A balanced view of supervisory family support: Effects on gratitude, indebtedness, and job crafting behaviors

IF 4.5 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2025-04-22 DOI:10.1177/00187267251332465

Lusi Wu, Matthew B Perrigino, Hongzhi Chen

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Abstract

Despite resource-based theories espousing the virtues of supervisory family support (SFS), we question the definitiveness of an oversimplified assumption that receiving SFS is a beneficial, positive experience. We develop a model based on appraisal theories of emotion, with results from two experimental studies and a multi-wave survey study supporting our notion of the need for a more balanced view. First, SFS is positively linked to employees’ feelings of gratitude (a positive emotion) and indebtedness (a negative emotion). Second, gratitude mediates the link between SFS and approach job crafting. Yet—arguing that a key feature of SFS is that it empowers employees to temporarily disengage or withdraw from some work-related tasks—we also find that indebtedness mediates the link between SFS and avoidance job crafting. Third, considering employees’ work-family conflict (WFC) as a contextual factor that moderates the effects of SFS, we find that WFC conditions the indirect effect of SFS on avoidance job crafting via indebtedness. With these insights, our balanced view of SFS offers a more comprehensive assessment of employees’ lived experiences associated with the receipt of SFS.

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管理家庭支持的平衡观点：对感恩、负债和工作创造行为的影响

尽管基于资源的理论支持管理家庭支持（SFS）的优点，但我们质疑接受SFS是一种有益的、积极的体验的过度简化假设的确定性。我们开发了一个基于情感评价理论的模型，两个实验研究和一个多波调查研究的结果支持我们需要一个更平衡的观点。首先，SFS与员工的感恩情绪（积极情绪）和负债情绪（消极情绪）呈正相关。其次，感恩调节了SFS和方法工作制作之间的联系。然而，我们认为SFS的一个关键特征是它授权员工暂时脱离或退出一些与工作相关的任务，我们还发现负债调节了SFS和回避工作制作之间的联系。第三，考虑到员工的工作家庭冲突（WFC）作为一个调节工作家庭冲突效应的背景因素，我们发现工作家庭冲突调节了工作家庭冲突对通过负债逃避工作的间接影响。有了这些见解，我们对SFS的平衡观点提供了一个更全面的评估员工与接受SFS相关的生活经历。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.