women in employment on work–family conflict and the mental distress women may experience when exposed to this conflict. The study utilised interpretative phenomenological analysis as a research design. Data were collected with the help of a semi-structured interview schedule. A total of 20 individual interviews and four focus group interviews comprising five participants each were conducted. All interviews were audio-recorded, and the data obtained were transcribed verbatim and analysed using template analysis. Two level-one theme codes emerged from the data analysis: antecedents of work–family conflict and work–family conflict manifestations. The findings of the study point to the need for managers to work in partnership with employees using family-friendly initiatives such as family supportive supervision for promoting mental well-being.

How does family-supportive supervision influence work-family conflict in China? The role of boundary control and empowerment-focused HRM

ABSTRACT Drawing on the conservation of resources theory, this study investigates the relationship between family-supportive supervision (FSS) and work-family conflict (WFC). Data from a sample of 240 employees from 60 teams in China were analysed. The empirical results indicated that FSS reduced WFC by prompting employees’ boundary control. Empowerment-focused human resource management (EHRM) moderated the relationship between FSS and WFC, such that the relationship was stronger for employees when the team had higher EHRM practices. This study delineates how and when FSS reduces WFC by identifying the mechanism and boundary conditions.

Individual and Group Predictors of Workplace Ostracism and Employee Coping

We presents four studies to examine the individual, group, and family predictors of workplace ostracism. Using advanced survey research methods (experience sampling method, multi-level survey, and three-wave time-lagged design), the authors tested predictors of workplace ostracism, such as employees’ task proactivity, group cognitive diversity and group time pressure, and (lack of) family supportive supervision and family-to-work conflict. The authors also showed that employees responded to supervisor ostracism with emotion faking, which was related to more burnout and less felt authenticity. Task Proactivity and Workplace Ostracism: The Moderating Effect of Team Envy Presenter: Cong Liu; Hofstra U. Presenter: Shiyong Xu; Renmin U. of China Presenter: Bainan Zhang; Renmin U. of China Presenter: Lindsay Pyc; McKinsey & Company, Inc Presenter: Aarti Polavarapu; Hofstra U. Presenter: Brian Goldfeder; Hofstra U. Presenter: Swapnil Kalra; Hofstra U. Presenter: Sami Abdelal; Hofstra U. Group Non-Purposeful Ostracism: Its Antecedents and Outcomes Presenter: Amer Ali Al-Atwi; Al Muthanna U. Presenter: Joshua Cogswell; Nicholls State U. Linking Family-Supportive Supervision, Family-to-Work Conflict, and Workplace Ostracism Presenter: Malgorzata Gamian-Wilk; SWPS U. of Social Sciences and Humanities Presenter: Marta Luszczykiewicz; SWPS U. of Social Sciences and Humanities Presenter: Konrad Smolak; SWPS U. of Social Sciences and Humanities Supervisor Ostracism, Interpersonal Goals, and Employees’ Emotion Faking Presenter: Xixi Gu; China U. of Political Science and Law Presenter: Cong Liu; Hofstra U.

Family supportive supervision in context: supporting breastfeeding at work among teachers in South Africa

ABSTRACT Family supportive supervisor behaviours (FSSB) has received growing attention as an effective set of behaviours to facilitate the integration of work and family responsibilities. However, the FSSB construct remains limited in its sensitivity to context and our understanding of FSSB remains embedded in experiences from high-income global North countries and in white collar and private organisational settings. This paper presents a context-sensitive interpretation of FSSB for breastfeeding at work among public school teachers in South Africa–a middle-income global South country. Thematic analysis of in-depth interview data from teachers who are mothers, and principals as supervisors, underscored intersecting layers of contextual complexities that advance understanding of FSSB for supporting breastfeeding at work. Patriarchal culture and pervasive gender-based violence in South Africa compromises mothers’ access to FSSB, while historical socio-spatial inequalities endemic in the public education sector limits the viability of all dimensions of FSSB to improve breastfeeding at work. The study findings have implications for the application of FSSB in diverse geographical, socio-cultural, and economic contexts.

A closer look at how and when family-supportive supervision influence work interference with family: the roles of family-role overload and task crafting

Although family–supportive supervision (FSS) has been identified as one of the most useful social resources for reducing the occurrence of work interference with family (WIF), relatively little is known about the boundary conditions and the underlying mechanisms through which this relationship occurs. Drawing on conservation of resources (COR) theory, we examined how and when FSS relates to WIF in two field studies, focusing on family–role overload as a moderator and employee task crafting as a mediator. Results from Study 1, using multi-wave data from a high-technology firm, showed that family role–overload moderated the relationship between FSS and WIF such that the relationship was stronger for employees with more family role–overload than for those with less family role–overload. Results from Study 2, using multi-wave data from employees working in different industries, revealed that employee task crafting mediated the interactive effect of FSS and family–role overload on WIF. Implications of these findings for research and practice are discussed.

One size fits all? Contextualizing family-supportive supervision to help employees with eldercare responsibilities.

Eldercare can pose significant challenges for both employees and organizations wherein supervisors serve as critical linchpins. To better inform practitioners on how to assist employees with eldercare responsibilities, we investigated important work outcomes of eldercare-supportive supervision (ESS), a specific form of family-supportive supervision. Drawing on the job demands-resources model and social information processing theory, we framed ESS as a critical informational cue and an important job resource in employees' immediate work environment that shapes employee work attitudes and behaviors. For this important segment of the workforce, we hypothesized that ESS could relate to employees' job performance and time banditry through work engagement, and that caregiver burden would moderate these relationships such that the beneficial effects of ESS would be stronger for employees with high caregiver burden. Using a vignette-based experimental (between-person) design, Study 1 (N = 70) found that employees reported significantly higher work engagement in the high (vs. low) ESS condition. Study 2 supported the indirect effects of ESS on employee job performance and time banditry via work engagement in a field sample (N = 162) of nurses with eldercare responsibilities. In Study 3 (N = 257), using a 3-wave time-lagged design, we replicated our findings and further demonstrated the incremental validity of ESS above and beyond other relevant supports. Finally, we demonstrated that the effect of ESS on work engagement and the indirect effects of ESS on job performance and time banditry were stronger for employees with high (vs. low) caregiver burden. Theoretical and practical implications were discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Diverse Methodological Approaches to Understanding Novel Work-Life Interface Questions

Decades of research have indicated that work and family are inextricably intertwined (e.g., Amstad, Meier, Fasel, Elfering, & Semmer, 2011). Despite numerous lessons learned from the robust work-life literature, there are surprisingly many neglected areas and questions left to be answered. Much of the work-life research fails to examine or account for theoretical paradigms as they apply to shifting workplace characteristics (e.g., globalization, team-based flat organizations, technology) and how this may be related to under-explored factors in the work-life sphere such as job overqualification and corresponding multi-level influences such as public policy (e.g., state law mandating paid family leave). The purpose of this symposium is to highlight work that utilizes novel theoretical lenses and advanced analytic approaches in order to further theoretical understanding of the dynamic interplay between work and non- work. Given that advancement in work-life theory can be achieved more readily by relying on multi-source, multi-level, and longitudinal or time-lagged data analyses, this symposium draws on two time-lagged studies, one examining the effects of the quality of home life relationships on work with consideration to job over qualification, and the other on the synergistic effects of bi-directional work-family enrichment on job outcomes that are increasingly relevant due to a shifting focus on team work in organizations (OCBs). Another study examines the multi-level influence of public policy on the link between work-life conflict and individual job and well-being outcomes. The final paper examines the within-person day level effects of family supportive supervision on job satisfaction via the effect it has on employee perceptions of supervisor responsiveness. The Link Between Overqualification and Family-to-Work Cross-Domain Effects Presenter: Nicholas Anthony Smith; Oregon Health & Science U. and Quinnipiac U. Presenter: Leslie Hammer; Portland State U. Presenter: Cynthia Mohr; Portland State U. Positive Spillover Between Family & Work: Impacts on Work Outcomes Through Job Affective Well-Being Presenter: Hyun Jung Lee; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver National Work-Family Policies: Multilevel Effects on Employee Reactions to Work/Family Conflict Presenter: Erica Bettac; Washington State U. Vancouver Presenter: Tahira M. Probst; Washington State U. Vancouver Daily Supervisor Support for Work and Non-Work, Supervisor Responsiveness, and Job Satisfaction Presenter: Luke Mahoney; Portland State U. Presenter: Leslie Hammer; Portland State U. Presenter: Todd Bodner; Portland State U. Presenter: Cynthia Mohr; Portland State U.

Family supportive supervisor behaviours and turnover intentions: testing a multiple mediation model in the New Zealand hospitality industry

ABSTRACT Within New Zealand, the turnover rate within the hospitality sector is high, which can be expensive in terms of performance, recruitment and training costs. However, while research asserts an employee’s immediate managers can have a strong influence on retention, less is known within the hospitality sector of New Zealand. The present study investigates how family supportive supervision behaviours (FSSB) influence employees’ turnover intentions and includes organisational trust and job satisfaction as potential mediators. Using a sample of 149 hospitality workers and the PROCESS macro, our analysis shows that FSSB is negatively related to turnover intentions and positively related to organisational trust and job satisfaction. However, both these job attitudes fully mediate the influence of FSSB and indicate that good leadership builds positive work attitudes and it is these that ultimately shape turnover intentions. Consequently, FSSB should be encouraged so leaders through positively supporting workers work and family commitments can enhance employee attitudes and in turn help retain their hospitality workforce.

Coping with home demands can be contagious: A faultline perspective on the role of in-groups, out-groups, and family supportive supervision

We integrate behavioral contagion and faultline perspectives to understand the association between workgroup context and individuals' coping with home demands. Our central contention is that workgroup members who are similar to one another come to adopt similar strategies for coping with home demands. To assess similarity, we use faultline techniques based on average silhouette width to differentiate an individual's workgroup into an in-group versus out-group based on a set of theoretically derived demographic characteristics concerning life conditions (i.e., gender, age, marital status, and parental status). Results from a sample of 3640 staff employees in 471 workgroups showed consistent positive relationships between a focal individual's coping with home demands and the aggregated level of coping in his or her in-group for coping strategies of using social support, limiting avocational activities, and reducing overload. This contrasts with consistent null relationships with the aggregated level of coping in one's out-group. Moreover, for the coping strategies of using social support and limiting avocational activities, an individual's coping was more positively related to the in-group members' coping when he or she perceived higher family supportive supervision. Our results show that workgroup members experiencing similar life conditions deploy similar strategies for coping with home demands, and that family supportive supervision strengthens this contagion of coping behaviors.

Supplemental Material for One Size Fits All? Contextualizing Family-Supportive Supervision to Help Employees With Eldercare Responsibilities

Supplemental Material for One Size Fits All? Contextualizing Family-Supportive Supervision to Help Employees With Eldercare Responsibilities

How Do Family Role Overload and Work Interferance with Family Affect the Life Satisfaction and Sleep Sufficiency of Construction Professionals?

Sleep and work-family problems attract a great attention in the construction industry because construction professionals are usually prone to work-family conflicts and sleep problems. The objective of this study was to analyze the effect of Family-Role Overload (FRO) and Work Interference with Family (WIF) on sleep sufficiency. We also included life satisfaction as a mediator and family supportive supervision behaviors (FSSB) as a moderator. Using a sample of 193 Chinese construction professionals, we collected objectively-measured sleep sufficiency data with validated wrist actigraphies and self-reported sleep sufficiency data, FRO, WIF, life satisfaction and FSSB with questionnaires through multiple waves. Results demonstrated that FRO was negatively associated with both objectively-measured and self-reported sleep sufficiency and life satisfaction played an important mediating role in this relationship. The moderating effect of life satisfaction on the path between WIF and sleep sufficiency is trivial. In addition, no significant moderating effects of FSSB were found. More substantial policies should be taken to improve the life satisfaction and sleep sufficiency of construction professionals.

A relational identity approach to study the antecedents of family supportive supervision

Drawing on theories of relational identity and self-construal, I conceptualize subordinates' likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportiv...

Failing to Be Family-Supportive: Implications for Supervisors

Family-supportive supervision benefits employees in many ways. But what are the implications for the supervisors themselves, particularly when this support is not extended? Drawing on social exchange theory, we frame family-supportive supervision as a desirable resource that when withheld may trigger negative social responses from employees. We hypothesize that workplace ostracism is a mechanism through which employees sanction supervisors who fail to be family-supportive, thereby harming supervisor well-being. Study 1 captured the employee perspective and utilized an experimental design to understand whether employees engage in ostracism in response to a lack of family-supportive supervision. In Study 2, we captured the supervisor perspective with multisource data to examine whether supervisors report ostracism and in turn lower subjective well-being when employees report a lack of family-supportive supervision. Consistent findings were observed across studies, suggesting negative outcomes for supervisors who fail to be family-supportive. In Study 2, we also examined moderators of the relationship between failing to be family-supportive and workplace ostracism and potential conditional indirect effects. However, we did not find evidence of such effects. Theoretical implications for the study of family-supportive supervision and workplace ostracism are discussed.

Lasting Impression: Transformational Leadership and Family Supportive Supervision as Resources for Well-being and Performance.

Although evidence is growing in the occupational health field that supervisors are a critical influence on subordinates' reports of family supportive supervisor behaviors (FSSB), our understanding is limited regarding the antecedents of employee's FSSB perceptions and their lagged effects on future health and work outcomes. Drawing on a positive job resource perspective, we argue that supervisors who report that they use transformational leadership (TL) styles are more likely to have subordinates with higher FSSB perceptions. We theorize that these enhanced perceptions of work-family specific support increase access to personal and social resources (objectively and subjectively) that buffer work-nonwork demands and enhance health (mental, physical) and job outcomes (performance appraisal ratings, job satisfaction, turnover intentions, work-family conflict). Time-lagged multi-source survey data collected in a field study from retail employees and their supervisors and archival performance ratings data collected a year later support our proposed relationships (with the exception that for health, only mental health and not physical health was significant). Post hoc analyses showed that employees' FSSB perceptions play a mediating role between supervisor TL and job satisfaction and work-family conflict, but no other outcomes studied. Overall, this study answers calls in the occupational health literature to use stronger designs to determine linkages between leadership-related workplace phenomena as antecedents of health, work-family, and job outcomes. Our results demonstrate that employees with supervisors who report that they use transformational leadership styles are more likely to perceive higher levels of family supportive supervision, which are positive job resources that enhance occupational health.