Overwhelmed by family, but supported by likeminded, trustworthy coworkers: effects on role ambiguity and championing behaviors

Abstract

PurposeThis study addresses how and when the experience of family-induced work strain might steer employees away from efforts to promote innovative ideas. In particular, it proposes a mediating role of role ambiguity and moderating roles of two coworker resources (goal congruence and goodwill trust) in this process.Design/methodology/approachThe research hypotheses are tested with data obtained from a survey administered among employees who work in a professional services organization.FindingsAn important explanatory mechanism that links family interference with work to diminished championing efforts is that employees hold beliefs that their job roles are unclear. The extent to which employees share work-related mindsets with coworkers, as well as their belief that coworkers are trustworthy, attenuate this harmful effect.Practical implicationsFor HR managers, the study shows a clear danger that threatens employees who feel drained by significant family demands: The negative situation may escalate into work-related complacency (diminished championing), which then may generate even more hardships. As it also reveals though, employees can leverage high-quality coworker relationships to contain this danger.Originality/valueThis study adds to HR management research by investigating the role of negative spillovers from family to work in predicting idea championing, as explained by negative beliefs about job-related information deficiencies but buffered by high-quality coworker relationships.

Family incivility, work alienation beliefs and submissive behaviors among Pakistani employees: the mitigating role of ego resilience

“…, 2010). Even if the values of the other fit indices (CFI, IFI, and TLI) are somewhat lower than 0.90 (but higher than 0.80), such values are acceptable and not uncommon in underexplored research settings, as in previous investigations in countries such as Mozambique (De Clercq and Pereira, 2022a), Israel (De Clercq and Pereira, 2022b), and Pakistan (De Clercq et al. , 2021, 2022).…”

“…The RMSEA value reflects an excellent fit, and each of the measurement items loads very strongly and significantly (p < 0.001) on its respective construct (Hair et al, 2010). Even if the values of the other fit indices (CFI, IFI, and TLI) are somewhat lower than 0.90 (but higher than 0.80), such values are acceptable and not uncommon in underexplored research settings, as in previous investigations in countries such as Mozambique (De Clercq and Pereira, 2022a), Israel (De Clercq and Pereira, 2022b), and Pakistan (De Clercq et al, 2021. Notably, three of the Family incivility and submissive behaviors six correlations between construct pairs are not significant, involving ego resilience and the three other constructs (Lattin et al, 2003;Meyers et al, 2017), which is consistent with our conceptualization of ego resilience as a moderator instead of direct predictor in the proposed conceptual framework; it also helps explain the somewhat low fit indices.…”

Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship

“…The weak or lack of significance of the product terms in Process macro Model 9 essentially indicates that each moderating effect is contingent on the influence of the other moderator (Hair et al , 2019). Finally, the statistical approach we use, which features separate estimations of Process macro Model 7, is consistent with the methods adopted in prior studies that theorize and empirically test moderated mediation frameworks with two moderators (De Clercq and Pereira, 2022b; Ng and De Clercq, 2021).…”

Family‐supportive supervisor behaviours: The role of relational resources in work and home domains

“…This goal leads to an important contribution of this paper in that we aim to reveal the possibility of FSSBs preventing employee production deviance and contributing positively to their work and family outcomes. Our study contributes to the ongoing debates regarding support from the organization to the employee (Al Kerdawy, 2019;Ballesteros Leiva et al, 2018;Cirella, 2021;De Clercq & Pereira, 2023), work-family interface (De Clercq & Pereira, 2022;Magrizos et al, 2022) and workplace deviance (Mostafa et al, 2022). The conceptual models are depicted, for Study 1 in Figure 1 and for Study 2 in Figure 3.…”