“Handle with care”: The mediating role of schedule i‐deals in the relationship between supervisors' own caregiving responsibilities and employee outcomes

Heras, Mireia Las; Heijden, Beatrice van der; Jong, Jeroen de; Rofcanın, Yasin

doi:10.1111/1748-8583.12160

Cited by 41 publications

(50 citation statements)

References 76 publications

(102 reference statements)

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“…Experiencing the benefits of a better skill-task fit, this manager is likely to acknowledge similar needs of his or her subordinates and assign them tasks that better fit their skills and abilities. Indirectly supporting this argument, a study by Las Heras et al (2017b) demonstrated that supervisors with care giving responsibilities at home are more likely to grant schedule i-deals (a form of i-deals allowing recipients to have work schedule flexibility) to their subordinates. We thus propose:…”

Section: Hypothesis Developmentmentioning

confidence: 99%

A trickle-down model of task and development i-deals

et al. 2018

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In today's competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients' unique work needs and preferences (Rousseau et al., 2006). While ideals unfold in a dyadic context between subordinates and their managers, the consequences of ideals concern everyone including co-workers and the organisation. Focusing on task and development ideals , we propose a trickle-down model to explore whether and how organisations benefit from ideals. First, we argue that managers' task and development ideals cascade down to their subordinates, leading them to have similar ideals with downstream consequences for coworkers and the organisation. Furthermore, we propose that effective implementation of task and development ideals are context-specific: we integrate the role of managers' servant leadership as a boundary condition to explore the association between managers' and subordinates' task and development ideals. We also integrate subordinates' prosocial motives to explore the association between subordinates' task and development ideals and their work outcomes. We draw on work adjustment, social learning (SLT) and social information processing (SIP) theories to study our proposed associations. The results of a matched employee-manager dataset collected in the Philippines support our hypothesized model. This study contributes to ideals research by: 1) testing whether and how task and development ideals can be mutually beneficial for all the involved parties; and 2) revealing how the context, at the individual level, explains how and when task and development ideals can best be implemented in workplaces. This study highlights that individualization of HR practices need not be a zero-sum game.

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Section: Hypothesis Developmentmentioning

confidence: 99%

A trickle-down model of task and development i-deals

et al. 2018

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“…However, research on both topics has been mainly carried out in developed Northern Europe countries and the English speaking world. Researchers have studied different aspects related to family‐friendly companies in some Southern European and Latin American countries (e.g., Adame, Caplliure, & Miquel, 2016; Bosch et al, 2018; Las Heras, Van der Heijden, De Jong, & Rofcanin, 2017; Poelmans, Chinchilla, & Cardona, 2003; Rofcanin, Las Heras, Escribano, & Stanko, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…For instance, using a sample of 137 supervisors and 520 employees from three organizations (a bank, a private higher education institution and a pharmaceutical Company) from El Salvador, Las Heras et al (2017) examined the mediating role of schedule i‐deals in the relationship between supervisors' caregiving responsibilities and (i) satisfaction with work family balance and (ii) turnover intentions. Results using multilevel analysis show a positive relationship between supervisors' caregiving responsibilities for elders and schedule i‐deals, also noting the mediator role of schedule i‐deals.…”

Section: Introductionmentioning

confidence: 99%

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confidence: 99%

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Work‐life balance and corporate social responsibility: The evaluation of gender differences on the relationship between family‐friendly psychological climate and altruistic behaviors at work

Álvarez-Pérez

Penela

Torres

2020

Corp Soc Responsibility Env

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Work-life balance issues are very important for those companies interested in Corporate Social Responsibility. Using a sample of 511 Spanish employees, this work examines the effect of family-friendly psychological climate (FFPC) on altruism through job satisfaction. It also considers the moderating effect of gender on the studied relationships. The results obtained through structural equation analysis show (1) a positive association between FFPC and altruistic behaviors of employees; (2) that job satisfaction mediates the relationship between the perceptions of managerial support and altruism and (3) that the perception of managerial support directly leads to the development of altruistic behaviors in the case of women and, in the case of men, only when this support affects satisfaction. These findings have some managerial implications. For instance, firms interested in promoting altruistic behaviors among their employees could incorporate into the performance appraisal system the assessment of managers' assistance to employees.

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“…Organisations are steadily increasing the room to individualise working conditions as a result of different trends, such as globalisation, the information economy, the democratisation of workplaces, and a decline in collective bargaining (Bal & Dorenbosch, ). Employees welcome such opportunities for individual treatment as the workforce is becoming more diverse in terms of age, gender, and ethnicity, resulting in differing workplace needs (Liao, Wayne, & Rousseau, ) and is increasingly seeking to be treated as individuals, given their changing needs and preferences (Las Heras, Van der Heijden, De Jong, & Rofcanin, ; Marescaux, De Winne, & Sels, ). This, in fact, has implications for human resource management (HRM) such that organisations are moving away from standardised HR practices, which apply to the entire organisation or a large group of employees, towards a more differentiated approach (e.g., Deloitte HR Trends, ).…”

Section: Introductionmentioning

confidence: 99%

Human resource differentiation: A theoretical paper integrating co‐workers' perspective and context

Rofcanın

Berber

Marescaux

et al. 2018

Human Res Mgmt Journal

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This paper conceptualises “human resource (HR) differentiation” as a set of deliberate and differentiating HR practices across individuals within the organisation to address employees' unique work needs and preferences as well as reward them for their input. Despite the importance of HR differentiation, research has mainly focused on the recipients of such practices, overlooking the consequences of HR differentiation from co‐workers' perspective. This is a significant omission because a growing concern suggests that HR differentiation might be a double‐edged sword, as the presumed positive effects might only be confined to employees benefiting from it. Taking a first step, this paper offers a conceptual model that explains how co‐workers of a focal employee, who is entitled to an advantageous outcome through HR differentiation, are likely to react, either positively by showing contentment or negatively by showing anger, with behavioural consequences towards the focal employee and organisation. In so doing, we rely on deontic justice theory and explore contextual conditions at the individual and team level under which co‐workers react. As a result, our model can inspire future research by adopting a broader and more inclusive approach to HR differentiation, underlining the need for caution when implementing HR differentiation in a team setting.

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“Handle with care”: The mediating role of schedule i‐deals in the relationship between supervisors' own caregiving responsibilities and employee outcomes

Cited by 41 publications

References 76 publications

A trickle-down model of task and development i-deals

A trickle-down model of task and development i-deals

Work‐life balance and corporate social responsibility: The evaluation of gender differences on the relationship between family‐friendly psychological climate and altruistic behaviors at work

Human resource differentiation: A theoretical paper integrating co‐workers' perspective and context

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