1
|
Lei S, Zhang Y, Cheah KS. Mediation of work-family support and affective commitment between family supportive supervisor Behaviour and workplace deviance. Heliyon 2023; 9:e21509. [PMID: 38034732 PMCID: PMC10682561 DOI: 10.1016/j.heliyon.2023.e21509] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2022] [Revised: 10/19/2023] [Accepted: 10/23/2023] [Indexed: 12/02/2023] Open
Abstract
Employees' Workplace Deviant Behavior (WDB) is an organizational threat to its sustainability. This study examines the impact of the supervisors' role in improving organizational behavior because of the gap in the body of knowledge indicating the inconsistency, paucity, and uncertainties of relationships between variables when relating to their underpinning theories. The conceptualized model consists of the impact of family supportive supervisor behavior (FSSB) on workers' workplace deviant behavior (WDB) while considering Affective Commitment and Work-Family Supportive Behavior Attribution between the key variables. In terms of methodology, this quantitative study analyzed 321 valid surveys through descriptive and inferential statistics to ascertain if FSSB negatively impacts employees' WDB. As findings and novelty of this study, FSSB is found to negatively affect employees' WDB, while affective commitment mediates between FSSB and employees' WDB. Work-family supportive behavior attribution and personal life attribution of employees moderated the negative relationship between affective commitment and WDB, while work productivity attribution of employees had no significant effect as a moderator. With three (out of four) hypotheses supported by empirical evidence, this research has broadened previous studies of workers' WDB and offers organizations theoretical and practical recommendations for managing employees' WDB. More studies could be conducted in the future to address limitations in this research, examine other related theories in a new context, location, and/or culture, or select other suitable research methods.
Collapse
Affiliation(s)
- Siyuan Lei
- Henan Institution of Economics and Trade, Malaysia
| | - Yangzi Zhang
- Henan Institution of Economics and Trade, Malaysia
| | | |
Collapse
|
2
|
Song J, Jiao H, Wang C. How work-family conflict affects knowledge workers' innovative behavior: a spillover-crossover-spillover model of dual-career couples. JOURNAL OF KNOWLEDGE MANAGEMENT 2023. [DOI: 10.1108/jkm-06-2022-0458] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/18/2023]
Abstract
Purpose
Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.
Design/methodology/approach
To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.
Findings
The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.
Practical implications
In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.
Originality/value
Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.
Collapse
|
3
|
Li Q, Liu M. The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model. Front Psychol 2023; 14:1129486. [PMID: 36968709 PMCID: PMC10030523 DOI: 10.3389/fpsyg.2023.1129486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2022] [Accepted: 02/20/2023] [Indexed: 03/29/2023] Open
Abstract
Objective In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work. Methods In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory. Results The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment. Conclusion Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.
Collapse
|
4
|
Yang B, Su S, Zong Z, Du Q, Wang J. Effects of thriving at work on employees' family role performance: A moderated mediation model. Front Psychol 2023; 14:1079201. [PMID: 36960010 PMCID: PMC10027767 DOI: 10.3389/fpsyg.2023.1079201] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2022] [Accepted: 02/20/2023] [Indexed: 03/09/2023] Open
Abstract
Objective Existing research has demonstrated that thriving at work has a positive effect on work performance, but little is known about how thriving at work affects family role performance. Based on the work-home resource model, this study examines the impact mechanism of thriving at work on family role performance. Methods This paper uses an experience sampling method to conduct a 5-day daily study of 151 married employees in Northwest China, and the data were analyzed using a multilevel linear model. Results We find that thriving at work positively affects family role performance partly through the mediating effect of work-family enrichment at the individual level. Moreover, family-supportive supervisor behavior moderates the relationship between thriving at work and work-family enrichment. Through work-family enrichment, family-supportive supervisor behavior also moderates the indirect relationship between thriving at work and family role performance. Specifically, the higher the level of family-supportive supervisor behavior, the stronger the indirect effect of thriving at work on family role performance through work-family enrichment. Conclusion Previous research has focused more on the effects of thriving at work within the work domain, suggesting that thriving at work can have a positive impact on work outcomes. However, only a few studies have examined the positive relationship between thriving at work and family role performance from the perspective of employees' positive psychological resources. This paper explores the positive effects of thriving at work on family role performance based on a resource flow perspective and identifies its potential boundary conditions. This study enriches the theoretical research on the relationship between thriving at work and family role performance. Additionally, it provides a new foothold and research perspective on improving work-family enrichment.
Collapse
Affiliation(s)
- Baoyan Yang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- *Correspondence: Baoyan Yang,
| | - Shaoqing Su
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
- Shaoqing Su,
| | - Zhaobiao Zong
- School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Qiaoqiao Du
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
| | - Junyi Wang
- School of Psychology, Northwest Normal University, Lanzhou, Gansu, China
| |
Collapse
|
5
|
Russo M, Morandin G. A network approach to work-family conflict. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2022.100943] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
|
6
|
Li X, Wang R, Zhao Y, Yang F, Wang X. An Interwoven Psychological Syndrome of Job Burnout and Work Engagement in Construction Project Management Professionals Due to Work-Family Imbalance. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:14111. [PMID: 36360989 PMCID: PMC9655911 DOI: 10.3390/ijerph192114111] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/06/2022] [Revised: 10/23/2022] [Accepted: 10/25/2022] [Indexed: 06/16/2023]
Abstract
Most current studies on the mental health of construction project management professionals (CPMPs) are conducted from a negative psychological perspective, lacking a comprehensive understanding of the positive-negative interwoven mechanism. This study developed a positive-negative dual-process psychological model of CPMPs to explore the interwoven mechanisms among five variables: family-supportive supervisor behavior (FSSB), work-family conflict, work-family enrichment, job burnout, and work engagement. We conducted a large-scale questionnaire survey among Chinese CPMPs. A total of 656 questionnaires were returned; 446 were considered valid. The groups of CPMPs prone to occupational psychological problems were identified, which enhanced the targeted organizational management in the construction industry. The hypothetical model was verified with SEM. The results revealed that the effect of work-family enrichment was more significant than work-family conflict, which implies that the positive psychology process may play a more prominent role than the negative process. There was a significant correlation between FSSB and work-family conflict/ enrichment; but no direct correlation between FSSB and job burnout/work engagement. This implies that the improvement of the work-family relationship plays a full mediating role in improving CPMPs' occupational psychological health. This research provides a thorough understanding of CPMPs' interwoven occupational psychological problems and gives suggestions to enhance their occupational psychological health.
Collapse
Affiliation(s)
- Xiaodong Li
- Department of Construction Management, School of Civil Engineering, Tsinghua University, Beijing 100084, China
| | - Runshuang Wang
- Department of Construction Management, School of Civil Engineering, Tsinghua University, Beijing 100084, China
| | - Yizhu Zhao
- School of Management Science & Engineering, Central University of Finance and Economics, Beijing 100081, China
| | - Fan Yang
- School of Management Science & Engineering, Central University of Finance and Economics, Beijing 100081, China
| | - Xinyi Wang
- Department of Construction Management, School of Civil Engineering, Tsinghua University, Beijing 100084, China
| |
Collapse
|
7
|
Shen C, Liu R, Yang J, Hu S, He P. How Family Supportive Supervisor Behaviors Enhance Employees' Work-Family Enrichment? Thriving at Work as Mediator and Intrinsic Motivation as Moderator. Psychol Res Behav Manag 2022; 15:3133-3146. [PMID: 36317091 PMCID: PMC9617552 DOI: 10.2147/prbm.s379000] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/22/2022] [Accepted: 10/07/2022] [Indexed: 11/11/2022] Open
Abstract
Purpose From the perspective of the work-home resource model, the present research aims to investigate the effect mechanism of family supportive supervisor behaviors (FSSB) on work-family enrichment. Sample and Method Based on 316 Chinese employees' samples, this study takes the multiple linear regression technique to test our hypothesis model. Results Our study reveals that FSSB is positively related to work-family enrichment. In addition, thriving at work can mediate the positive relationship between family-supportive supervisor behaviors and work-family enrichment. Furthermore, the moderating role of intrinsic motivation is also found in this study. Specifically, intrinsic motivation strengthens the positive relationship between FSSB and thriving at work. Facing FSSB, individuals who score high in intrinsic motivation are prone to experience stronger thriving at work, while individuals who score low will hardly experience thriving at work. Conclusion The current study comprehensively explores how informal organizational support (in our case, family supportive supervisor behaviors) leads to a better family outcome, thus contributing to the work-family interface literature. At the same time, our study also has some guiding significance for practitioners to build a family-friendly environment.
Collapse
Affiliation(s)
- Chuangang Shen
- Business School, Huaqiao University, Quanzhou City, Fujian Province, 362021, People’s Republic of China
| | - Rui Liu
- Business School, Huaqiao University, Quanzhou City, Fujian Province, 362021, People’s Republic of China,Rui Liu, Business School, Huaqiao University, Quanzhou, 362021, People’s Republic of China, Tel +86 175-5418-6578, Email
| | - Jing Yang
- College of Tourism, Huaqiao University, Quanzhou City, Fujian Province, 362021, People’s Republic of China,Correspondence: Jing Yang, College of Tourism, Huaqiao University, Quanzhou, 362021, People’s Republic of China, Tel +86 186-4995-3896, Email
| | - Sanman Hu
- Business School, Huaqiao University, Quanzhou City, Fujian Province, 362021, People’s Republic of China
| | - Peixu He
- Business School, Huaqiao University, Quanzhou City, Fujian Province, 362021, People’s Republic of China
| |
Collapse
|
8
|
Lang Y, Huang M, Tian G. Empowering leadership, promotion focus, and creativity: Gender matters. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12404] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Yi Lang
- Beijing Foreign Studies University Beijing China
| | - Mingpeng Huang
- University of International Business and Economics Beijing China
| | - Guangdi Tian
- University of International Business and Economics Beijing China
| |
Collapse
|
9
|
Luo H, Li F, Agbanyo GK, Tachega MA, Chin T. Family-supportive supervisor behaviors and career sustainability of e-commerce female workers: A mixed-method approach. Front Psychol 2022; 13:992458. [PMID: 36237678 PMCID: PMC9552821 DOI: 10.3389/fpsyg.2022.992458] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Accepted: 08/25/2022] [Indexed: 12/03/2022] Open
Abstract
Women play an essential role in promoting societal and economic harmony development. However, compared with their male counterparts, female employees usually have to take on more family responsibilities while they endeavor to perform well at work. It is inevitable for them to face work–family conflicts; therefore, how to make female employees' careers more sustainable is a critical concern. Even though female career sustainability is well-explored in the literature, the combined effect of worker self-efficacy and family-supportive supervisor behaviors (FSSBs) on female career sustainability remains unexplored. To fill this gap, this study examines the influence of FSSB on female employee career sustainability, as well as the mediating role of self-efficacy. Moreover, a mixed-method approach was used to test the proposed relationships. The results indicate that FSSB has a positive impact on female career sustainability. Furthermore, the findings revealed that FSSB promotes female career sustainability through self-efficacy. This study establishes a theoretical framework for further research on the relationships between leader behavior and employee career sustainability. At the same time, it offers practical implications for supervisors in the management of subordinate career sustainability.
Collapse
Affiliation(s)
- Huan Luo
- School of Business, Honghe University, Mengzi, China
| | - Fa Li
- School of Business, Honghe University, Mengzi, China
- *Correspondence: Fa Li
| | | | - Mark Awe Tachega
- College of Economics and Management, Taiyuan University of Technology, Taiyuan, China
| | - Tachia Chin
- School of Business, Honghe University, Mengzi, China
| |
Collapse
|