2022
DOI: 10.1016/j.hrmr.2021.100880
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How gender matters: A conceptual and process model for family-supportive supervisor behaviors

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Cited by 12 publications
(11 citation statements)
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“…One of the purposes of this article was to better understand the nomological network of FSSB. In line with previous research (e.g., Hammer et al, 2007 ; Straub, 2012 ; Sargent et al, 2022 ), here I frame FSSB as a discretionary behavior. Moreover, in the present study I show that the extent to which a supervisor identifies with the work relationship he or she holds with a subordinate is positively related to the actions they take to help the subordinate address and manage their work and personal life responsibilities.…”
Section: Discussionmentioning
confidence: 81%
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“…One of the purposes of this article was to better understand the nomological network of FSSB. In line with previous research (e.g., Hammer et al, 2007 ; Straub, 2012 ; Sargent et al, 2022 ), here I frame FSSB as a discretionary behavior. Moreover, in the present study I show that the extent to which a supervisor identifies with the work relationship he or she holds with a subordinate is positively related to the actions they take to help the subordinate address and manage their work and personal life responsibilities.…”
Section: Discussionmentioning
confidence: 81%
“…However, in the current literature, the supervisor's discretion in deciding whether to engage in FSSB with each subordinate is not addressed. Previous research has suggested that supervisors may engage in FSSB selectively (Straub, 2012;Sargent et al, 2022), but our current understanding of the factors that may explain why a supervisor is more willing to engage in FSSB with some subordinates than with others is rather limited. With regards to the purpose of better understanding the nomological network of FSSB, Ashforth et al (2008) suggest that the behavioral choices an individual makes reflect the individual's perception of the self: "The concept of identity helps capture the essence of who people are and, thus, why they do what they do -it is at the core of why people join organizations and why they voluntarily leave, why they approach their work the way they do and why they interact with others the way they do during that work" (Ashforth et al, 2008, 334).…”
Section: Theoretical Backgroundmentioning
confidence: 95%
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“…This finding suggests that the experience of managing two high salience life domains enables managers to engage in a cognitive process that evaluates subordinate work-family issues more favorably. The few studies that have examined supervisor characteristics as antecedents of supervisor work-family support focused primarily on the relationship demography theory (Chattopadhyay et al, 2004) to study employee-supervisor dyadic demographic similarities (Basuil et al, 2016; Foley et al, 2006; Sargent et al, 2021). We extend this stream of literature by suggesting another theoretical perspective based on the dual judgement model (Van Boven & Loewenstein, 2005) may further inform work-family scholarship.…”
Section: Discussionmentioning
confidence: 99%
“…Leader behavior plays a significant role in an employee's career, especially for female employees (Sargent et al, 2021 ). We assumed that FSSB has a significant impact on career sustainability because of the following reasons.…”
Section: Hypothesis Developmentmentioning
confidence: 99%