Family Supportive Supervisor Behaviors Research Articles

Trickle-down effects of corporate social responsibility on employee outcomes: the mediating role of family-supportive supervisor behaviors

Trickle-down effects of corporate social responsibility on employee outcomes: the mediating role of family-supportive supervisor behaviors

Exploring family supportive supervisor behaviours from a police perspective to ensure life satisfaction: an empirical investigation using importance-performance analysis

PurposeThe primary aim of this research is to analyse the impact of family-supportive supervisor behaviours (FSSB) on the level of life satisfaction among individuals working in the police force. FSSB is informal support by supervisors, which is an emerging topic. Further, this study examines the intermediary role of career calling and job embeddedness in the association between supportive family behaviours of supervisors and life satisfaction. However, only limited studies have been conducted on how informal support by the supervisor performs for police personnel. This research aims to fill this gap.Design/methodology/approachFor the purpose of data collection from police personnel, we used a structured questionnaire. Variance-based partial least squares structural equational modelling (PLS-SEM) methodology was applied using SmartPLS software to investigate the conceptual model of the study. Additionally, using importance-performance map analysis (IMPA), we evaluate the importance and performance of each construct.FindingsThe data analysis findings indicate that job embeddedness and career calling function as complete mediating factors in the association between FSSB and life satisfaction. Additionally, the study revealed that career calling is the most performing construct for promoting life satisfaction but is not perceived as important by the police department.Originality/valueAccording to the authors’ knowledge, there has been no research in the Indian context that examines the effects of supervisor family supportive behaviours, especially among police. The incorporation of career calling and job embeddedness as mediators provides a novel perspective in the examination of the correlation between FSSB and life satisfaction.

Reactions to Electronic Communication After Work: The Roles of Family Supportive Supervisor Behavior

Reactions to Electronic Communication After Work: The Roles of Family Supportive Supervisor Behavior

Linking Family Supportive Supervisor Behaviors to Supervisor Work and Family Performance

Linking Family Supportive Supervisor Behaviors to Supervisor Work and Family Performance

Are different generations of female employees trapped by work-family conflicts? A study on the impact of family-supportive supervisor behavior on thriving at work.

With women's advancement in education and status, they drive corporate and social progress. However, traditional gender roles burden female employees with more family responsibilities, challenging work-life balance and affecting job performance. Organizations should supporting female employees to address these challenges. Thriving at work, a core aspect of positive work engagement, helps maintain enthusiasm and efficiency. This study explores the impact of family-supportive supervisor behavior (FSSB) on the thriving at work of female employees in China, considering generational differences in their work-family balance needs and the mediating mechanisms involved. The methodology adopted in this study utilized Amos 26.0 and SPSS 25.0 to analyze data obtained from a sample of 279 female employees in China. Specifically, the study examined the direct impact of FSSB on thriving at work, alongside the mediating influence of work-family balance. Moreover, the research aimed to discern variations in these effects across different generational cohorts. This study highlights the direct impact of FSSB on female employees' thriving at work across different generational cohorts. Notably, the "post-90s" generation displayed the strongest direct effect of FSSB on thriving at work. Additionally, the impact of FSSB on work-family balance varied by generation, with the "post-90s" generation showing the weakest effect. Furthermore, the mediating role of work-family balance differed among generations, with complete mediation observed in the "post-80s" generation but no mediating effect in the "post-90s" generation, reflecting their distinct work-life balance priorities and needs. This study uses a generational difference perspective to explore the main and mediating effects of FSSB on thriving at work, enriching the theoretical research on generational differences and providing valuable insights for future research. Practically, organizations should focus on the needs of different generations while encouraging FSSB, fostering a supportive work environment and enhancing outcomes.

Transfer of a leadership training intervention prior to COVID-19 on leadership support during the pandemic

PurposeWe examined the impact of a leadership support training intervention implemented prior to the coronavirus (COVID-19) pandemic on support behaviors specific to COVID-19 during the pandemic. Primary intervention targets (i.e. family-supportive supervisor behaviors and sleep leadership behaviors) were explored as mediators between the intervention and supportive COVID-19 leadership behaviors.Design/methodology/approachA cluster randomized controlled trial intervention was implemented with service members and their supervisors in the Army and Air National Guard throughout 2017–2019. Follow-up survey data were collected after the intervention, including during the COVID-19 pandemic in 2020. Direct and indirect intervention effects were tested.FindingsA pre-COVID intervention targeting leader support for family and sleep health had a direct effect on leader support specific to the COVID-19 pandemic. Additionally, sleep leadership, but not family-supportive supervisor behaviors, mediated the intervention effects on supportive COVID-19 leadership. These findings suggest that certain leadership training interventions can transfer across knowledge domains and time.Practical implicationsFindings from this study demonstrate that training leaders on support behaviors improves their ability to support employees during the COVID-19 pandemic and may translate to crisis leadership in other contexts.Originality/valueWe examined the long-term effects of an intervention that was implemented approximately 1–2 years prior to the COVID-19 pandemic on leadership support behaviors specific to the pandemic. Our findings contribute to the leadership, training, and organizational intervention literatures, and have implications for how leaders can support employees during crises.

The Roles of Family-Supportive Supervisor Behaviour, Work-Life Balance, Job Satisfaction, Motivation, and Job Performance Among Married Private Employees

Aim – This study investigates the effect of Family-Supportive Supervisor Behaviour (FSSB), work-life balance, job satisfaction, motivation, and job performance among married private employees in Indonesia. Methodology – Data collection was carried out online using Goole form. This study used a sample of 206 private employees who were married and worked for at least 3 years in Indonesia. Data was analysed using Structural Equational Model (SEM) with Lisrel 8.80 software. Findings – The result showed that FSBB, job satisfaction, and motivation, have a positive effect on job performance. FSSB also has a positive effect on motivation. Work-life balance and motivation also positively influence job satisfaction. Another finding showed that work-life balance has no effect on the performance of married private employees. Based on testing the indirect relationship, there are two mediating roles whose results are significant, namely motivation mediates the relationship between FSSB on job performance. In addition, job satisfaction mediates the relationship between motivation and job performance. Limitations – This research still has some limitations that need to be improved in the future. First, the survey only focuses on private sector employees. Second, this study uses respondents who are private employees, married, but limited to a minimum working period of 3 years and a minimum education of bachelor’s degrees. Third, based on regional distribution, most of the respondents work on the island of Java, especially in the Greater Jakarta area. Fourth, the variables used in this study only focus on five variables, namely FSSB, work-life balance, motivation, job satisfaction, and performance. Originality/value – The study contributes to literature that the family-supportive supervisor behaviours can increase motivation and job performance especially for among private employees who are married. When motivation increases, it affects satisfaction and job performance. Companies can also implement a work-life balance as an effort to increase job satisfaction.

상사의 가족 친화적 행동이 여성 근로자의 조직몰입, 결혼 및 출산 의향에 미치는 영향 분석

as of 2022. While the level of human capital has been increasing, this indicator illustrates the challenging situation of juggling a career, marriage, and childbirth. Despite the implementation of various employee support systems to address the issue, relying solely on formal institutional measures has limitations in deterring the declining inclination toward marriage and childbirth. This study uses the “Korean Women Manager Panel Survey” by the Korean Women’s Development Institute, which enables an exploration of women workerss human capital, supervisor characteristics, and intentions for marriage and childbirth, examining the impact of Family Supportive Supervisor Behaviors (FSSB), a representative informal mechanism, on female workers' organizational commitment, marriage intentions, and childbearing decisions. The results indicate that higher levels of FSSB increase female workers’ organizational commitment and marriage intentions. According to Social Exchange Theory and the Social Information Processing Theory it can be interpreted that a higher FSSB level motivates employees to be more engaged with their organization and perceive the possibility of balancing work and family even after marriage, thus raising their intentions to marry. However, the effect of FSSB on childbirth intentions among married, childless employees was not significant. It can be inferred that complex socio-cultural variables exist regarding workers' intentions for childbirth.

Beyond formal innovation: family supportive supervisor behavior promote employee bootlegging behavior through thriving at work

Bootlegging behavior enables employees to better utilize their creativity to contribute more to their organization. Therefore, the facilitative antecedents of employee bootlegging must be emphasized. The role of family supportive supervisor behavior (FSSB), which is critical in the increasingly prevalent telecommuting context of the post-pandemic era, in facilitating employee bootlegging behavior has not received enough attention. Thus, combining the telecommuting context with the work–home resource model and using thriving at work and proactive personality as a mediator and moderator, respectively, we constructed a moderated mediation model to test whether, how, and when FSSB facilitates employee bootlegging behavior. The empirical results, based on an analysis of 277 telecommuters, indicate that FSSB positively influences employee bootlegging behavior directly and indirectly through thriving at work, and proactive personality plays a moderated mediating role in the first stage. This study expands research on the antecedents of employee bootlegging behavior, deepens understanding of FSSB and thriving at work in the telecommuting context, and provides suggestions on addressing the challenges of innovation for telecommuters.

A meta-analytic review of family supportive supervisor behaviors (FSSBs): Work-family related antecedents, outcomes, and a theory-driven comparison of two mediating mechanisms

This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis and meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn from 213 sources (N = 118, 100), we examined a set of hypotheses exploring the antecedents and consequences of FSSBs. We also conducted a comparative analysis of the explanatory power of two theoretical perspectives: the resource-based view (operationalized as work-family conflict and work-family enrichment) and the social-exchange perspective (operationalized as leader-member exchange relationship). Our results showed that the social-exchange perspective accounted for a greater proportion of FSSBs' impacts on work outcomes (i.e., in-role performance, and job satisfaction), while the resource-based perspective predominantly elucidates FSSBs' influence on employee wellbeing (i.e., burnout). In doing this, we unveiled nuanced insights into the nomological network surrounding FSSBs. Based on these results, we develop a future map for this growing body of research.

Employee’s Well Being dan Job Satisfaction : Tinjauan Peran Family Supportive Supervisor Behaviors dan Work-Family Conflict

This research aims to explore the influence of family supportive supervisor behaviors on work-family conflict and its impact on work life balance and work engagement, which in turn influences employee job satisfaction. This research method used purposive sampling and involved 357 aircraft cabin crew from airlines in Indonesia. Data analysis was carried out using Structural Equation Modeling (SEM). The research results show that family supportive supervisor behaviors have a negative influence on work-family conflict. Furthermore, work-family conflict also has a negative influence on employee work-life balance and work engagement. However, work life balance and work engagement positively influence employee job satisfaction. The managerial implication of this research is that the implementation of family supportive supervisor behaviors in companies can help reduce the level of work-family conflict, so that employee performance and productivity can increase. Thus, companies can obtain long-term benefits through attention to these aspects. Conclusion, this research contributes to the understanding of the relationship between family supportive supervisor behaviors, work-family conflict, and employee work welfare factors. The practical implications of this research provide guidance for companies in developing management policies and practices that support balance between work life and personal life of employees, so as to increase overall job satisfaction and productivity. Keywords: Employee's Well-Being, Family Supportive Supervisor Behaviors, Job Satisfaction, Role Analysis, Work-Family Conflict

The effect of anticipated telework conditions and family-supportive supervisor behaviors on work-family outcomes

The effect of anticipated telework conditions and family-supportive supervisor behaviors on work-family outcomes

Mediation of work-family support and affective commitment between family supportive supervisor Behaviour and workplace deviance

Employees' Workplace Deviant Behavior (WDB) is an organizational threat to its sustainability. This study examines the impact of the supervisors’ role in improving organizational behavior because of the gap in the body of knowledge indicating the inconsistency, paucity, and uncertainties of relationships between variables when relating to their underpinning theories. The conceptualized model consists of the impact of family supportive supervisor behavior (FSSB) on workers' workplace deviant behavior (WDB) while considering Affective Commitment and Work-Family Supportive Behavior Attribution between the key variables. In terms of methodology, this quantitative study analyzed 321 valid surveys through descriptive and inferential statistics to ascertain if FSSB negatively impacts employees' WDB. As findings and novelty of this study, FSSB is found to negatively affect employees' WDB, while affective commitment mediates between FSSB and employees' WDB. Work-family supportive behavior attribution and personal life attribution of employees moderated the negative relationship between affective commitment and WDB, while work productivity attribution of employees had no significant effect as a moderator. With three (out of four) hypotheses supported by empirical evidence, this research has broadened previous studies of workers' WDB and offers organizations theoretical and practical recommendations for managing employees' WDB. More studies could be conducted in the future to address limitations in this research, examine other related theories in a new context, location, and/or culture, or select other suitable research methods.

I wouldn't be working this way if I had a family - Differences in remote workers' needs for supervisor's family-supportiveness depending on the parental status

This study investigates how working remotely blurs the boundaries between work and non-work domains by contrasting the experiences of employees with different parental status. The study further shows how leaders can mitigate this blurring via family-supportive supervisor behaviours (FSSB), and extends the concept to encompass non-work roles beyond the family. Working from home leads to an increasing intertwining of work and non-work roles, with family status playing a significant role in shaping boundary challenges and support needs. Through semi-structured interviews with 89 employees working from home in various industries, the study reveals that parents and non-parents, distinct in their challenges and requirements, exhibit varied demonstrated needs from their leaders. As parent employees require flexible boundaries to attend to their family responsibilities, non-parent employees need safeguards to maintain boundaries around their private life. The results underscore that FSSB benefit employees regardless of parental status. This study emphasizes the importance of employers tailoring their work-life programs to accommodate the diverse needs of employees, and recognizes the pivotal role of supervisors in attuning their supportive behaviours to employees' work-nonwork boundary needs and preferences.

Remote but Not Forgotten: Ameliorating the Negative Effects of Professional Isolation Through Family Supportive Supervisor Behaviors and Schedule Flexibility

Remote but Not Forgotten: Ameliorating the Negative Effects of Professional Isolation Through Family Supportive Supervisor Behaviors and Schedule Flexibility

Comprehensive and Short-Form Measures of Family Supportive Supervisor Behaviors

Resumo O suporte do supervisor à família conceitua-se como comportamentos dos supervisores voltados a apoiar os papéis familiares dos funcionários. O presente estudo objetivou obter evidências de validade da Medida de Comportamento Suporte do Supervisor à Família, nas versões abrangente e reduzida, em amostras brasileiras. Participaram desta pesquisa 503 trabalhadores, de ambos os sexos. As análises fatoriais confirmatórias evidenciaram que a versão abrangente ficou composta por 14 itens, divididos em quatro fatores de primeira ordem (emocional, instrumental, modelo de papéis e gestão criativa) e um fator de segunda ordem. A versão reduzida unifatorial compôs-se por quatro itens. Ambas as versões apresentaram bons índices de consistência interna. Os instrumentos correlacionaram-se positivamente com o enriquecimento trabalho-família, suporte do supervisor e satisfação no trabalho, e negativamente com o conflito trabalho-família e intenção de rotatividade. Concluiu-se que os instrumentos apresentaram propriedades psicométricas que recomendam seu uso em investigações futuras.

Psychometric Properties of Family-Supportive Supervisor Behavior: Lithuanian Version

Valid and reliable research methods are needed to assess the family-suportive supervisor behavior in Lithuania. A cross-sectional study was conducted to test the psychometric properties of the Lithuanian version of Hammer et al. (2009) family-supportive supervisor behavior scale (internal consistency, discriminant, convergent and structural validity) in employess sample (N = 180). Results revealed that the Lithuanian version of the family-supportive supervisor behavior had high internal consistency. Adequate convergent validity was confirmed by finding statistically significant positive relationships with social support, and discriminant validity was confirmed by finding statistically significant negative relationships with work–family conflict. Finally, structural validity was confirmed by confirmatory factor analysis, which revealed that the four-factor structure of the questionnaire had the best fit. The results of the research show that the Lithuanian version of the scale of family-suportive supervisor behavior is a suitable measurement instrument, but further studies on the evaluation of the scale are still needed.

The Impact of Family Supportive Supervisor Behavior on Employees’ Proactive Behavior: A Cognitive and Affective Integration Perspective

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior.

Research on the Influence of Family Supportive Supervisor Behavior on Employee’s Knowledge Sharing Behavior ——A Cross-level Moderation Model

Based on the theory of social exchange, this paper constructs a theoretical model of the influence of family-supported supervisor behavior on employees' knowledge sharing behavior. The results of 200 valid questionnaires show that: (1) Family supportive supervisor behavior can effectively promote employees' knowledge sharing behavior ; (2) Organizational identity partly plays the mediating role between family supportive supervisor behavior and employees' knowledge sharing behavior ; (3) Duty orientation mitigates the association between family supportive supervisor behavior and employees' knowledge sharing behavior. Finally, this article discussed effective ways to promote employees' knowledge-sharing behavior: by improving the supervisor's ability to implement family-supporting supervisor behavior, creating a harmonious organizational atmosphere and improving employees' organizational identity, and strengthening employees' duty orientation. All of these can play a positive role in promoting knowledge sharing behaviors of employees.

Understanding the Antecedents and Influences of Family Supportive Supervisor Behaviors in Workplace

Understanding the Antecedents and Influences of Family Supportive Supervisor Behaviors in Workplace