Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record

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In this weekly diary study, we integrated research on job crafting to explore the associations between expansion and contraction oriented relational job crafting (RJC), work engagement and manager-rated employee behaviors (work performance and voice). Furthermore, we investigated cross level moderations of prosocial and impression management motives on our proposed associations. We tested our hypotheses with matched data collected over seven weeks in Istanbul, Turkey. The results from multilevel analyses revealed that a) expansion oriented RJC is positively related with work performance and voice via work engagement while b) contraction oriented RJC is negatively related with work performance and voice via work engagement, all measured at the week level. Furthermore, impression management motives of employees moderated the association between expansion oriented RJC and work engagement in that this positive association is stronger for employees low on impression management motives. Our results contribute to job crafting research in two ways. First, it focuses on RJC and discusses how and why the two opposite types of RJC (expansion versus contraction oriented) impact on work engagement and employees' key outcomes in the way they do. This addresses the question "is there a dark side to job crafting?" Second, it focuses on the importance of context and integrates two motives relevant to understand how RJC unfolds, thereby taking a step to address questions for whom (i.e., what kinds of employees), RJC is more effective and translates into enhanced (vs deteriorated) work outcomes. Moreover, our use of a weekly within-person design adds to a recently growing research stream emphasizing the dynamic nature of job crafting.

Drawing on the work–home resources (W-HR) model and conservation of resources (COR) theory, in this study we explore how flexibility i-deals relate to employees’ work performance through their family performance. In line with the W-HR model, we introduce two contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support (POS); and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in two companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility i-deals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility i-deals do not unfold in a dyadic vacuum: For employee who perceive organizational support to be higher, the association between flexibility i-deals and family performance is stronger, while for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to i-deals research by a) exploring a relevant mechanism through which flexibility i-deals influence work performance; b) integrating the role of social context to emphasize the social aspects of i-deals; and c) enriching the i-deals literature by introducing a resource perspective

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.