Family Supportive Supervisor Research Articles

Work-Family Conflict and Safety Behaviour among Dual-Earner Couples; Does Family Supportive Supervisor Behavior Matter?

The study considered the moderating role of family supportive supervisor behaviour in the relationship between work-family conflict as a source of stress and employees’ safety behaviour. A survey research design was employed and data collection was done using questionnaires. A sample of two hundred and twenty-six (226) was purposefully drawn from 330 dual-earner couple nurses. The data retrieved from the respondents were analyzed with the aid of IBM SPSS (V23.0), Smart Partial Least Square 3.0, and Haye’s PROCESS Macro. The results indicated that work-family conflict is negatively related to employees’ safety behaviour (i.e., safety participation and safety compliance). Further, family-work conflict was negatively and significantly related to safety behaviour (safety participation and safety compliance). Additionally, family-supportive supervisor behaviour significantly buffered the link between work-family conflicts and safety behaviour (safety participation and safety compliance). Finally, the findings of the study revealed that family-supportive supervisor behaviour moderated the relationship between family-work conflict and safety behaviour (safety participation and safety compliance).”Hospital managers and administrators must take steps to reduce the extent of work-family conflict to circumvent its impact on employees’ safety behaviours at work. Moreover, social support from supervisors and family-friendly policies might play a crucial role in reducing the negative effects of work-family conflict on employees’ adhere to safety rules and conduct themselves safely at the workplace. This study has made contributions to the growing stream of work-family interface literature by investigating its influence on safety behaviour and exploring the moderating role of family supportive supervisor behaviour simultaneously.”

An Interwoven Psychological Syndrome of Job Burnout and Work Engagement in Construction Project Management Professionals Due to Work-Family Imbalance.

Most current studies on the mental health of construction project management professionals (CPMPs) are conducted from a negative psychological perspective, lacking a comprehensive understanding of the positive-negative interwoven mechanism. This study developed a positive-negative dual-process psychological model of CPMPs to explore the interwoven mechanisms among five variables: family-supportive supervisor behavior (FSSB), work-family conflict, work-family enrichment, job burnout, and work engagement. We conducted a large-scale questionnaire survey among Chinese CPMPs. A total of 656 questionnaires were returned; 446 were considered valid. The groups of CPMPs prone to occupational psychological problems were identified, which enhanced the targeted organizational management in the construction industry. The hypothetical model was verified with SEM. The results revealed that the effect of work-family enrichment was more significant than work-family conflict, which implies that the positive psychology process may play a more prominent role than the negative process. There was a significant correlation between FSSB and work-family conflict/ enrichment; but no direct correlation between FSSB and job burnout/work engagement. This implies that the improvement of the work-family relationship plays a full mediating role in improving CPMPs' occupational psychological health. This research provides a thorough understanding of CPMPs' interwoven occupational psychological problems and gives suggestions to enhance their occupational psychological health.

Facilitating retail store clerks’ work-family balance: The roles of family-supportive supervisor behavior and store competitive climate

Facilitating retail store clerks’ work-family balance: The roles of family-supportive supervisor behavior and store competitive climate

Job Characteristics Associated With Intent to Quit Among Nursing Home Employees and Managers.

High turnover and recruitment challenges of nursing home employees and managers are an ongoing concern. This study's objective was to examine intent to quit among all staff and assess the roles of job characteristics and job satisfaction. Employees and managers within one nursing home chain working in direct patient care or nursing were compared. Data came from the Work, Family, Health Network 18-month follow-up survey in 2012 (total = 1,000, managers = 101, employees = 899). A cumulative logit model controlling for demographics was estimated for intent to quit. Herzberg's Two-Factor Theory of Work Motivation guided the study. Employees scored significantly lower on family-supportive supervisor behaviors (FSSBs), schedule control, and decision authority than managers. Employees and managers did not differ on job satisfaction, intent to quit, or job demands. Satisfied workers had an 83% decrease in the odds of reporting an intent to quit compared to workers who were neutral or disagreed (odds ratio [OR] = 0.17, p < .0001). Decision authority (OR = 3.49) and schedule control (OR = 5.18) were independently related to greater odds of reporting an intent to quit. In contrast, FSSBs (OR = 0.69), safety compliance (OR = 0.71), and the combination of high decision authority with high schedule control (OR = 0.72) were related to lower odds of reporting an intent to quit. Among nursing home staff, lower intent to quit may be achieved through improving job satisfaction, the quality of supervision, safety culture, and job enrichment through more schedule control and decision-making power.

How Family Supportive Supervisor Behaviors Enhance Employees' Work-Family Enrichment? Thriving at Work as Mediator and Intrinsic Motivation as Moderator.

PurposeFrom the perspective of the work-home resource model, the present research aims to investigate the effect mechanism of family supportive supervisor behaviors (FSSB) on work-family enrichment.Sample and MethodBased on 316 Chinese employees’ samples, this study takes the multiple linear regression technique to test our hypothesis model.ResultsOur study reveals that FSSB is positively related to work-family enrichment. In addition, thriving at work can mediate the positive relationship between family-supportive supervisor behaviors and work-family enrichment. Furthermore, the moderating role of intrinsic motivation is also found in this study. Specifically, intrinsic motivation strengthens the positive relationship between FSSB and thriving at work. Facing FSSB, individuals who score high in intrinsic motivation are prone to experience stronger thriving at work, while individuals who score low will hardly experience thriving at work.ConclusionThe current study comprehensively explores how informal organizational support (in our case, family supportive supervisor behaviors) leads to a better family outcome, thus contributing to the work-family interface literature. At the same time, our study also has some guiding significance for practitioners to build a family-friendly environment.

Family supportive supervisor behavior and work-family boundary control in teleworkers during a lockdown: Portugal and Pakistan comparison.

The imposition of telework due to the COVID-19 pandemic brought with it the need for individuals to readjust their work-non-work boundaries. In this crisis situation, individuals’ needs to manage these boundaries may have been influenced by contextual factors, such as family-supportive supervisor behaviors (FSSB) and macro-structural aspects, such as the country to which the teleworkers belong. This study tests the mediating effect of boundary control on the relationship between FSSB and satisfaction with life and examines the moderating effect of the country (Pakistan vs. Portugal) in the relationship between FSSB and boundary control. With a sample of 108 Portuguese and 118 Pakistani individuals, the results were analyzed using Process tool. FSSB was found to be important for teleworkers to control their boundaries and for their satisfaction with life and this control was also seen to contribute to higher levels of life satisfaction. Differences between the two countries were observed: boundary control mediates the relationship between FSSB and satisfaction with life for Pakistani teleworkers and these workers are more dependent on FSSB to exercise boundary control than Portuguese teleworkers. This study highlights the importance of considering contextual factors when implementing telework. Practical implications are discussed.

Family-supportive supervisor behaviors and career sustainability of e-commerce female workers: A mixed-method approach.

Women play an essential role in promoting societal and economic harmony development. However, compared with their male counterparts, female employees usually have to take on more family responsibilities while they endeavor to perform well at work. It is inevitable for them to face work–family conflicts; therefore, how to make female employees' careers more sustainable is a critical concern. Even though female career sustainability is well-explored in the literature, the combined effect of worker self-efficacy and family-supportive supervisor behaviors (FSSBs) on female career sustainability remains unexplored. To fill this gap, this study examines the influence of FSSB on female employee career sustainability, as well as the mediating role of self-efficacy. Moreover, a mixed-method approach was used to test the proposed relationships. The results indicate that FSSB has a positive impact on female career sustainability. Furthermore, the findings revealed that FSSB promotes female career sustainability through self-efficacy. This study establishes a theoretical framework for further research on the relationships between leader behavior and employee career sustainability. At the same time, it offers practical implications for supervisors in the management of subordinate career sustainability.

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

This study aims to understand the antecedents of affective commitment and organizational citizenship behavior (OCBO) of technology employees in Chinese IT Companies. Job satisfaction, which is a positive job attitude is identified as the mediator for the relationships between family-supportive supervisor (FSS), challenge job demands, and affective commitment and organizational citizenship behavior (OCBO) of the technology employees in the Chinese IT Companies. IT industry is a promising industry in China. However, the Chinese IT companies have an overtime culture, which is highly related to the commitments of the technology employees. PLS-SEM (partial least squares structural equation modeling) by Smart PLS 3.2 version software is adopted for the data analysis, which includes the measurement model and structural model analysis. 304 technology employees from three Chinese IT companies participated in this research survey. After the data analysis, challenge job demands and FSS are positively related to job satisfaction while FSS is directly connected with affective commitment and OCBO of the technology employees in Chinese IT companies. Moreover, job satisfaction plays a positively mediating role between the exogenous variables and endogenous variables in this study. The current research provides useful insights into the strategies taken that could enhance affective commitment and OCBO of the technology employees in Chinese IT companies.

Supported here and supported there: understanding family-supportive supervisor behaviors in a telework context

ABSTRACT Since the onset of the COVID-19 pandemic, work and life has became more blended as more workers have shifted to a telework context. Due to these notable changes in work and life, it is important to consider how supervisors are supporting their employees and how employees feel supported regarding their nonwork responsibilities. Here, we qualitatively and quantitatively assessed how well traditional conceptualizations of family-supportive supervisor behaviors (FSSB) align with the telework context. Results from interviews with supervisors and subordinates suggest that the traditional FSSB framework is relevant to the telework context, but that the actual expression of FSSB is somewhat different and unique when supervisors and subordinates work remotely. We followed up this qualitative investigation with a cross-sectional, online survey. Survey results also suggested that the traditional FSSB conceptualization holds within the telework context. Overall, based on our mixed methods, two-study report, we provide preliminary evidence that FSSB in a telework context are consistent with traditional conceptualizations (i.e. align with traditional dimensions) but the actual engagement in and reception of these behaviors may be different (i.e. consist of nuanced behavioral expressions).

Family-supportive supervisor behavior and employees' workplace deviant behavior: Moral disengagement as a mediator

Workplace deviant behavior causes not only physical and mental harm to employees but also great losses to the enterprise where they are employed. Drawing on social cognitive theory, in this study we explored the mechanism of family-supportive supervisor behavior on employees' workplace deviant behavior. Analysis of data from 312 participants showed that family-supportive supervisor behavior negatively influenced employees' workplace deviant behavior, and that moral disengagement played a mediating role in the relationship between these two variables. Our findings not only enrich the literature on family-supportive supervisor behavior but also provide a reference for organizations to identify, prevent, and control employees' workplace deviant behavior.

Workaholism and work–family conflict: a moderated mediation model of psychological detachment from work and family-supportive supervisor behavior

PurposeThe purpose of this study is to examine the effects of the workaholism on work–family conflict via the mediator of psychological detachment from work and the moderator of family-supportive supervisor behavior.Design/methodology/approachTo avoid common method bias, the authors adopted a three-wave data collection with a one-month lagged design. A total of 500 questionnaires were distributed and 322 usable questionnaires were collected. The PROCESS macro for SPSS was applied to test the hypothesized relationships.FindingsFindings demonstrated that workaholism is positively related to work–family conflict; psychological detachment from work mediates the relationship between workaholism and work–family conflict. Moreover, family-supportive supervisor behavior moderates the relationship between workaholism and work–family conflict and between workaholism and psychological detachment from work, respectively. Finally, family-supportive supervisor behavior moderates the indirect effect of workaholism and work–family conflict via psychological detachment from work, such that the indirect effect was weaker when family-supportive supervisor behavior was high.Practical implicationsThe study suggests that it is necessary for organizations to be responsible for employee well-being in different domains because the impact of workaholism on physical and mental health may bring unexpected consequences because of the lack of recovery and the loss of resources. This study not only shows the importance for individuals to look for ways to disengage from workplace but addresses the significance of supervisory support from organizational aspects.Originality/valueThis study includes psychological detachment from work as mediator and family-supportive supervisor behavior as moderator to investigate the moderated mediation relationship in the current highly demanding workplace. By applying conservation of resource and role scarcity hypothesis regarding individual resource allocation, the results may shed lights on facilitating individuals distancing from obsessively and excessively working mentality and behaviors that further lessen incompatibility in both work and family domains.

Family-Supportive Supervisor Behaviors and Psychological Distress: A Secondary Analysis across Four Occupational Populations.

This study assessed the associations of employee’s perceptions of family-supportive supervisor behaviors (FSSB) and their psychological distress across four occupational populations (n = 3778): Information technology; healthcare; military-connected Veterans; and National Guard service members. Data were gathered and analyzed from four larger archival datasets to compare differences in these relationships. Results revealed significant negative relationships between employee reports of FSSB and their psychological distress within occupations, as expected. Furthermore, results revealed significant differences across occupational populations for employee reports of both FSSB and psychological distress. Hierarchical moderated multiple regression analyses were conducted to examine the extent of these mean differences across groups. Results revealed significant differences among these four groups such that the military-connected Veteran employees demonstrated significantly stronger associations of FSSB, and psychological distress compared to the other three occupations of information technology, healthcare, and National Guard service members. These findings suggest the importance of FSSB to worker psychological health across a variety of occupational populations, specifically noting the importance and presence of FSSB for Veteran employees’ psychological distress in civilian workplaces. Practical implications include the need for training leaders on how to better support employees’ work and non-work lives, mental health, and well-being.

Work-Life Balance, Job Satisfaction, and Job Performance of SMEs Employees: The Moderating Role of Family-Supportive Supervisor Behaviors.

Even though studies on work-life balance and family-supportive supervisor behaviors are prevalent, there are few studies in the SME setting, and the implications are yet unexplained. Thus, the study examines the effect of work-life balance on the performance of employees in SMEs, along with the mediating role of job satisfaction and the moderating role of family-supportive supervisor behaviors. We have developed a conceptually mediated-moderated model for the nexus of work-life balance and job performance. We collected data from SMEs and employed SEM-PLS to test the research hypothesis and model. Empirical results demonstrate that work-life balance positively influences job satisfaction and performance. Our empirical findings also revealed that job satisfaction partially mediates the relationship between work-life balance and job performance. We also found that when FSSB interacts with work-life balance and job satisfaction, it moderates the relationship between work-life balance and job performance and job satisfaction and job performance. Hence, our findings provide exciting and valuable insights for research and practice.

Costs of Employee Stewardship Behaviors for Employees in the Work-to-Family Penetration Context during the COVID-19 Pandemic.

Drawing on the work–home resources model, our aim in this study was to explore the negative effects of employee stewardship behavior on work–family conflict (WFC) through work-to-family border permeation (WFBP) for employees. A conditional process model linking employee stewardship behavior (ESB), family-supportive supervisor behavior (FBBS), work-to-family border permeation (WFBP), family support, and work–family conflict (WFC) was developed. Longitudinal data collected at two different time points from 323 employees of three internet companies in south China were examined. The results revealed that WFBP mediates the impact of ESB on WFC. Family-supportive supervisor behavior substantially weakens the relationship between ESB and WFBP and the indirect effect of WFBP. Similarly, family support undermines the relationship between WFBP and WFC and the indirect effect of WFBP. Employee-level stewardship and blurred work–family boundaries have been common phenomena in contemporary China, especially during the COVID-19 pandemic. This study is among the first to focus on the negative impacts of employee stewardship behaviors on the employee, especially on their family, from a Chinese context. These findings also increase our understanding of the effects of ESB and provide some new insights into how to mitigate WFC.

The Dual Spillover Spiraling Effects of Family Incivility on Workplace Interpersonal Deviance: From the Conservation of Resources Perspective.

In recent years, interest in family-to-work interference and its consequences has increased dramatically. Drawing on conservation of resources theory, we propose and test a dual spillover spiraling model which examines the indirect effects of family incivility on workplace interpersonal deviance through increasing family-to-work conflict (resource loss spiral) and decreasing family-to-work enrichment (resource gain spiral). We also examine the moderating effects of family-supportive supervisor behaviors on these indirect effects. The findings from a three-wave survey, with 455 employees and their coworkers in 60 teams, reveal that experienced family incivility (Time 1) induces more interpersonal deviance at work (Time 3) through facilitating family-to-work conflict (Time 2) and inhibiting family-to-work enrichment (Time 2). Such indirect deviation amplifying effects are mitigated by higher supervisor-level family-supportive supervisor behaviors (Time 1). Theoretical and practical implications are discussed.

Teleworking in times of COVID-19: the role of Family-Supportive supervisor behaviors in workers’ work-family management, exhaustion, and work engagement

Based on the Conservation of Resources theory, this research investigates the association between work-family relationships and employees’ well-being in teleworking situations, and explores the role of Family-Supportive Supervisor Behaviors (FSSB) as an important resource to help employees balance the exchange between work and life domains and improve well-being while teleworking. The current study was conducted during the COVID-19 pandemic, when most organizations opted for telework and employees found themselves involuntarily working from home. We examined the intensity of remote work as a boundary condition to determine when FSSB can be a resource for employees in telework. Our research combines two studies: a cross-sectional study with 318 workers from a bank that implemented telework over seven months; and a two-wave study with 290 participants from another bank – time 1 was prior to lockdown and time 2 was ten months later. Moderated mediation hypotheses were tested using structural equation modeling and the PROCESS macro for SPSS. Results from both studies show that FSSB is related to positive outcomes for work-family relationship and also for well-being. However, many of these associations are conditional upon the levels of intensity of telework. Implications for HRM theory and practice are discussed.

Family-supportive supervisor behaviors and employee turnover intention in the foodservice industry: does gender matter?

PurposeThe restaurant industry is characterized by long hours, intense job demands and a lack of work-life balance. While a growing body of research has investigated methods for decreasing role conflict-related stress and strain in foodservice and hospitality employees, there is still little understanding of what supervisors can do to decrease work-life-related employee strain. This study aims to investigate how family-supportive supervisor behaviors (FSSB) influence employee emotional exhaustion (EE) and subsequent turnover intentions, as well as the role of gender in moderating these effects.Design/methodology/approachA survey-based design using a national panel of 226 foodservice employees was used to investigate the hypotheses developed in this paper.FindingsResults indicated that FSSB decreased employee EE and subsequent turnover intentions. The authors also found that this relationship was stronger for female employees.Research limitations/implicationsThe study provides insight into the role that employee gender may play in response to the perception of and reactions to FSSB. Women still shoulder a majority of home and non-work caring duties, and therefore, they may be more positively affected when supervisors engage in behaviors that allow for balancing work and non-work demands.Originality/valueThere is little hospitality or foodservice-focused research into the effects of FSSB, and little overall research that investigates the role that gender may play in shaping the beneficial effects of FSSB. Given that women make up a majority of foodservice employees in the USA, yet there is a lack of female representation at higher levels of organizations, the study provides insights into ways in which organizations and supervisors can improve female employees’ working experiences and potentially increase their retention.

How gender matters: A conceptual and process model for family-supportive supervisor behaviors

Work-family management has become a highly salient issue for organizations as the world of work experiences ongoing changes due to globalization, technological advances, and new challenges spurred by the COVID-19 pandemic. In the past decade or so, the concept of family-supportive supervisor behaviors (FSSB) has been recognized by management and organizational science scholars as an important resource for alleviating negative pressures related to work-family management. However, despite evidence suggesting organizations are heavily gendered (i.e., built upon and structured according to assumptions about gender) and that FSSB represent a set of gendered behaviors, the role of gender is largely missing from FSSB theorization. In addition, little is known regarding the antecedents of FSSB and the mechanisms responsible for the enactment or withholding of FSSB by supervisors. To address these gaps, we perform an interdisciplinary theoretical integration to develop a conceptual and process model of gendered antecedents of the FSSB decision-making process. We present theoretically driven propositions regarding how gender-related variables of the supervisory dyad influence both 1) if/how supervisors become aware of an FSSB opportunity, and 2) supervisors' FSSB decisions to enact, withhold, or neglect FSSB. We conclude with practical implications and opportunities for future FSSB research based on implications of our theoretical insights.

Is it my job? Leaders' family-supportive role perceptions

PurposeDespite a burgeoning literature on family-supportive supervisor behaviors (FSSB), it is unclear whether supervisors view these behaviors as in-role or discretionary. We proposed a new cognitive motivational construct, FSSB role perceptions (FSSB-RP; that is the extent to which supervisors perceive FSSB as an expected part of their job) and evaluated it as a mediator of the relationship between supervisors' own work–family experiences and FSSB.Design/methodology/approachWe used an online survey of 245 US based supervisors.FindingsWe find that FSSB role perceptions is a unique but related construct to FSSB, and that approximately half of our sample of 245 supervisors either do not believe that FSSB is a part of their job or are unsure as to whether it is. Path analyses revealed that supervisors' own experiences of work–family conflict and enrichment are related to engaging in FSSB through role perceptions, especially when a reward system is in place that values FSSB.Practical implicationsThese results may influence the design, implementation and dissemination of leader family-supportive training programs.Originality/valueThe factors that drive supervisors to engage in FSSB are relatively unknown, yet this study suggests the novel construct of FSSB role perceptions and supervisors' own work–family experiences are important factors.

Cross-Domain Effects of Negative Workplace Gossip on Employee Life Satisfaction

Drawing upon psychological detachment theory, the present study investigates the cross-domain effects of negative workplace gossip on life satisfaction by examining the mediating role of psychological detachment difficulty and the moderating role of family-supportive supervisor behaviours (FSSB). The results from a three-wave field survey of 329 employees in China indicate that perceived negative workplace gossip is positively related to the target employees’ detachment difficulty and that detachment difficulty mediates the relationship between perceived negative workplace gossip and life satisfaction. Moreover, FSSB negatively moderates the relationship between perceived negative workplace gossip and detachment difficulty, such that the relationship is weaker when FSSB is higher. Furthermore, FSSB also negatively moderates the mediating effect of detachment difficulty between perceived negative workplace gossip and life satisfaction, such that the indirect effects are weaker when FSSB is higher. The theoretical and managerial implications of these findings are discussed.