The moderating role of prosocial motivation on the association between family-supportive supervisor behaviours and employee outcomes

Rofcanın, Yasin; Jong, Jeroen P. de; Heras, Mireia Las; Kim, Sowon

doi:10.1016/j.jvb.2018.04.001

Cited by 48 publications

(52 citation statements)

References 81 publications

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“…debates (Bergeron, 2007;Bolino & Grant, 2016) as well as empirical research (Lin et al, 2017;Rofcanin, de Jong, Las Heras, & Kim, 2018) on how a 'concern for others' may come at a cost.…”

Section: Accepted Manuscriptmentioning

confidence: 99%

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Serving followers and family? A trickle-down model of how servant leadership shapes employee work performance

Stollberger

Heras

Rofcanın

et al. 2019

Journal of Vocational Behavior

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Previous studies have identified servant leadership as an important driver of organizational effectiveness. However, so far little research attention has been given to whether servant leadership displayed by leaders across an organization's hierarchy can increase the effectiveness of its members. In this study, we integrate prosociality models with role motivation theory to examine how manager servant leadership trickles down to affect employee work performance as well as the role of supervisor family motivation in influencing the trickle-down process. Using a matched sample of employees and their supervisors from three companies in the Dominican Republic, multilevel structural equation modeling results show that manager servant leadership trickles down to inspire supervisor servant leadership, which in turn increases employee prosocial motivation and subsequent work performance. Furthermore, supervisor family motivation buffers the trickle-down mechanism in that the effect on employee work performance is weaker for supervisors with high levels of family motivation. Our research breaks new ground by shedding light on how and when servant leadership trickles down to shape employee work performance.

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“…debates (Bergeron, 2007;Bolino & Grant, 2016) as well as empirical research (Lin et al, 2017;Rofcanin, de Jong, Las Heras, & Kim, 2018) on how a 'concern for others' may come at a cost.…”

Section: Accepted Manuscriptmentioning

confidence: 99%

“…(2017) revealed that displaying helping behaviors at work can come at the cost of neglecting family responsibilities at home. The results in Rofcanin et al (2018) showed that employees who are prosocially motivated at work are worse at negotiating family and work responsibilities, and end up displaying lower work performance.…”

Section: Accepted Manuscriptmentioning

confidence: 99%

Serving followers and family? A trickle-down model of how servant leadership shapes employee work performance

Stollberger

Heras

Rofcanın

et al. 2019

Journal of Vocational Behavior

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“…Previous studies show that family supportive supervisor behaviors in daily management can effectively help employees alleviate their WFC [ 64 ]. These behaviors not only help employees in their work field but also provide support for fulfilling their family responsibilities, which are the key factors in helping employees balance work and family [ 65 ]. However, supervisors’ time and resources are limited, so they cannot provide all their subordinates with the same level of help and support [ 66 ].…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

Tang

Miao

Jiang

2020

IJERPH

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Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

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“…This suggests that in countries with high (vs. medium and low) GE the negative association between work–family balance satisfaction and TIs of employees will be weaker. Indeed, perceptions of family‐supportive resources of organisations and macro resources of the country are likely to create a synergic effect, feeding off one other to foster greater work–family balance satisfaction and reduced TIs (Rofcanin, De Jong, Heras, & Sowon, 2018).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Family‐supportive organisational culture, work–family balance satisfaction and government effectiveness: Evidence from four countries

Heras

Rofcanın

Escribano

et al. 2020

Human Res Mgmt Journal

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This study examines the extent to which perceptions of family-friendly organisational culture relate to employees' satisfaction with work-family balance (SATWFB) and how this, in turn, associates with their turnover intentions (TIs). Furthermore, we explore the extent to which employee experiences of different levels of government effectiveness (GE; high, medium and low) moderate these associations.Drawing on the work-home resources (W-HR) model, we test our hypotheses with a sample of 1185 employees drawn from countries with substantially different levels of GE-Nigeria, the Philippines, Guatemala and Spain. Our results show that employees' perceptions of SATWFB mediate the relationship between the two dimensions of family-friendly organisational culture and TIs of employees. This mediation

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The moderating role of prosocial motivation on the association between family-supportive supervisor behaviours and employee outcomes

Cited by 48 publications

References 81 publications

Serving followers and family? A trickle-down model of how servant leadership shapes employee work performance

Serving followers and family? A trickle-down model of how servant leadership shapes employee work performance

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

Family‐supportive organisational culture, work–family balance satisfaction and government effectiveness: Evidence from four countries

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