Family-Supportive Supervision around the Globe

Kossek, Ellen Ernst; Odle-Dusseau, Heather N.; Hammer, Leslie B.

doi:10.1017/9781108235556.031

Cited by 11 publications

(22 citation statements)

References 45 publications

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“…From a practical standpoint, an SST may also be promoted because it can involve training a relatively smaller group of supervisors within an organization, while having positive effects for a larger number of employees, and altering aspects of the work culture (e.g., supervisor attitudes; Hammer et al, 2019) that allow for a more supportive environment. Consistent with this perspective, reviews have indicated there are additional beneficial effects resulting from such training (e.g., organizational citizenship behaviors and safety; Hammer et al, 2016; Kossek et al, 2018), which have the potential to further bolster positive employee outcomes because they change psychosocial aspects of the workplace and can therefore reduce stress and increase support.…”

Section: Theoretical Background Of Supportive Supervisor Trainingsmentioning

confidence: 98%

“…For example, previous SST studies have been linked to improved employee job outcomes, reductions in work–family conflict, and improved sleep, particularly when contextual factors are considered (Crain et al, 2014; Crain & Stevens, 2018; Hammer et al, 2011, 2016; Kossek, Pichler, Bodner, & Hammer, 2011; O’Driscoll et al, 2003). Several reviews have indicated there are additional beneficial effects resulting from such training (e.g., organizational citizenship behaviors and safety; Hammer et al, 2016; Kossek, Odle-Dusseau, & Hammer, 2018), which have the potential to further bolster positive employee outcomes. From a practical standpoint, an SST may also be promoted because it can involve training a relatively smaller group of supervisors within an organization, while having positive effects for a larger number of employees, and altering aspects of the work culture (e.g., supervisor attitudes; Hammer et al, 2019) that allow for a more supportive environment.…”

Section: Theoretical Background Of Supportive Supervisor Trainingsmentioning

confidence: 99%

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Supportive supervisor training improves family relationships among employee and spouse dyads.

Brady¹,

Hammer²,

Mohr³

et al. 2021

Journal of Occupational Health Psychology

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Employee family relationships have been increasingly tied to job outcomes and are known to be a strong predictor of employee health and well-being. As such, taking steps toward uncovering actionable tools organizations can implement to foster improvements in family relationship quality is important and should not be overlooked in occupational health psychology interventions. Supportive supervisor training (SST) targets improving employees' ability to meet their nonwork needs; however, the focus and discussions of the implications tied to SST have largely excluded marital and parent-child relationships, spouses, and spousal outcomes. Further, mounting evidence suggests contextual factors shape when SST is most meaningful; however, more research is needed to uncover individual-level factors that may facilitate training effects. This study used a cluster-randomized controlled trial design to evaluate a worksite-based SST with a sample of 250 employees (separated military veterans) and their matched spouses. Using an intent-to-treat approach and 2-level random effects models, results demonstrated that the SST promoted couples' dyadic marital relationship quality 9 months following baseline. Additionally, when employees were under higher levels of baseline stress, couples' dyadic marital relationship quality and positive parenting both improved following the SST. Thus, an SST is beneficial for family relationships as reported by both employees and spouses, which goes beyond previously demonstrated employee health and well-being benefits.

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Section: Theoretical Background Of Supportive Supervisor Trainingsmentioning

confidence: 98%

Section: Theoretical Background Of Supportive Supervisor Trainingsmentioning

confidence: 99%

Supportive supervisor training improves family relationships among employee and spouse dyads.

Brady¹,

Hammer²,

Mohr³

et al. 2021

Journal of Occupational Health Psychology

Self Cite

View full text Add to dashboard Cite

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“…In addition to such individual and situational factors, recent theoretical advances have conceptualized FSSB as a dyadic phenomenon, stating that “supervisor-employee dyads are very important to the enactment of work-life support” ( Kossek et al, 2018 , 16). In fact, it has been theorized that supervisors engage in FSSB selectively, such that the extent to which a supervisor supports a specific subordinate depends on features of the particular dyadic relation between the supervisor and subordinate ( Straub, 2012 ; Sargent et al, 2022 ).…”

Section: Introductionmentioning

confidence: 99%

A relational identity approach to study the antecedents of family supportive supervision

Escribano

2022

Front. Psychol.

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This research focuses on the antecedents of family supportive supervisor behaviors (FSSB) – the support from supervisors that can help employees manage their competing demands across work and nonwork domains. Drawing on theories of relational identity and self-construal, I conceptualize subordinates’ likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportive supervisor behaviors, and examine whether supervisors’ relational identification with subordinates mediates this relationship. In addition, I also examine the extent to which this mediation depends on the level of relational self-construal of supervisors. Data from 205 subordinates and 84 supervisors from a Chilean private bank and results support the hypothesized mediated moderation model. While supervisors’ relational identification with subordinates fully mediates the relationship between competence and family supportive supervisor behaviors, supervisors’ relational identification with subordinates partially mediates the relationship between subordinates’ likeability and family supportive supervisor behaviors. Further, supervisors’ relational identification with subordinates mediates the relationship between likeability and family supportive supervisor behaviors when supervisors’ relational self-construal is high to medium but not when it is low. Overall, this research offers a novel lens for better understanding subordinates as more than mere recipients of supervisory behaviors.

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“…Given the powerful influence of leaders on their employees' work-family experiences (Kossek et al, 2018), leaders also should not shy away from active family engagement (e.g., discussing their life outside of work and making time for their personal lives). While the book mentions how leaders can be role models and allies, recent research from the U.S., U.K., and Germany further underlines the benefits that global leaders may also personally gain from more active family engagement, involvement, and even work-family conflict (e.g., Dumas & Stanko, 2016;Gloor & Braun, 2020;Morgenroth et al, 2020;Ten Brummelhuis et al, 2014).…”

mentioning

confidence: 99%

Maternal Optimism: Forging Positive Paths Through Work and Motherhood

Gloor

2021

AMLE

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The desire or willingness to see the positive in events or conditions of combining motherhood with paid work with an expectation of favorable outcomes" (ix) Across 9 chapters and 250 pages, Ladge and Greenberg expertly weave personal anecdotes with quotes from their own research, while also integrating others' reports and research to explore how women can survive and thrive in the work and family domains.Spanning the gamut of potential work-life events, Maternal Optimism tackles the topics of pre-pregnancy, maternity, return to work, empty nesting, and retirement, grouped into the overarching categories of expected and unexpected paths. Designed as a resource for working women to "provide…stories and research that supports the notion of owning and feeling confident in the choices you make as future or current working mothers" (x), each chapter follows a well-organized structure, concluding with key takeaways and references.As a work-family and leadership researcher (e.g., Gloor & Braun, 2020;Gloor et al., 2018), this reviewer relays the book's key themes, focusing on relevant topics for management scholars, practitioners, as well as academic and organizational leaders. Beginning with the most prominent messages, this review concludes with COVID-19-related reflections.While the core critique is its American-centric focus, because the authors are Americans working in the United States (U.S.)-but work-family research in general is also quite U.S.centric (see Williams et al., 2016)-this approach is also reasonable. With dual affiliations in the United Kingdom (U.K.) and Switzerland, this reviewer aims to complement Ladge and Greenberg's valuable insights with a more global perspective and international examples.

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Family-Supportive Supervision around the Globe

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Cited by 11 publications

References 45 publications

Supportive supervisor training improves family relationships among employee and spouse dyads.

Supportive supervisor training improves family relationships among employee and spouse dyads.

A relational identity approach to study the antecedents of family supportive supervision

Maternal Optimism: Forging Positive Paths Through Work and Motherhood

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