Stress and Health,
Journal Year:
2023,
Volume and Issue:
40(1)
Published: June 7, 2023
Abstract
While
prior
research
has
extensively
explored
outcomes
of
family
to‐work
conflict
(FWC),
our
understanding
how
FWC
may
impact
employees'
negative
interpersonal
behaviours
at
work
such
as
workplace
incivility
is
limited.
Given
the
serious
implications
incivility,
current
study
seeks
to
understand
relationship
between
and
instigated
via
mediating
role
affect.
The
moderating
supportive
supervisor
(FSSB)
also
investigated.
We
collected
data
from
129
full‐time
employees
over
three
waves
with
six
weeks
in
between.
Results
revealed
that
positively
predicted
affect
mediated
this
relationship.
In
addition,
positive
effect
on
well
indirect
through
were
weaker
for
individuals
experiencing
more
FSSB,
suggesting
related
support
supervisors
attenuate
its
Theoretical
practical
are
discussed.
Journal of Vocational Behavior,
Journal Year:
2024,
Volume and Issue:
151, P. 103988 - 103988
Published: March 24, 2024
This
quantitative
review
systematically
integrates
the
antecedents
and
outcomes
of
Family-Supportive
Supervisor
Behaviors
(FSSBs)
through
bivariate
meta-analysis
meta-analytic
structural
equation
modeling
(MASEM).
Utilizing
data
from
231
primary
studies,
which
are
drawn
213
sources
(N
=
118,
100),
we
examined
a
set
hypotheses
exploring
consequences
FSSBs.
We
also
conducted
comparative
analysis
explanatory
power
two
theoretical
perspectives:
resource-based
view
(operationalized
as
work-family
conflict
enrichment)
social-exchange
perspective
leader-member
exchange
relationship).
Our
results
showed
that
accounted
for
greater
proportion
FSSBs'
impacts
on
work
(i.e.,
in-role
performance,
job
satisfaction),
while
predominantly
elucidates
influence
employee
wellbeing
burnout).
In
doing
this,
unveiled
nuanced
insights
into
nomological
network
surrounding
Based
these
results,
develop
future
map
this
growing
body
research.
Academy of Management Annals,
Journal Year:
2022,
Volume and Issue:
17(1), P. 181 - 217
Published: Aug. 2, 2022
The
leadership
and
work-life
balance
literatures
are
not
well-integrated;
yet
both
examine
the
management
of
employees.Leadership
theory
is
work-centric
in
conceptualizing
styles
underemphasizes
nonwork
influences
on
leaders'
subordinates'
outcomes.Work-life
studies
overlook
regarding
how
support
reflects
but
one
aspect
what
leaders
do.Competing
narratives
coexist
over
whether
mutually
benefits
work
outcomes
(a
synergistic
"dual
agenda"
view)
or
if
comes
at
expense
other
"dueling
outcomes"
view).Based
our
review
127
studies,
we
define
supportive
as
a
characteristic
when
(1)
prioritize
actions
to
provide
active
for
employees'
needs
preferences
managing
work,
family,
personal
life
roles;
(2)
experienced
by
subordinates
exhibiting
such
behaviors.We
find
clear
dual
agenda
view
that
embedded
within
many
styles.Future
research
can
advance
each
field's
understanding
leader
dynamics.For
future
research,
direct
scholars
focus
leadership's
impact
job
performance
outcomes,
broaden
their
encompass
domain
holistically.
Applied Psychology,
Journal Year:
2022,
Volume and Issue:
72(2), P. 718 - 742
Published: May 11, 2022
Abstract
Although
empowering
leadership
is
generally
thought
to
be
beneficial
employees
and
organizations,
an
emerging
stream
of
work
shows
its
potential
negative
impact.
Drawing
upon
social
exchange
theory,
we
propose
integrated
model
that
simultaneously
examines
the
benefits
costs
leadership.
Specifically,
team‐level
can
relate
both
organizational
citizenship
behavior
(OCB)
unethical
pro‐organizational
(UPB).
We
also
examine
mediating
role
employee
workplace
status
moderating
felt
obligation
in
these
processes.
Using
data
from
301
57
leaders
across
two
time
points,
found
linked
leader‐rated
OCB
employee‐rated
UPB
through
status.
However,
positive
indirect
effect
on
was
significant
only
when
employees'
high,
low.
discuss
theoretical
practical
implications
findings,
as
well
future
research
directions.
The International Journal of Human Resource Management,
Journal Year:
2023,
Volume and Issue:
35(2), P. 220 - 255
Published: July 7, 2023
Drawing
on
the
appraisal
theory
of
emotions
and
domain
specificity
perspective,
we
explore
why
when
work-to-family
conflict
leads
to
unethical
pro-family
behavior
in
workplace.
In
particular,
propose
that
reinforces
via
employee
felt
guilt.
Further,
supervisor
support
for
family
issues
attenuates
relationship
between
guilt,
whereas
perceived
forgiveness
climate
strengthens
guilt
behavior.
Two
time-lagged
field
studies
conducted
Pakistan
China
supported
our
hypotheses.
Study
1
demonstrated
mediated
2
replicated
these
findings
provided
additional
boundary
conditions.
Specifically,
buffered
positive
effect
guilt;
amplified
Theoretical
practical
implications
were
discussed.
Tourism Review,
Journal Year:
2025,
Volume and Issue:
unknown
Published: March 17, 2025
Purpose
In
response
to
the
need
analyze
spillover
effects
of
proactive
customer
service
performance
(PCSP),
this
study
aims
draw
from
cognitive–affective
system
theory
personality
(CAPS)
explore
mechanism
by
which
coworker
PCSP
affects
work
engagement
among
tourism
employees.
Design/methodology/approach
A
mixed
research
method
was
used
for
data
collection
and
analysis.
Study
1
a
scenario
experiment
collected
194
samples
5-star
hotel
in
China.
2
surveyed
393
frontline
employees
various
companies
Structural
equation
modeling
PROCESS
macro
were
hypothesis
testing.
Findings
Results
reveal
that
is
positively
associated
with
engagement,
peer
pressure
felt
obligation
sequentially
mediate
main
effect.
These
findings
also
support
climate
moderates
cognitive
path
context.
Originality/value
This
examines
an
underexplored
phenomenon
context,
namely,
PCSP,
as
well
corresponding
boundary
conditions.
addition,
reveals
notion
affection
posited
CAPS
influences
cognition,
thus
giving
rise
serial
mediating
effect
regard
impact
PCSP.
