Supervisory Behavior Research Articles

What Aspects of Supervised Patient Encounters Affect Students' Perception of Having an Excellent Learning Outcome? A Survey Among European Medical Students.

To investigate whether supervisor behavior, students' participation and approach, and psychological safety were associated with self-reported excellent learning outcome from supervised encounters with patients among European medical students. A cross-sectional, online survey among European medical students asking about their latest clinical supervision experience. Associations were examined with logistic regression. Students (N=908) from >25 countries reported on experiences from supervised patient encounters in most types of hospital departments and general practice. One out of six (17%) students perceived the learning outcome as excellent. In the multivariable logistic regression, this was independently associated with supervisor role modelling (odds ratio (OR) 2.1, 95% confidence interval (CI) 1.5-3.0) and addressing learning goals (OR 1.4, 95% CI 1.1-1.7), students' approach to learning (OR 1.7, 95% CI 1.0-3.0) and psychological safety (OR 1.5, 95% CI 1.1-2.0). Supervisors being present during the patient encounter, coaching students or asking questions to have students express their thinking, and student participation in examination and/or history taking was not associated with perceived excellent learning outcome. We encourage supervisors to recognize that students are beginners in most supervised clinical settings and often appreciate having learning goals addressed, behavior and thinking role modelled, and psychological safety established before they participate more fully.

FAMILY SUPPORTIVE SUPERVISOR BEHAVIOR AND THRIVING AT WORK: THE MEDIATING ROLE OF PSYCHOLOGICAL WELL-BEING

The study investigates the impact of encouraging supervisor behavior on enjoying success at work. Further, it examines the mediating role of psychological well-being on the relationship between family support supervisor behaviour and thriving among Nurses in a tertiary health institution in Nigeria. One hundred and fifty nurses participated in the study. The hypothesized model was used to test descriptive and structural equation modelling. Findings failed to support hypothesis one as no direct relationship exists between family support supervisor behaviour and thriving at work. The results supported hypotheses two and three, indicating a positive and significant relationship between family supportive supervisor behaviour, thriving and psychological well-being. Furthermore, psychological well-being successfully mediates the relationship between family support supervisor behaviour and thriving at work; thus, hypothesis four was supported. Family-support supervisor behaviour policies and programmes may not be sufficient to promote thriving at work as other intervening factors could enhance its effectiveness.

Effect of abusive supervision on organizational cynicism (Cognitive, affective, behavioral) mediating effect of playing dumb.

The purpose of the present study is to examine the link of Abusive Supervision with Organizational Cynicism i.e. Cognitive, Emotional, or Behavioral Cynicism by focusing on the mediating role of Abusive Supervisor's Knowledge Hiding behavior of Playing Dumb in Higher Education Institutions in Pakistan. Data was collected using questionnaire under the survey research design. The participants included 400 faculty and staff members from Higher Education Institutions in Pakistan. Structural Equation Modelling using SmartPLS is used to test the hypothesized relationships of Abusive Supervision and Knowledge Hiding Behavior of Abusive Supervisors with the faculty and staff's Organizational Cynicism behaviors. The results indicate that Abusive Supervision is significantly and positively related with faculty and staff's Cognitive, Emotional, and Behavioral Cynicism. This study also indicates that Knowledge Hiding behavior of Playing Dumb fully mediates the relationship between Abusive Supervision and Cognitive Cynicism and partially mediates the relationship between Abusive Supervision and Behavioral Cynicism. However, Playing Dumb as a knowledge Hiding behaviour does not impact the relationship between Abusive Supervision and Emotional Cynicism. This means that Knowledge Hiding by Playing dumb contributes to the adverse effect of Abusive Supervision, leading to increased Cognitive and Behavioral Cynicism. This study contributes to literature on Organizational Cynicism and Abusive Supervision by studying the link between them and effect of Abusive Supervisor's Knowledge Hiding behavior of Playing Dumb as a mediator. The study also indicates that Abusive Supervision characterized by Knowledge Hiding behavior of Playing Dumb is really a problem in Higher Education Institutions in Pakistan. This study holds importance for top management in Higher Education Institutions in to curb the negative effects of Abusive Supervision by developing a policy framework that ensures prevention of Organizational Cynicism in faculty and staff. Moreover, the policy guidelines should ensure that control of essential resources such as Knowledge in the hands of the Abusive leaders should not be misused, causing Organizational Cynicism and eventually leading to problems such as turnover and psychological and behavioral issues among faculty and staff in Higher Education Institutions of Pakistan.

From a restless pillow to a ruffled mind: testing a moderated mediation model of off-the-job antecedents of abusive supervision

PurposeAlthough work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-workday mood for high vs low supervisor sleep quality.Design/methodology/approachThe authors conducted a single-source, three-phase field study (N= 422) to test the proposed moderated mediation model for participants from a large telecommunications company located in Anhui province, People’s Republic of China.FindingsPoor recovery experiences in the supervisor’s personal life can spill over to their work domain and provoke abusive supervisory behavior through the mediating effect of a negative start-of-workday mood. Moreover, a supervisor’s good night’s sleep (i.e. first-stage moderator) serves as a key mitigating factor to diminish the negative start-of-workday mood resulting from a lack of relaxation, mastery experiences and control experiences (except for the lack of psychological detachment from work) and lessens abusive supervision.Originality/valueThis study contributes to the literature examining off-the-job events to understand the antecedents of abusive supervision that are beyond organizations’ control but significantly influence workplace behaviors, showing that not all antecedents of abusive supervision exist in the workplace; some are transferred from the home domain through nonvisible moods. Finally, the inclusion of sleep quality as a first-stage moderator provides insights on preventing abusive supervision caused by nonwork-related events. This adds a unique dimension to the abusive supervision literature by highlighting factors in the home domain that can prevent negative spillovers to the work domain. The authors conclude with some theoretical and practical implications for researchers and practitioners.

A fit perspective to family supportive supervisor behaviors: Exploring the role of protean career orientation on employee outcomes

In a context where employees find it increasingly difficult to juggle work and family demands, increasing attention has been paid to family supportive supervisor behaviors (FSSB). Drawing on key tenets of the Conservation of Resources (COR) Theory, we hypothesize that FSSB is positively related to needs-supplies fit, which in turn, predicts both work and nonwork outcomes i.e., proactive skill development and sleep quality. We also hypothesize that for employees high on protean career orientation (PCO), the consequences of FSSB are more significant and positive on both a) employees' perceived needs-supplies fits and b) proactive skill development. We conducted a three-wave study with a month time interval in Chile, Colombia, and Spain with matched data of subordinates and their managers (N = 454). Most of our hypotheses were supported. We expand and contribute to the literature by providing a fit perspective to research on FSSB, arguing that such behaviors improve employees’ perceptions of their jobs, with a consequential positive impact on their work and nonwork outcomes. The results demonstrate the key role of FSSB in enabling employees to perceive a better fit with their jobs. For HR managers and practitioners, results show that keeping protean-oriented employees is a promising strategy.

Anti-Black racism in clinical supervision: asynchronous simulated encounters facilitate reflective practice.

Background Racist interactions in clinical practice remain a pervasive reality for Black healthcare providers. We sought to develop a framework to inform supervisors' actions when confronting racism in clinical practice and protecting trainees under their oversight. Methods We conducted a qualitative study in which experienced supervisors responded to seven short, videotaped interactions between: 1) Black trainees and a simulated patient (SP) in a racist role; 2) the trainees and their respective supervisors; and 3) the trainees and their supervisors together with the SP. The clinical exchanges exemplified different types of racist (entrenching) or antiracist (uprooting) behaviors by the supervisors. After viewing each clip, participants wrote their reflections confidentially; they later joined a structured debriefing together. We used thematic analysis to identify supervisors' behavioral patterns when confronting racist interactions. Results Based on the input of 52 participants recruited into five two-hour-long sessions, we categorized the behaviors of supervisors facing anti-Black racial injuries involving learners under their oversight. We organized supervisor behaviors into five interlocking domains, each with a range of possible themes: 1) Joining: from conciliatory to confrontational in communicating with the aggressor; 2) Explicitness: from avoiding to naming racism; 3) Ownership: from individual to shared responsibility of the event and the response to it; 4) Involving: from excusing to including the aggrieved party when confronting the aggressor; and 5) Stance: from protective to paternalistic in supporting the learner's autonomy. Conclusions Our qualitative findings can provide a framework for facilitated discussion toward reflective practice among healthcare providers who may have experienced, witnessed, or intervened in anti-Black racist interactions. They can also help medical educators to inform faculty development to fight anti-Black racism in clinical practice. The video materials we developed are available for viewing and download and can be used or adapted as springboards for reflective discussion or faculty development activities.

Supervisor incivility: study of white-collar Korean workers shows individuals with higher cognitive appraisal less likely to feel psychological distress

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers from Uzbekistan and Korea assessed the link between supervisor incivility and psychological distress among highly skilled employees in manufacturing companies. They found that individuals with higher “cognitive reappraisal” were less likely to suffer because they could reinterpret the supervisor behavior, whereas employees with lower levels of cognitive reappraisal suffered more psychological distress.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Leading through the uncertainty ofCOVID‐19: The joint influence of leader emotions and gender on abusive and family‐supportive supervisory behaviours

AbstractAs COVID‐19 was a highly novel virus in 2019, it brought risks that are difficult to quantify and rampant uncertainty to the fore. We focus on how leaders navigate such an uncertain context. Drawing upon appraisal theories of emotions, we first argue that under the context of high uncertainty, leaders experience emotions relating to their perceptions of (un)controllability: anxiety and hope. We predict that these have differential behavioural consequences; leaders' anxiety about the pandemic relates to abusive supervision, whereas leaders' hope relates to family‐supportive supervision. Integrating research on gender roles, we theorize that counter to common stereotypes, men's leadership would be more affected by their emotions. At the same time, women would provide leadership behaviours needed by their followers irrespective of their emotions; namely, refraining from abusive and providing family‐supportive supervision. Our hypotheses were supported using a sample of 137 leader‐follower dyads in the early phases of the pandemic. Our research has significant implications for appraisal theories of emotions by demonstrating that the behaviours of women, compared to men, may be less affected by their emotions. These findings present a significant departure from previous literature by revealing an important boundary condition of appraisal theories of emotions.

Supervisor interactional injustice and employee counterproductive work behaviour and organisational citizenship behaviours: the mediating role of distrust

PurposeThe purpose of this paper is to draw on the agent-system model of (in)justice and negative norm of reciprocity of social exchange theory to examine the indirect impact of supervisory interactional injustice (i.e. interpersonal and informational) on employees’ target-specific extra-role work behaviours [counterproductive work behaviour directed at supervisor (CWB-S) and organisational citizenship behaviour directed at supervisor (OCB-S)] via distrust in supervisor.Design/methodology/approachThe authors conducted a two-wave study, and participants (n = 401) were recruited via Amazon Mechanical Turk using a survey methodology. Bias-corrected confidence intervals (CIs) constructed in 20,000 bootstrap samples were used to test the mediation effects.FindingsThe findings indicated that interpersonal and informational injustice are positively related to employees’ distrust in supervisor. Furthermore, interpersonal and informational injustice indirectly affected CWB-S and OCB-S via distrust in supervisor.Research limitations/implicationsSeveral limitations and future research should be discussed. First, the cross-sectional nature of this study prevented us from establishing the causal direction implied by the mediation models in this research. Second, the authors cannot rule out the potential for common method variance. These limitations can be addressed by collecting data from multiple sources (e.g. supervisor and coworkers) at different points in time or by experimental study design. Lastly, the authors did not consider contextual variables (e.g. formal policies, practices, ethical rules and cultural climate) that may influence the proposed relationships’ strengths and directions.Practical implicationsEven though perceptions of distributive and procedural injustice can affect employee deviant behaviours targeted at the organisation and organisational members, the present findings suggest that practitioners should be aware that perceptions of supervisory interactional injustice (i.e. interpersonal and informational) are likely be requited with employees’ extra-role work behaviours targeted at the supervisor. The present findings suggest that, via distrust in supervisor, employees are likely to engage in more CWB-S and fewer OCB-S as a result of supervisory interactional injustice. Considering the costs associated with high CWB-S and low OCB-S, supervisors should be trained in adhering to interactional justice rules. Additionally, supervisors should be mindful and practice caution when interacting with subordinates, to ensure that interactional justice norms are not violated. Lastly, supervisors can seek feedback from subordinates regarding their perceptions of supervisory interactional injustice, as these assessments will allow the supervisors to adapt their behaviours to impede subordinates’ deviant behaviours aimed towards them.Originality/valueThis study contributes to the literature on organisational injustice and workplace behaviour. First, most injustice research assumes that injustice is the opposite of justice; this study examines the effect of interactional injustice. Second, the authors develop a target-specific model focusing on the interactions between two key organisational stakeholders (i.e. supervisors and employees). The authors suggest that supervisor’s disrespect and untruthfulness towards the employee will eventually result in employee revenge (i.e. CWB-S) and lack of cooperation (i.e. OCB-S) towards supervisor. Finally, the authors examine the mechanism (i.e. distrust in supervisor) through which supervisory interactional injustice may ensue in employee extra-role behaviours directed at the supervisor.

Subordinate Articulated Dissent as Influenced by Supervisor Behaviors: The Hazards of Humor

This study investigated the influence of supervisor communication on subordinates’ articulated dissent behaviors. Through the guidance of construal level theory, it was proposed that supervisor communicative behaviors (solidarity, immediate, and humor) indirectly influenced subordinate articulated dissent through the mediation of subordinates’ burnout and perceived immediacy with their supervisor. The data indicate that supervisor solidarity and immediate behaviors indirectly, positively influence subordinate articulated dissent through the mediation of burnout and perceived immediacy. However, perceived immediacy did not mediate the relationship between supervisor humor and subordinate articulate dissent. Further, supervisor humor increased subordinate burnout, decreasing articulated dissent intentions.

When young adults preparing to enter the workforce find task support stressful: an investigation on individual differences and implications for human resource management

PurposeWhen young employees enter the workforce, young employees typically require extensive task support to perform well and adjust to the workplace setting. However, this support often incorporates controlling supervisor behaviors that can be stressful for them, such as negative feedback, close monitoring and time pressure. This can negatively impact young employees' turnover and work satisfaction. This article presents an empirical investigation of how individual differences related to self-regulation at work determine whether controlling supervisor behaviors are appraised as stressful by young adults preparing to enter the workforce.Design/methodology/approachIn total, 315 university students completed the Survey of Activity Styles (SAS) along with items relating to dispositional traits related to self-regulation in the workplace and appraising controlling supervisor behaviors. A hierarchical regression approach was used to test the study's hypotheses.FindingsThe findings demonstrate that perceiving controlling supervisor behaviors as stressful by young adults preparing to enter the workforce depends on a combination of dispositional traits: emotional reactivity, extraversion and the need for achievement as well as preferences in structuring and completing tasks: multitasking and a methodical approach to tasks.Practical implicationsThe study's results suggest that depending on individual characteristics, providing effective task support to young adults entering the workforce may require adjusting how the task support is provided or guiding and training on how to approach and organize work tasks.Originality/valuePrevious studies focused on the organizational and personal benefits of task support provided to young adults entering the workforce; the study demonstrates how individual differences linked to perceiving controlling supervisor behaviors can undermine these benefits.

Relationship Between Empowering Behaviors of Nursing Managers and Nurses’ Job Burnout

Background & Aims Job burnout can reduce the quality of life, performance, and organizational commitment of nurses and increase the intention to leave the job. Various studies have shown that empowerment of employees and involving them in decision-making can reduce their job burnout. Effective empowering behaviors of supervisors and nursing managers play an important role in empowering nurses. This study aims to determine the relationship between nursing manager’s empowering behaviors and nurses’ job burnout. Materials & Methods This descriptive-correlational study was conducted in 2020. The study population includes all nurses working in the special care units (CCU and ICU) of Shahid Rajaee Heart Hospital. Participants were 165 nurses who were selected by a convenience sampling method. The empowering leadership questionnaire (ELQ) and the Maslach burnout inventory (MBI) were used to collect data. Data analysis was performed using Pearson’s correlation test and multiple linear regression analysis in SPSS software, version 24. Results The mean age of participants was 36.73±7.20 years (ranged 24-53 years). One-hundred four nurses (63%) were female and 61(37%) were male. Most of the nurses (59.4%) were married. Pearson’s correlation coefficients showed a negative significant relationship between the scores of the ELQ dimensions and the scores of the MBI dimensions of emotional exhaustion and depersonalization (P<0.001). There was a positive significant relationship between the scores of the ELQ dimensions and the MBI dimension of personal accomplishment (P<0.001). Conclusion The empowering behaviors of nursing managers in the study hospital were at a moderate level. The increase in the use of empowering behaviors by nursing managers can lead to a more decrease in the job burnout of nurses in different dimensions.

The Supervisor’s Influence on Worker Safety in Construction Projects: A Case Study in Northern Region, Malaysia

Construction is one of the most hazardous businesses in the world, with countless accidents resulting in substantial loss of life and property damage. The fact that management conduct appears to be a key factor in workplace safety mishaps puts even more attention to the matter. The connection between managerial behaviors and workers’ safety in the construction industry has not been well studied or correctly characterized. This paper is aimed at discovering those management behaviors which can significantly impact workers’ safety in construction projects. The objectives of this study are to identify the dimensions of supervisory behavior related to workers’ safety, to determine the impacts of poor supervision on workers’ safety, and lastly to offer solutions to improve bad supervisory behavior to assure workers’ safety. A quantitative study was conducted by the distribution of questionnaires, with 142 respondents taken from construction employees from different contractor firms. They were selected from contractors’ companies registered under CIDB in three Northern states: Pulau Pinang, Kedah, and Perlis. The data were analyzed by using Statistical Package for the Social Science (SPSS). Normality, Validity, and Reliability Test with Cronbach’s Alpha Coefficient has been adopted in this research. The repercussions include delays in job progress, expenditure overruns, rework, and disruption of the project’s timeline and also to the productivity of the project. The impacts include delays in work progress, expense overruns, rework, mess with the project’s schedule, and also to the productivity of the project. Based on these findings, a supervisory effort to modify bad supervising behavior may assist to protect worker safety.

Job Satisfaction of Female Employees in Commercial Banks of Pokhara

Job satisfaction of employees is considered as important factor for the growth and success of any organization. However, many organizations have made minimal effort to assess the job satisfaction of employees including banks. This study aims to measure the job satisfaction of female employees and the major factors affecting it in commercial banks of Pokhara valley, Nepal. The study follows descriptive and explanatory designs. Purposive sampling technique was used in this research. The survey was conducted using a questionnaire administered to 150 female professionals working in different commercial banks of Pokhara valley. Descriptive statistics such as frequency analysis and mean score analysis, and inferential statistics such as correlation analysis and regression analysis were employed in this study. This study found that all the independent variables including promotion, supervisor behaviour, remuneration, working conditions and co-worker behaviour positively correlated with job satisfaction. Likewise, the study found that promotion, remuneration, and working condition have a significant impact on job satisfaction.

When do supervisors punish subordinates' unethical pro-organizational behavior: Roles of moral identity and goal congruence with the group.

Given that unethical pro-organizational behavior (UPB) violates moral standards but benefits the organization at the same time, supervisors' responses to this behavior could be equivocal although it is supposed to be punished. Previous research, however, has centered on antecedents of UPB, less is known about its consequences, especially how supervisors respond to subordinates' UPB. Integrating social identity theory with social information processing theory, this paper aims to explain when supervisors perceive subordinate UPB in a negative way, and further engage in negative leading behaviors as punishments for UPB. Results of a multi-wave, multiple-source survey suggest that subordinates' UPB is most negatively related to supervisors' trust when supervisors' moral identity is prominent and goal congruence with the group is low. Furthermore, results show that reduced trust ultimately elicits abusive supervisor behavior. These findings extend understanding of when and why supervisors punish rather than indulge subordinates who act in ethically questionable ways and provide important insights into supervisors' leading behavior from a bottom-up perspective.

Satisfaction with Work–Life Balance during the COVID-19 Pandemic for Full-Time Workers Forced to Work from Home

The global pandemic caused by Coronavirus disease of 2019 (COVID-19) severely disrupted people’s professional and personal lives making many employees required to work from home. Our study examines family-supportive supervisory behaviors (FSSB) impact on in-role behaviors through satisfaction with work–life balance and psychological availability at work to gain insight into the effects of the pandemic on work and home domains. Based on three waves of data and a sample of 179 full-time employees (32+ hours per week) forced to work 100% at home because of the pandemic, the findings suggest satisfaction with work–life balance and psychological availability at work serially mediated the relationship between FSSBs and in-role behaviors. Also, satisfaction with work–life balance mediated the relationship between FSSB and psychological availability at work, and psychological availability at work mediated the relationship between satisfaction with work–life balance and in-role behaviors. Practical and theoretical implications, along with future research, are discussed.

Subordinate Organizational Citizenship Behaviors Trajectories and Well-Being: The Mediating Roles of Perceived Supervisor Consideration and Initiating Structure

ABSTRACT Although there are numerous benefits associated with organizational citizenship behaviors (OCBs), recent research has shown that they can have both benefits and costs for the well-being of employees engaging in these behaviors. Thus, it is crucial to understand how and why OCBs can have positive and negative impacts on well-being in order to mitigate unintended consequences associated with these otherwise positive behaviors. Drawing on social exchange and conservation of resources theories, we argue that change in OCBs that subordinates direct toward their supervisors correspond with changes in supervisor consideration and initiating structure behaviors, as rated by subordinates. In turn, subordinate perceptions of supervisor behaviors have important implications for subordinate well-being (i.e. job satisfaction, life satisfaction, and emotional exhaustion). Using a longitudinal design and a sample of 205 students, we found that supervisor consideration and initiating structure in response to receiving OCBs from subordinates explains the benefits and costs that arise from engaging in OCBs over time.

The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model.

In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work. In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory. The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment. Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.

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

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

Effects of thriving at work on employees' family role performance: A moderated mediation model.

Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance. This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model. We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment. Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.