Family-supportive supervisor behavior and employees' workplace deviant behavior: Moral disengagement as a mediator

Abstract

Workplace deviant behavior causes not only physical and mental harm to employees but also great losses to the enterprise where they are employed. Drawing on social cognitive theory, in this study we explored the mechanism of family-supportive supervisor behavior on employees' workplace deviant behavior. Analysis of data from 312 participants showed that family-supportive supervisor behavior negatively influenced employees' workplace deviant behavior, and that moral disengagement played a mediating role in the relationship between these two variables. Our findings not only enrich the literature on family-supportive supervisor behavior but also provide a reference for organizations to identify, prevent, and control employees' workplace deviant behavior.

Mediation of work-family support and affective commitment between family supportive supervisor Behaviour and workplace deviance

“…Furthermore, personal life attribution would raise workers' organizational emotional attachment, improving job engagement and decreasing WDB ( Hypothesis 4 ). Relating to the body of knowledge, other scholars have also found that Employees' deviant behavior at work is negatively influenced by family supportive supervisor behavior, and moral disengagement was found to play a role in mediating the relationship between these two variables [ 132 ]. Scholars like Muse and Pichler [ 133 ], have also highlighted that supervisor support had negative effects on work-family conflict in both the same domain (work-interference-with-family) and the cross-domain (family-interference-with-work), as well as positive relationships with task and contextual performance.…”

“…First, FSSB has been shown to directly enhance employee workplace habits; consequently, firms should strive hard to produce family-supportive supervisors [ 92 ]. On the one hand, firms must offer training and mentorship programs for managers for them to participate in FSSB, as also mulled by other scholars [ 4 , 132 ]. Leaders should be encouraged to assist workers with the information and technical guidance they need to address challenges at work and enhance their family's supportive management abilities.…”

“…Employees' behavior strays from company objectives due to a variety of circumstances. Employees' Workplace Deviant Behavior, such as "messing about," may negatively impact worker productivity, attracting attention [ 132 ]. With the statistical results from the inferential analysis, this study has validated the conceptual framework that explored the mechanism and boundary conditions of family supportive supervisor behavior (FSSB) on employees' workplace deviant behavior (WDB).…”

Do congruent perceptions of an ethical leader and one's supervisor impact job-related outcomes? Testing mechanisms and boundaries

“…Several studies have suggested intra-personal congruence between ILTs and characteristics recognized in an individual's current supervisor impact attitudinal and behavioral aspects of workplace engagement (Blomme et al ., 2015; Dunlop and Lee, 2004; Gok et al ., 2017; Kaishoven and Den Hartog, 2013; Kong et al ., 2020; Zhang et al ., 2022). ILT–supervisor alignment has been shown to impact performance, LMX, organizational citizenship behavior (OCB), work–family conflict and counter-productive work-behavior (CWB) (Biermeier-Hanson and Coyle, 2019; Epitropaki and Martin, 2005; Rupprecht et al ., 2016; Topakas, 2011).…”

“…Finally, studies have also found that ethical supervisor behavior (e.g. unethical leader behavior, family-supportive behavior) impacts employee's deviance in the workplace (Dunlop and Lee, 2004; Zhang et al ., 2022). Taken together, these studies provide sufficient evidence that intrapersonal congruence between a subordinate's ILT of an ethical leader and characteristics recognized in their current supervisor will be related to attitudinal and behavior aspects of workplace engagement.…”