Unraveling the Relationship Between Family-Supportive Supervisor and Employee Performance

Peng, Wang; Walumbwa, Fred O.; Hui, Wang; Aryee, Samuel

doi:10.1177/1059601112472726

Cited by 44 publications

(43 citation statements)

References 95 publications

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“…Of the behaviors researched in the literature, performance was the most commonly studied, being found in nine articles. , affective commitment , job self-efficacy , WTFE (Odle-Dusseau et al, 2012), engagement (Rofcanin, Las Heras, & Bakker, 2016), job satisfaction (Wang et al, 2013), and relational identification with supervisor (Wang et al, 2013). Bagger and Li (2014) found support for a moderated mediation, whereby family-friendly benefits moderated the indirect effect of FSSB on both task performance and OCB towards the supervisor through social exchange with supervisor.…”

Section: Job Behavior Outcomesmentioning

confidence: 99%

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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Family-supportive supervisors empathize with employees' attempts to balance work and nonwork, while also actively facilitating employees' ability to manage work and nonwork demands. Over the last three decades, approximately 60 publications have investigated family-supportive supervisor behavior (FSSB), with one third of these appearing in just the last 3 years. Thus, as the burgeoning FSSB literature continues to develop, there is a critical need to understand this body of work in totality in order to further advance theory, expand empirical investigation of the construct, and facilitate the practical dissemination of FSSB-related information into organizational settings. We conduct the first comprehensive and systematic review of the FSSB literature to date. More specifically, we discuss early formative work establishing the construct of FSSB, existing theory, antecedents, outcomes, moderators, and interventions. Lastly, we provide a number of future directions for this subject area related to construct clarification, theory, expanding the FSSB nomological network, methodology, and interventions. KEYWORDSfamily-supportive supervisor behaviors, FSSB, social support, work-nonwork interface

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Section: Job Behavior Outcomesmentioning

confidence: 99%

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

2018

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“…Scholars also suggested that is important to control for tenure with the supervisor knowing that possible temporal effects might explain the influence of the relationship with the supervisor on outcomes (e.g. Wang et al, 2013). Finally, prior research indicated that woman generally report higher levels of stress (e.g.…”

Section: Test Of Hypothesesmentioning

confidence: 99%

The impact of work engagement and workaholism on well-being

Caesens

Stinglhamber

Luypaert

2014

Career Development International

190

167

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2014),"The gendered trickle-down effect: How mid-level managers' satisfaction with senior managers' supervision affects line employee's turnover intentions", If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services. AbstractPurpose -The purpose of this paper are twofold. First, the authors examined the effects of two types of working hard (i.e. work engagement, workaholism) on employees' well-being (i.e. job satisfaction, perceived stress, and sleep problems). Second, the authors tested the extent to which both types of working hard mediate the relationship between three types of work-related social support (i.e. perceived organizational support, perceived supervisor support, and perceived coworker support) and employees' well-being. Design/methodology/approach -An online questionnaire was administered to 343 PhD students. Findings -Results revealed that work engagement mediates the relationships between perceived organizational support and job satisfaction and perceived stress. Perceived organizational support has also a direct positive impact on job satisfaction and a direct negative impact on perceived stress and sleep problems. Furthermore, work engagement mediates the influence of perceived supervisor support on job satisfaction and perceived stress. Finally, workaholism was found to mediate the relationships between perceived coworker support, and job satisfaction, perceived stress, and sleep problems. Practical implications -The findings suggest that managers should promote practices in order to foster work engagement and prevent workaholism. In line with this, the findings indicated that the most powerful source of support that fosters work engagement is perceived supervisor support. Organizations should, therefore, train their supervisors to be supportive in their role of directing, evaluating and coaching subordinates or encourage supervisors to have regular meetings with their subordinates. Additionally, the results showed that perceived coworker support is the only source of work-related social support that has a negative influence on workaholism. Managers should foster coworker support, for instance by encouraging informal mentoring among employees in order to build a strong social network. Originality/value -Because scholars argued that each type of work-related social support might have different consequences and might vary in terms of strength of associations with their outcomes, the study aimed to examine the concomitant effects of th...

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“…At the same time, although many organizational scholars have recognized that PI is important, they have disagreed on whether its impact is helpful or harmful. For instance, whereas some research indicates that identifying with one's leader is associated with higher job satisfaction and individual performance (Hobman, Jackson, Jimmieson, & Martin, 2011;Wang, Walumbwa, Wang, & Aryee, 2013;Wang & Howell, 2012), other research indicates that this is associated with dependence on the leader and unethical behavior (Gino & Galinsky, 2012;Kark, Shamir, & Chen, 2003). Additionally, the mentoring literature offers many positive consequences associated with a close mentoring relationship involving identification processes, including internalization of desired attributes, career development, and psychosocial support (Bouquillon, Sosik, & Lee, 2005;Kram, 1985;Ragins, 1997a;Ragins & Cotton, 1999;cf.…”

mentioning

confidence: 99%

“I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations

Ashforth

Schinoff

Rogers

2016

AMR

200

209

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Despite recognizing the importance of personal identification in organizations, researchers have rarely explored its dynamics. We define personal identification as perceived oneness with another individual, where one defines oneself in terms of the other. While many scholars have found that personal identification is associated with helpful effects, others have found it harmful. To resolve this contradiction, we distinguish between three paths to personal identification-threat-focused, opportunityfocused, and closeness-focused paths-and articulate a model that includes each. We examine the contextual features, how individuals' identities are constructed, and the likely outcomes that follow in the three paths. We conclude with a discussion of how the threat-, opportunity-, and closeness-focused personal identification processes potentially blend, as well as implications for future research and practice.

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Unraveling the Relationship Between Family-Supportive Supervisor and Employee Performance

Cited by 44 publications

References 95 publications

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

Family‐supportive supervisor behaviors: A review and recommendations for research and practice

The impact of work engagement and workaholism on well-being

“I Identify with Her,” “I Identify with Him”: Unpacking the Dynamics of Personal Identification in Organizations

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