互惠互利的过程:兼顾工作与家庭的冲突,加强领导与下属的关系

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED
Valerie J. Morganson , Michael T. Ford , Timothy D. Golden
{"title":"互惠互利的过程:兼顾工作与家庭的冲突,加强领导与下属的关系","authors":"Valerie J. Morganson ,&nbsp;Michael T. Ford ,&nbsp;Timothy D. Golden","doi":"10.1016/j.jvb.2024.104014","DOIUrl":null,"url":null,"abstract":"<div><p>The relationship between an employee and their immediate supervisor has an established impact on subordinate work-family conflict (WFC). Likewise, the leader-member exchange (LMX) relationship is a resource to address WFC both proactively and on an episodic basis. This study draws from LMX literature as a foundation to test a resource and socio-cognitively-based process model. The model purports that subordinates address WFC on a daily basis through the autonomy their LMX relationship provides; and, in turn, the LMX relationship evolves and strengthens. Using an experience sampling methodology over the course of ten business days, 130 individuals provided 1124 observations. Extending prior work linking LMX to WFC cross-sectionally, our model supported that LMX at the start of the study was linked with cumulative daily WFC through daily autonomy. Testing latent change in LMX, the model also supported that cumulative daily autonomy related to changes in LMX through cumulative daily WFC and perceptions of daily support. Our theoretically-driven model underlines the critical role of supervisors in addressing WFC and responds to calls in work-family and LMX literatures by capturing the dynamic nature of the constructs and processes involved in accommodating WFC. Moreover, our results highlight how LMX relationships stand to benefit both the supervisor and subordinate. Findings support the application of LMX literature and advance literature by documenting the complex and dynamic process involved in addressing WFC and changes in LMX quality. Practical implications, limitations, and future research directions are discussed.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"153 ","pages":"Article 104014"},"PeriodicalIF":5.2000,"publicationDate":"2024-06-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"A mutually beneficial process: Accommodating work-family conflict and strengthening leader-subordinate relations\",\"authors\":\"Valerie J. Morganson ,&nbsp;Michael T. Ford ,&nbsp;Timothy D. Golden\",\"doi\":\"10.1016/j.jvb.2024.104014\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>The relationship between an employee and their immediate supervisor has an established impact on subordinate work-family conflict (WFC). Likewise, the leader-member exchange (LMX) relationship is a resource to address WFC both proactively and on an episodic basis. This study draws from LMX literature as a foundation to test a resource and socio-cognitively-based process model. The model purports that subordinates address WFC on a daily basis through the autonomy their LMX relationship provides; and, in turn, the LMX relationship evolves and strengthens. Using an experience sampling methodology over the course of ten business days, 130 individuals provided 1124 observations. Extending prior work linking LMX to WFC cross-sectionally, our model supported that LMX at the start of the study was linked with cumulative daily WFC through daily autonomy. Testing latent change in LMX, the model also supported that cumulative daily autonomy related to changes in LMX through cumulative daily WFC and perceptions of daily support. Our theoretically-driven model underlines the critical role of supervisors in addressing WFC and responds to calls in work-family and LMX literatures by capturing the dynamic nature of the constructs and processes involved in accommodating WFC. Moreover, our results highlight how LMX relationships stand to benefit both the supervisor and subordinate. Findings support the application of LMX literature and advance literature by documenting the complex and dynamic process involved in addressing WFC and changes in LMX quality. Practical implications, limitations, and future research directions are discussed.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":\"153 \",\"pages\":\"Article 104014\"},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2024-06-25\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879124000551\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879124000551","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 0

摘要

员工与其直接上司之间的关系对下属的工作与家庭冲突(WFC)有着既定的影响。同样,领导者与成员之间的交流(LMX)关系也是一种资源,可用于积极主动地解决工作与家庭冲突问题。本研究以 LMX 文献为基础,测试了一个基于资源和社会认知的过程模型。该模型认为,下属每天都会通过 LMX 关系提供的自主权来解决 WFC 问题;反过来,LMX 关系也会不断发展和加强。在十个工作日内,130 人采用经验抽样方法提供了 1124 项观察结果。我们的模型扩展了之前将 LMX 与 WFC 联系起来的横截面研究,证明研究开始时的 LMX 通过每日自主权与累积的每日 WFC 联系在一起。在测试 LMX 的潜在变化时,该模型还证明,通过累积的每日 WFC 和对日常支持的感知,累积的每日自主性与 LMX 的变化相关。我们的理论驱动模型强调了主管在解决 WFC 问题中的关键作用,并通过捕捉适应 WFC 所涉及的结构和过程的动态性质,响应了工作-家庭和 LMX 文献的呼吁。此外,我们的研究结果还强调了 LMX 关系如何使主管和下属双方受益。研究结果支持了 LMX 文献的应用,并通过记录解决 WFC 和 LMX 质量变化所涉及的复杂动态过程,推动了文献的发展。本文还讨论了实际意义、局限性和未来研究方向。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
A mutually beneficial process: Accommodating work-family conflict and strengthening leader-subordinate relations

The relationship between an employee and their immediate supervisor has an established impact on subordinate work-family conflict (WFC). Likewise, the leader-member exchange (LMX) relationship is a resource to address WFC both proactively and on an episodic basis. This study draws from LMX literature as a foundation to test a resource and socio-cognitively-based process model. The model purports that subordinates address WFC on a daily basis through the autonomy their LMX relationship provides; and, in turn, the LMX relationship evolves and strengthens. Using an experience sampling methodology over the course of ten business days, 130 individuals provided 1124 observations. Extending prior work linking LMX to WFC cross-sectionally, our model supported that LMX at the start of the study was linked with cumulative daily WFC through daily autonomy. Testing latent change in LMX, the model also supported that cumulative daily autonomy related to changes in LMX through cumulative daily WFC and perceptions of daily support. Our theoretically-driven model underlines the critical role of supervisors in addressing WFC and responds to calls in work-family and LMX literatures by capturing the dynamic nature of the constructs and processes involved in accommodating WFC. Moreover, our results highlight how LMX relationships stand to benefit both the supervisor and subordinate. Findings support the application of LMX literature and advance literature by documenting the complex and dynamic process involved in addressing WFC and changes in LMX quality. Practical implications, limitations, and future research directions are discussed.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信