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The Effects of Family-Supported Supervisor Behavior on Work Attitudes: A Moderated Mediating Model
Author(s): 
Pages: 1194-1200
Year: Issue:  5
Journal: Psychological Science

Keyword:  family-supported supervisor behaviorwork-family conflictwork-family enrichmentperceived boundary controlwork attitude;
Abstract: Family-supported supervisor behavior(FSSB) is a support behavior of family and personal life from supervisors. It always acts as an important organizational work-family resource. Family-supported supervisor behavior is defined as those behaviors exhibited by supervisors that are supportive of families and consists of the following four dimensions—emotional support, instrumental support, role modeling behaviors, and creative work-family management(Hammer, Kossek, Zimmerman, & Daniels, 2007). Recent research has demonstrated that employee perceptions of FSSB are positively related to work attitude over and above the effects of general supervisor support(Hammer, Kossek, Yragui, Bodner, & Hanson, 2009). Conservation of resources(COR) theory posits that those with initial resource reservoirs have a tendency towards accumulation and enrichment of resources over time, that is, a tendency towards resource caravans(Hobfoll, 2002).Based on conservation of resources theory, the present study was to investigate the mechanism of linking family-supported supervisor behavior to work attitudes through work-family enrichment and whether the conflict is moderated by the level of perceived individual boundary control. A total of 358 employees were assessed using family supportive supervisor behavior(FSSB) scale, work–family conflict scale, work–family enrichment scale, intention to leave scale, job satisfaction scale and perceived individual boundary control scale.The results indicated that:(1) family-supported supervisor behavior predicted job satisfaction(r =.37, p <.001) and intention to leave(r =-.24, p<.001).(2) The positive relationship between family-supported supervisor behavior and job satisfaction was partly mediated by work-family enrichment(β =.26, p <.001) such that having a supportive supervisor was associated with high work-family enrichment, which, in turn, were related to high job satisfaction. Work-family enrichment was not a significant mediator between family-supported supervisor behavior and intention to leave(β =-.10, p >.05), while work–family conflict was not a significant mediator(β =.08, p >.05).(3) Perceived individual boundary control moderated the mediated effect of work-family enrichment. Family-supported supervisor behavior interacted with perceived individual boundary control and significantly predicted work-family enrichment(β =.09, p <.05). Work-family enrichment significantly predicted job satisfaction(β =.17, p <.01). The positive relationship between family-supported supervisor behavior and job satisfaction mediated by work-family enrichment was stronger for employees in having higher perceived individual boundary control(β =.42, t =5.67; p <.001) than lower boundary control(β =.23, t =3.68; p <.001). With the increase of the perceived individual boundary control, the effect of family-supported supervisor behavior on work-family enrichment became larger.All in all, the present study not only revealed how family-supported supervisor behavior influenced work attitude, but also revealed when this effect was strong. The theoretical implications of the f indings were discussed. Given that family-supported supervisor behavior is seen as a trainable behavior, organizations should consider encouraging supervisors engaged in these family-supported behaviors, which would develop positive work attitude of employees. This study can also improve the work-family intervention of family-supported supervisor behavior.
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