Family supportive supervisor behaviors and work engagement: A social information processing perspective

Shi, Yanwei; Xie, Jiushu; Zhou, Zhiqing E.; Tang, Hanying; Ma, Hongyu

doi:10.1007/s12144-019-00574-6

Cited by 16 publications

(15 citation statements)

References 52 publications

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“…At present, SIP model has been applied to the research of leadership styles on employees' work attitudes and behaviors. 40,41 COR theory argues that people will strive to preserve, protect, invest and construct resources to avoid potential or actual loss of resources. 42 Resources include a series of things cherished by individuals, such as objects, materials, knowledge, time, motivations, situations, and relations.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

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Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

Gao¹,

Liu²,

Sun³

2022

PRBM

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Based on social information processing (SIP) model and conservation of resources (COR) theory, this paper is to examine the mediating and moderating roles of psychological safety (PS) in the relationship between work-related leader-member exchange (LMX)/non-work-related supervisor-subordinate guanxi (SSG) and employee affective commitment (AC). Participants and Methods: Cross-sectional data came from 213 enterprise employees in China. The participants completed the LMX scale, SSG scale, PS scale, and AC scale. SPSS PROCESS macro and RWA-Web were used to test the research hypothesis. Results: Both LMX and SSG were positively related to employee AC. LMX was more strongly associated with AC than SSG. PS partially mediated the influence of LMX/SSG on AC. PS negatively moderated the influence of LMX on AC, whereas it did not moderate the influence of SSG on AC. Conclusion: Different types of supervisor-subordinate relationships (SSR) were both beneficial to employee AC, and work-related LMX was more closely related to employee AC. Different types of SSR could both affect employee AC through PS. In addition, high PS also reduced the relationship between LMX and employee AC. Therefore, in the context of Chinese culture, enhancing employees' AC within an enterprise can not only pay attention to the work-related LMX and non-work-related SSG but also the appropriate cultivation of employees' PS.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…At present, SIP model has been applied to the research of leadership styles on employees’ work attitudes and behaviors. 40 , 41 …”

Section: Introductionmentioning

confidence: 99%

Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

Gao¹,

Liu²,

Sun³

2022

PRBM

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“…Next, this paper also takes the confirmatory factor analysis to check the common method deviation. 46 We loaded all the items we used in this survey into one factor, and then compared the index of model fit between the one-factor model with the original four-factor model. In our result, there is a significant difference in the model fits between the one-factor model X 2 =1374, df=209, CFI=0.67, TFI=0.61, RMSEA=013 and four-factor model ( X 2 =581, df=203, CFI=0.89, TFI=087, RMSEA=0.08).…”

Section: Resultsmentioning

confidence: 99%

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

Shen¹,

Liu²,

Yang³

et al. 2022

PRBM

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Purpose From 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 Method Based on 316 Chinese employees’ samples, this study takes the multiple linear regression technique to test our hypothesis model. Results Our 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. Conclusion The 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.

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“…Also, this study enriches the existing literature on career sustainability by addressing self-efficacy as a mediator between FSSB and career sustainability. Previous studies mainly explored the influence of FSSB on personal performance based on the social exchange theory (Fan et al, 2018 ; Shi et al, 2019 ) but ignored the individuals' deeper motivation. In this study, we explored the deeper motivation of female workers in study 1, and self-efficacy is selected as the mediating variable, revealing that the impact of FSSB on female career can be transmitted through self-efficacy.…”

Section: Discussionmentioning

confidence: 99%

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

Luo

Li²,

Agbanyo³

et al. 2022

Front. Psychol.

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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.

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Family supportive supervisor behaviors and work engagement: A social information processing perspective

Cited by 16 publications

References 52 publications

Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

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

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

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