Family Supportive Supervisor Behaviors Research Articles

Work-Life Programs and Employment Continuity in a Single Organization: Understanding from Whole-Life Approach to Career Development

This study examines the effect of work-life programs on employment continuity with a mediating role of work-family enrichment in a single organization using a work-family enrichment model. Consistent with the leader–member exchange theory, this study also examines the moderating role of family-supportive supervisor behavior between work-life programs and work-family enrichment. Data was collected from 218 employees working in the financial sector of Pakistan. Using partial least square structural equation modeling, the study findings suggest that work-life programs have no direct effect on employment continuity; however, the results show an indirect effect of work-life programs on employment continuity through the mediating role of work-family enrichment. Although family-supportive supervisor behavior has a significant impact on work-family enrichment, the findings show that it does not moderate the relationship between work-life programs and work-family enrichment. This study indicates to organizations the various work and nonwork factors that an employee considers while making career decisions, thus encouraging organizations to engage in whole-life approach to career development to retain valuable employees.

When workplace family-support is misallocated: effects of value congruence and fairness perceptions on supervisor family-support

Abstract To better manage our work demands and family demands, we often erect mental or physical ‘boundaries’ to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses.

Just like me: Effects of value congruence on work-family enrichment

Work-family enrichment (WFE), also known as positive spillover between work and family, often improves employees’ well-being, physical health, and performance. Our study explores a process through which employees experience higher WFE when maintaining congruent values with the organization and supervisor based on segmentation-integration boundary management strategies. Using a sample of 287 employees from diverse industries and employment settings across the U.S., the results indicated that value congruence between subordinates and their organization/supervisor both positively predicted work-to-family enrichment. Family-supportive supervisor behaviors significantly mediated the relationship. Supervisor/subordinate gender matching did not significantly moderate the value congruence-FSSB relationship. In studying these effects with PROCESS mediation analysis, we merge and extend three major bodies of literature on spillover theory, person-environment fit theory, and boundary theory to explicate the process through which WFE develops when having congruent segmentation styles at work.

The Buffering Effect of Supervisor Support on the Relationship between Perceived Stress and Turnover Intention among Female Nurses in Saudi Arabia

Background: The shortage of registered nurses is a worldwide concern; with many countries struggling to maintain adequate numbers of nurses. Many factors that contribute to nursing shortage have been studied, but the influence of work–family conflict has received little attention. Work–family conflict has been linked to a number of work-related consequences, including turnover intention among employees. The aim of this study was to evaluate the influence of supervisory support behaviours on the relationship among work–family conflict, Stress, and turnover intention. Sample: 113 nurses. Result: A significant positive correlation was found between work–family conflict and turnover intention. A negative correlation was found between supervisory support behaviours and turnover intention. Both work–family conflict and stress were associated with turnover intention; however, these associations were buffered (weaken), when nurses perceived higher supervisory support behaviours. Conclusion Supervisory support behaviours could be the tool to help married, female nurses play their professional role without compromising their family responsibilities. Nurses’ turnover is a complex issue that may require multiple prevention strategies; however, enhancing family supportive supervisor behaviors could be a key resource for maintaining a positive workplace environment and reducing turnover intention.

Dual-earner couples during the pandemic: Spillover and crossover

[...]we discuss how prior research may be a promising route for current work–family conflict reduction. According to the job demands-resources (JD-R) model, characteristics of the job can be considered resources for dealing with stressors or as demands which deplete resources (Demerouti etal., 2001). More specifically, examining the utility of both general and family supportive supervisor behaviors on couples working both remotely and on the front lines may stimulate influential organizations to support their employees. Because increases in work-family conflict are likely as family dynamics change, strategies that help reduce conflict should be explored such as providing broad organizational support (i.e., improving attitudes and perceptions around family needs) or specific support for work-family needs (i.e., emotional and instrumental support;French etal., 2018).

How does daily family-supportive supervisor behavior relieve subordinates' job stress? The effect of ethical leadership and positive emotions

PurposeRelying on a multilevel approach, this paper investigates the day-to-day variations in family-supportive supervisor behaviors influencing subordinates' job stress, as well as the mediating role of positive emotions and the moderating role of ethical leadership.Design/methodology/approachUsing the experience-sampling methodology, the study collected the data from 137 civil servants in China who responded to one daily survey for 10 working days.FindingsWith a total of 1,370 surveys, results supported the hypothesized model linking daily family-supportive supervisor behaviors to daily job stress via subordinates' daily positive emotions. In addition, the study found a moderating effect for ethical leadership positively in the indirect relationship between family-supportive supervisor behaviors and job stress.Practical implicationsThe findings in this study serve practitioners in organizational and leadership development. For one thing, this study contributes to raising awareness about the importance of improving family-related support in the workplace in generating subordinates' positive emotions and relieving their job stress. For another, the findings highlight the necessity of cultivating ethical leadership for leaders.Originality/valueThis study fulfills an identified need to clarify how and when daily family supportive supervisor behaviors influence subordinates' daily job stress. This study moves beyond previous research by adopting the experience sampling method and demonstrating important cross-level effects of ethical leadership on the within-individual relationship between family supportive supervisor behaviors and job stress.

Family-Supportive Supervisor Behavior, Felt Obligation, and Unethical Pro-family Behavior: The Moderating Role of Positive Reciprocity Beliefs

Drawing on social exchange theory, we argue that family-supportive supervisor behavior (FSSB) inhibits employees’ unethical pro-family behavior (UPFB) via the mediation of felt obligation. We further propose that employees’ positive reciprocity beliefs strengthen the hypothesized relationships. Using a sample consisting of 345 full-time employees from an Internet service company located in China, we found that felt obligation partially mediated the negative relationship between FSSB and UPFB and that the FSSB-felt obligation relationship and the mediation relationship were stronger for employees with higher positive reciprocity beliefs. Theoretical and practical implications, limitations, and future directions are discussed.

Servant leadership and family supportiveness: Looking into employees’ work and family outcomes

How does servant leadership trickle down to impact subordinates’ work and non-work outcomes? This study sets out to investigate the mechanisms and boundary conditions associated with this question. In so doing, we integrate two sequential mechanisms (family-supportive supervisor behaviours and work engagement/self-care) and a contextual condition (servant leader’s perceived organizational support) to address whether and how servant leaders shape subordinates’ work performance and their satisfaction with work–family balance. Using matched supervisor–subordinate data (770 supervisors and 819 subordinates) collected from a group of companies in Chile, our results from multilevel analyses largely support our hypotheses. We contribute to servant leadership and research on family supportiveness by: 1) introducing and discussing two separate and sequential mediating mechanisms to explain the trickle-down effect of servant leadership; 2) emphasizing the role of perceived organizational support in establishing when the trickle-down effect occurs; 3) highlighting the need to bridge two separate bodies of research (namely those of servant leadership and family supportive supervisor behaviours) in developing interventions in organizations to help employees manage work–family issues.

How and when family-supportive supervisor behaviors foster work engagement and gratitude: A moderated mediation model

In light of social exchange theory and the gratitude norm of Confucianism, we explored the relationships between family-supportive supervisor behaviors (FSSBs), employee gratitude, and work engagement. We also investigated power distance orientation as a potential contingent factor affecting these relationships. We tested our hypotheses using a two-wave survey conducted with 325 employees of 15 companies in China. When we controlled for supervisor–employee work support, we found that employee gratitude partially mediated the positive association between FSSBs and work engagement. Further, power distance orientation negatively moderated the direct effect of FSSBs on employee gratitude and the mediating effect of gratitude of FSSBs on work engagement. Theoretical and practical management implications are discussed.

The effect of family supportive supervisor behaviors and work-family culture on turnover intention and work-family conflict

The purpose of this research was to look into the work-life interface of professionals in a de-manding and high-risk occupation in an organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results found show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-family conflict). At the same time, organizational culture negatively affects turnover intentions and work-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor behaviors and culture provides implications for work and family practices in this type of organization.

Does Inconsistent Social Support Matter? The Effects of Social Support on Work Absorption Through Relaxation at Work.

Drawing upon the conservation of resources theory and social exchange theory, we examined the effects of family supportive supervisor behavior (FSSB) and family support (FS) on work absorption at the within- and between-person levels. A 10-day study of 91 workers using 710 observations was employed. At the within-person level, the results suggested that daily relaxation at work mediated the relationships between daily FS, daily shifts in FS, and daily work absorption. However, at the between-person level, the results revealed that chronic relaxation at work mediated the relation between the average level of FSSB/FS and chronic work absorption. We conclude that FSSB/FS plays a vital role in relaxation at work and work absorption at the within- and between-person levels.

The Mediating Role of Career Calling in the Relationship Between Family-Supportive Supervisor Behaviors and Turnover Intention Among Public Hospital Nurses in China

This study explored the mediating effect of career calling in the relationship between family-supportive supervisor behaviors and turnover intention among nurses. Data were gathered from 563 nurses enrolled in eight public hospitals in China. They were required to complete measures of family-supportive supervisor behaviors, career calling, and turnover intention. Hierarchical multiple regression analysis and the bootstrapping procedure were used to examine the mediating role of career calling. Family-supportive supervisorbehaviors were positively associated with career calling, but negatively associated with turnover intention. Furthermore, career calling partially mediated the relationship between family-supportive supervisor behaviors and turnover intention. This study provides strong evidence for an increasing body of work that emphasizes the importance of nursing leaders engaging in family-supportive behaviors for increasing employee career calling and reducing turnover intention.

A Study on the Effects of Flexible Work Arrangements and Family Supportive Supervisor Behavior on the Employee’s Satisfaction With Work-Life Balance

A Study on the Effects of Flexible Work Arrangements and Family Supportive Supervisor Behavior on the Employee’s Satisfaction With Work-Life Balance

Linking Supervisor and Subordinate’s Negative Work–Family Experience: The Role of Family Supportive Supervisor Behavior

In the past decade, family supportive supervisor behavior (FSSB) has emerged as an important factor that can help employees manage work–family needs. Although the existing literature has documented the benefits of FSSB, we know little about the emerging process of FSSB. Drawing on the conservation of resources theory, we propose that supervisor engagement in FSSB is influenced by the extent to which the supervisor has sufficient resources for work. This study uses the joint effect of supervisors’ family–work conflict (FWC) and organizational work–family culture to predict the time supervisors spend on core tasks, FSSB, and subordinates’ work–family conflict (WFC), in sequence. Data were collected from paired supervisor–subordinate dyads among 83 supervisors and 276 subordinates. The results indicate that supervisors with high FWC spend more time on core tasks and display less FSSB, which ultimately result in higher subordinates’ WFC, especially in organizations with a lower level of organizational work–family culture. In contrast, supervisors’ FWC does not result in any negative influences on the supervisors themselves or their subordinates at work in organizations with a higher level of organizational work–family culture. Therefore, the theoretical model provides evidence that supervisors’ negative work–family experience cascades down to their subordinates.

Family-supportive supervisor behaviour positively affects work behaviour and nonwork well-being among men in long-term care.

This study examined whether family-supportive supervisor behavior is associated with work behavior (safety compliance and organizational citizenship behavior) and nonwork well#x2010;being (family time adequacy, time in bed and sleep quality) among men working in long-term care. Men's nonwork care roles for children (double-duty-child caregivers), adult relatives (double-duty-adult caregivers), or children and adult relatives (triple-duty caregivers) were assessed as moderators. Family-supportive supervisor behaviour is a modifiable workplace practice that may help recruit and retain men in nursing amid their increasing nonwork demands. Multiple linear regression analysis was performed on cross-sectional, secondary survey data from 122 men working in U.S.-based nursing homes. Family-supportive supervisor behaviour was directly and positively related to safety compliance, organisational citizenship behaviour and family time adequacy. It was also positively associated with time in bed and sleep quality for double-duty caregivers. Family-supportive supervisor behaviour plays an important role in the work behaviour and nonwork well-being of men with and without nonwork care roles in the long-term care workforce, a finding with favourable implications at the employee and organisational level. Managers need to recognize that family-supportive supervisor behavior can benefit men, as many have nonwork caregiving responsibilities. Training may facilitate nurse managers' engagement in family-supportive supervisor behaviour and, in turn, improve employees' work and nonwork outcomes (link to training resources provided).

Mediating role of meaningful work and vocational identity on the relationship between perceived family supportive supervisor behaviour and career satisfaction

This study examined meaningful work and vocational identity influences on the relationship between perceived family supportive supervisor behaviour (FSSB) and career satisfaction among educators. Participants were a convenience sample of 492 public school teachers from eight secondary schools in China. They completed self-report measures on their perceived FSSB, meaningful work, vocational identity, and career satisfaction. Structural equation modelling and multiple mediation analysis indicated both meaningful work and vocational identity mediated the relationship between perceived FSSB and career satisfaction. Specifically, high FSSB predicted high scores on the meaningful work and vocational identity, which in turn were positively associated with career satisfaction. Findings suggest a need for school supervisors to engage in FSSB to enhance teachers’ meaningful work, vocational identity, and career satisfaction.

Family-supportive supervisor behaviors and employees’ life satisfaction: The roles of work-self facilitation and generational differences.

Family-supportive supervisor behaviors and employees’ life satisfaction: The roles of work-self facilitation and generational differences.

When employees and supervisors (do not) see eye to eye on family supportive supervisor behaviours: The role of segmentation desire and work-family culture

Helping employees juggle work and family responsibilities is crucial at a time when the boundaries between work and family life are increasingly blurred. Family-supportive supervisor behaviours (FSSBs) contribute to this and benefit both employees and organizations. Yet, employees and supervisors do not necessarily agree about the displayed FSSBs. We explore how employee–supervisor (dis) agreement concerning FSSB perceptions relates to employees' intrinsic motivation and turnover intentions. Moreover, we incorporate work–family culture and employees' desire for segmentation as boundary conditions. Using 569 employee–supervisor dyads from El Salvador, we found that intrinsic motivation is highest when employees and supervisors agree about strongly exhibited FSSBs, but only when employees desire work/home segmentation. When employees desire integration, such FSSB agreement is associated with relatively low intrinsic motivation. Moreover, turnover intentions are lowest when employees and supervisors agree that the supervisor exhibits a strong level of FSSBs, but only when work–family culture is strong. We contribute to FSSB research by demonstrating the importance of employees and supervisors seeing eye to eye (the level of) FSSBs, as well as the need for a good fit with the work–family culture of an organization and employees' desire for segmentation.

Effects of family-supportive supervisor behaviors and organizational climate on employees

PurposeThe purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction and turnover intentions.Design/methodology/approachTo examine the causal relationship, the longitudinal panel data of the work, family and health study were used, using the data of 664 respondents who participated in surveys from all four time-points at two Fortune 500 information technology (IT) companies.FindingsThe results of the data analysis suggested that family-supportive supervisor behaviors have a minimal, but statistically significant, impact on work-to-family conflict and organizational work-family climate. Moreover, work-to-family conflict minimally mediated the relationship between family-supportive supervisor behaviors and employees’ turnover intentions. An organizational work-family climate had a small, but statistically significant, mediating effect between family-supportive supervisor behaviors and job satisfaction/turnover intentions.Practical implicationsThis study has practical implications by noting that relying on only individual managers’ roles or training managers to be family-supportive may not be enough to improve family-oriented organizational culture, work–life balance and job-related outcomes.Originality/valueUsing a longitudinal mediation model, the authors examined the effects of family-supportive supervisor behaviors and how those behaviors impact other variables over time. Despite the expectation of such an impact, the authors found minimal effects among variables. This study is valuable because it can stimulate future research to advance the theoretical and practical understanding of family-supportive supervisor behaviors to help determine why the study found that it had very little impact on both work–family conflict and a family-friendly organizational climate to increase employees’ satisfaction to continue to work.

The relationship between leadership support and employee sleep.

Sleep is critical to employees' health and well-being, safety, and performance at work. Sleep leadership refers to supervisor behaviors that aim to improve employees' sleep, such as showing concern for the quantity and quality of employees' sleep. Using a sample of 180 employees and their 91 supervisors working as full-time National Guard military service members, we examined the relationship of sleep leadership and family-supportive supervisor behaviors (FSSB) to employees' sleep. As outcomes we measured objective sleep quality and quantity using validated wrist actigraphy methods, as well as self-reported sleep hygiene, subjective sleep quantity, and subjective sleep quality (sleep disturbance and sleep-related impairment). As a novel contribution to the literature, we included both supervisors' self-reports and employees' reports of supervisors' engagement in sleep leadership and FSSB. Contradicting our hypotheses, our results show that higher employee ratings of FSSB were related to shorter objective sleep time. Regarding self-reported sleep outcomes, higher employees' ratings of sleep leadership were associated with less sleep disturbance and less sleep-related impairment among employees. Higher supervisors' self-ratings of FSSB, in turn, were related to better sleep hygiene and less sleep-related impairment among employees. Overall, our study demonstrates the importance of supportive supervisor behaviors for employees' sleep quality. (PsycInfo Database Record (c) 2020 APA, all rights reserved).