How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective

Bagger, Jessica; Li, Andrew

doi:10.1177/0149206311413922

Cited by 163 publications

(191 citation statements)

References 86 publications

(132 reference statements)

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“…Thereby, PSS is more obvious to employees than POS levels [19] and thus also easier to measure. [23] FSSB SET (r =-0.34, p<0.01) Kalidass [24] PSS SET (β =-0.402, p<0.01), ( R2=16.1, p<0.01) Maertz [19] PSS theory of org. equilibrium (r=-0.35, p<0.05).…”

Section: Discussionmentioning

confidence: 97%

“…Findings from other studies argued that POS was a partial mediator [2,19,20]. Finally, additional variables, such as normative commitment, leadermember exchange, also were found to serve as mediators for relationship between PSS and TI [19,23].…”

Section: Supervisor Support and Timentioning

confidence: 87%

“…The FSSB scale was developed to measure all four aspects of family-related supervisor support behaviors. Among the four studies examining family-related support, three studies used the FSSB scale [16,17,22] while the fourth study [23] used a scale that measure only the emotional aspects of support.…”

Section: Synthesis Of Literature Types Of Supervisor Support Behaviorsmentioning

confidence: 99%

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The Influence of Supervisor Support on Nurses’ Turnover Intention

Alshutwi¹

2017

Health Syst Policy Res

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Maintaining adequate nursing staff is a real challenge that many healthcare organizations are facing. Many factors have been identified to positively influence the reduction of turnover intention among. A comprehensive search was conducted in 2016 to review six databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and PsycINFO using a combination of keywords.All 12 studies included in the review consistently found a negative association between supervisor support and turnover intention. However, there were variations in the strength of this association. This systematic review points to the potential of decreasing turnover intention by improving supervisors' support behaviors. Although there are discrepancies within the literature regarding the strength of the association between supervisor support and turnover intention, evidence suggests that supervisor support could impact employees' turnover intention and thus actual turnover. Further research to evaluate the effectiveness of supervisor support on turnover intention is highly recommended, including interventional studies. Support in the workplace could be seen as a serious resource for reducing nursing turnover. Nursing supervisor and managers are encouraged to improve their supportive behaviors. Nursing policies are needed to promote supervisor supportive behaviors such as training programs and workshops. In addition to the direct effect on turnover, the PSS has an indirect effect on the TI. Researchers have suggested that the relationship between PSS and TI is mediated through other factors such as job satisfaction [12], and perceived organizational support [11]. MethodThe five steps for conducting a systematic review was adopted [13]. These steps include (a) framing questions, (b) identifying relevant studies, (c) assessing the quality (d) summarizing the evidence, and (e) interpreting the findings. Electronic databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and Psyc info were searched using a combination of keywords; Supervisor Support OR Supportive supervisions, and Turnover Intention OR Intention to quit. References of all included studies were searched manually for additional studies. The inclusion criteria for the studies were: (a) published in English language between 1995 and 2016, and (b) reported the associated between supervisor support and TI.To assure the quality of the systematic review, the Effective Public Health Practice Project (EPHPP) Quality Assessment Tool for Quantitative Studies [14] was used to assess each of the studies. Based on the tool's standard criteria, each component was rated as 'strong', 'moderate' or 'weak'. Each study was evaluated separately using this tool. An overall quality rating was determined based on review of all the component ratings. Studies with an overall rating of strong and moderate were included. Studies with an overall rating of weak were excluded from this review ResultsIn...

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Section: Discussionmentioning

confidence: 97%

Section: Supervisor Support and Timentioning

confidence: 87%

Section: Synthesis Of Literature Types Of Supervisor Support Behaviorsmentioning

confidence: 99%

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The Influence of Supervisor Support on Nurses’ Turnover Intention

Alshutwi¹

2017

Health Syst Policy Res

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“…The norm of reciprocity [26] mainly explain the phenomenon of the psychological contract and also supports its conception as an exchange construct [27]. Previous research studies suggest that the level of reciprocity depends upon the value of the exchange as perceived by employees [28] [29]. The organizational support theory postulates that organization values employee's contributions and cares about their well-being and employees have global beliefs regarding this extent.…”

Section: Theoretical Foundationmentioning

confidence: 90%

Conceptualizing the impact of perceived organizational support and psychological contract fulfillment of employees paradoxical intentions of stay and leave

Akhtar¹,

Salleh²,

Ghafar³

et al. 2018

IJET

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The article presents a comprehensive and detailed conceptual framework on the effects of employees' perceived organizational support on their paradoxical intentions of leaving to and staying with the organization in Psychological Contract Perspective. This study anticipates proposing an applicable technique to examine empirically the interrelationships of employees' perceived organizational support, psychological contract fulfillment, intention to stay and intention to leave. This paper proposes theory-based path model, and possible interrelationships of related constructs such that the future analysis would be based on related statistical methods may include structural equation modeling approach. Although numerous researchers have studied the broad topics of perceived organizational support and employees' turnover intentions, none of those studies has explored the paradoxical and differential impact of perceived organizational support on the intentions of staying and leaving. The innovative propositions using psychological contract fulfillment lenses in the relationship of perceived organizational support with the intention to stay and intention to leave, as explained by psychological contract perspective of social exchange theory would be the originality of this paper and possible contribution to the body of knowledge.

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“…Therefore, when employees use technology for work at home during off-job time and with additional family support, they would not be asked by their family for further attention and devotion, thereby reducing time-based conflict. Furthermore, high family support enables individuals to share their joy and sorrow with family members, thereby facilitating the employees' release of negative emotions (e.g., dissatisfaction, intense, anxiety, and exhaustion) resulting from work (Bagger & Li, 2014). Moreover, high family support reduces strain-based work-family conflict.…”

Section: Moderating Effect Of Family Supportmentioning

confidence: 99%

Communication Technology Use for Work at Home during Off-job Time and Work–Family Conflict: The Roles of Family Support and Psychological Detachment

Wang

2016

AN PSICOL-SPAIN

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Título: Uso de la tecnología de comunicación para el trabajo en casa durante el tiempo fuera del trabajo y el conflicto trabajo-familia: los roles del apoyo familiar y el desapego psicológico. Resumen: Este estudio analiza la influencia del uso de las tecnologías de la comunicación para el trabajo en casa durante el tiempo fuera del trabajo en el conflicto trabajo-familia. Nuestro análisis se basa en la teoría de los lími-tes entre trabajo y familia. Por otra parte, este estudio destaca los roles de desapego psicológico y apoyo familiar. Sobre la base de 423 participantes, utilizamos el análisis de regresión para probar nuestras hipótesis. Los resultados muestran que el uso de la tecnología de comunicación para trabajar en casa durante el tiempo fuera del trabajo se relaciona positivamente con el conflicto entre el trabajo y la familia, incluyendo los conflictos basados en el tiempo y la tensión. El apoyo de la familia modera el efecto del uso de las tecnologías de la comunicación para el trabajo en casa durante el tiempo fuera del trabajo en el conflicto laboral-familiar del empleado. Además, el desapego psicológico media el efecto moderador del apoyo familiar sobre la relación entre el uso de las tecnologías de la comunicación para el trabajo en casa durante el tiempo fuera del trabajo y el conflicto entre el trabajo y la familia. Palabras clave: uso de tecnología de comunicación para el trabajo en casa; conflicto trabajo-familia; apoyo familiar; desapego psicológico; límites trabajo-familia.Abstract: This study analyzes the influence of communication technology use for work at home during off-job time on work-family conflict. Our analysis is based on work-family border theory. Moreover, this study highlights the roles of psychological detachment and family support. Based on 423 samples, we use regression analysis to test our hypotheses. Results show that communication technology use for work at home during off-job time is related to employee work-family conflict positively, including timebased and strain-based conflicts. Family support moderates the effect of communication technology use for work at home during off-job time on employee work-family conflict. Furthermore, psychological detachment mediates the moderating effect of family support on the relationship between communication technology use for work at home during off-job time and employee work-family conflict.

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How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective

Cited by 163 publications

References 86 publications

The Influence of Supervisor Support on Nurses’ Turnover Intention

The Influence of Supervisor Support on Nurses’ Turnover Intention

Conceptualizing the impact of perceived organizational support and psychological contract fulfillment of employees paradoxical intentions of stay and leave

Communication Technology Use for Work at Home during Off-job Time and Work–Family Conflict: The Roles of Family Support and Psychological Detachment

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