- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
Although evidence is growing in the occupational health field that supervisors are a critical influence on subordinates’ reports of family supportive supervisor behaviors (FSSB), our understanding is limited regarding the antecedents of employee’s FSSB perceptions and their lagged effects on future health and work outcomes. Drawing on a positive job resource perspective, we argue that supervisors who report that they use transformational leadership (TL) styles are more likely to have subordinates with higher FSSB perceptions. We theorize that these enhanced perceptions of work-family specific support increase access to personal and social resources (objectively and subjectively) that buffer work-nonwork demands and enhance health (mental, physical) and job outcomes (performance appraisal ratings, job satisfaction, turnover intentions, work-family conflict). Time-lagged multi-source survey data collected in a field study from retail employees and their supervisors and archival performance ratings data collected a year later support our proposed relationships (with the exception that for health, only mental health and not physical health was significant). Post hoc analyses showed that employees’ FSSB perceptions play a mediating role between supervisor TL and job satisfaction and work-family conflict, but no other outcomes studied. Overall, this study answers calls in the occupational health literature to use stronger designs to determine linkages between leadership-related workplace phenomena as antecedents of health, work-family, and job outcomes. Our results demonstrate that employees with supervisors who report that they use transformational leadership styles are more likely to perceive higher levels of family supportive supervision, which are positive job resources that enhance occupational health.
Our study addressed two growing streams within occupational health research: transformational leadership and FSSB. Conceptualizing FSSB as a resource which supervisors can provide to their subordinates, we found support for the notion that transformational leaders are more likely to engage in FSSB. This finding suggests that having a supervisor with transformational leadership provides psychological benefits to employees that lead them to perceive greater family supportive supervisory resources. Future research should examine whether the link between transformational leadership and FSSB is determined by the exhibition of a greater number of individualized consideration behaviors. Additionally, we provided non-same source time-lagged evidence that FSSB relates to a variety of positive outcomes, not only those related to health and well-being but also those related to HR performance. Future research should build on this study in order to understand how leadership styles relate to FSSB over time. Such studies might further identify the specific transformational behaviors that are most closely related to FSSB and concomitant work and health occupational health outcomes at the individual, team, and organizational levels of analysis in order to create munificent, multi-level reinforcing occupational healthy work environments.