Antecedents and Outcomes of Family-Supportive Supervisor Behaviors

2021 ◽  
Author(s):  
Ho Kwong Kwan
Keyword(s):  
Family Supportive Supervisor Behaviors

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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chongrui Liu ◽  
Cong Wang ◽  
Hongjie Wang ◽  
Donghua Xu
Keyword(s):  
Leadership Development ◽  
Job Stress ◽  
Ethical Leadership ◽  
Positive Emotions ◽  
Experience Sampling ◽  
Content Type ◽  
Mediating Role ◽  
Indirect Relationship ◽  
Family Supportive Supervisor Behaviors

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. On the one hand, 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. On other hand, 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.

Why and When Family-Supportive Supervisor Behaviors Relate to Performance: A COR Perspective

2021 ◽  
Vol 2021 (1) ◽  
pp. 10922
Author(s):  
Samuel Aryee ◽  
Emmanuel E. Y. Seidu ◽  
Hsin-Hua Hsiung ◽  
Lilian Otaye-Ebede
Keyword(s):  
Family Supportive Supervisor Behaviors

scholarly journals Validation of the Japanese Version of the Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB-J)

2019 ◽  
Vol 10 ◽  
Author(s):  
Hisashi Eguchi ◽  
Yuko Kachi ◽  
Hayami K. Koga ◽  
Mariko Sakka ◽  
Masahito Tokita ◽  
...  
Keyword(s):  
Japanese Version ◽  
Multidimensional Measure ◽  
Family Supportive Supervisor Behaviors

Improving Work-Family Life through Family-Supportive Supervisor Behaviors

2018 ◽  
Vol 2018 (1) ◽  
pp. 11875
Author(s):  
YoungAh Park ◽  
Shaun Michael Pichler ◽  
Laurent Lapierre
Keyword(s):  
Family Life ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors

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

2020 ◽  
Vol 44 (6/7) ◽  
pp. 659-674
Author(s):  
Soo Jeoung Han ◽  
Gary N. McLean
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Content Type ◽  
Organizational Work ◽  
Work Family ◽  
Family Supportive Supervisor Behaviors ◽  
Practical Implications

Purpose The 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/approach To 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. Findings The 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 implications This 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/value Using 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.

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