Transcript Effects of Family Supportive Supervisor Behaviors

Effects of FSSB on Health and Job Related Outcomes
Dorothy Johnson, Jaime Henning, Ph.D., Yoshie Nakai, Ph.D., Richard Osbaldiston, Ph.D.
Industrial-Organizational Psychology Program, Department of Psychology, Eastern Kentucky University
Abstract
Method
 Organizations have been implementing
family-friendly benefits to help with the
increasing demand of dependent care
responsibilities. These benefits have been
underutilized (Allen, 2009). One reason is
due to the lack of supervisor support.
Researchers have identified the underlying
behaviors of a family supportive supervisor
and has termed them family supportive
supervisor behaviors (FSSB).
Participants & Procedures
 Teaching Employees were recruited from a community
and technical college located in the Southeastern United
States to complete and online survey via email.
 This study examined the processes
underlying how family supportive
supervisor behaviors (FSSB) influence
positive job and health related outcomes,
specifically affective commitment, job
satisfaction, and subjective well-being.
Background
 Job-Demands and Resources (JD-R)
 Social support and high quality relationships
buffer against job demands and strains
(Bakker & Demerouti, 2007).
Measures
 FSSB was measured using Hammer et al’s. (2009) 14item FSSB survey (α = .97).
Results
A path analysis was conducted that identified
direct and indirect effects.
Multiple-mediation analyses were also
conducted using procedures outlined by
Preacher and Hayes (2008).
Limitations & Future Research
Limitations
 Cross-sectional design
 Self-report data
 Bi-directional WFC & WFE
Future Research
 Mediation of FSSB on WFC & WFE through
work engagement
 No direct effect of FSSB on WFC & WFE
 Other mechanisms like work engagement
may also mediate this relationship
 Work engagement was assessed with the abbreviated
Utrecht Work Engagement Scale (UWES-9; Schaufeli,
Bakker, & Salanova, 2006) (α = .92).
 Work-to-family conflict was assessed using the 3-item
scale developed by Grzywacz et al. (2006) (α = .95).
 Nature of the job
 Direct effects of WFC on subjective wellbeing but not job related outcomes
 Odle-Dussea et al. (2012) found otherwise
 Autonomy in job may have an influence
 Work-to-family enrichment was measured with a short
form of the 18-item measure created by Carlson et al.
(2006) (α = .89).
 Affective commitment was assessed using the 8-item
scale developed by Allen and Meyer (1990) (α = .93).
 Demographic differences
 Test model according to demographics
 Job satisfaction was measured using 3 items from the
Michigan Organizational Assessment Questionnaire
(Cammann et al., 1983) (α = .74).
References
Allen, T. D. (2001). Family-supportive work
environments: The role of organizational
perceptions. Journal of Vocational Behavior, 58,
414-435. doi:10.1006/jvbe.2000.1774
 Subjective well-being was assessed using the 12 item
general health questionnaire (Banks et al., 1980) (α =
.88).
 Conservation of Resources (COR)
 Individuals with more resources are less
likely to experiences resource loss and
are more apt to gain further resources
(Gain Spirals).
Bakker, A. B., & Demerouti, E. (2007). The jobdemands-resources model: State of the art. Journal
of Managerial Psychology, 22, 309-328.
Cook, A. (2009). Connecting work—family policies to
supportive work environments. Group &
Organization Management, 34, 206-240.
Mediation analyses found that WFE mediated
the relationship between work engagement and
all outcome variables while WFC only mediated
the relationship between work engagement and
subjective well-being.
Implications
 Training,
 Selection
 Performance Appraisal
 Informal Sources of Support
Hammer, L. B., Kossek, E. E., Zimmerman, K., &
Daniels, R. (2007). Clarifying the construct of
family-supportive supervisory behaviors (FSSB); A
multilevel perspective. In P. L. Perrewe, D. C.
Ganster (Eds.), Exploring the work and non-work
interface(pp. 165-204). US: Elsevier Science/JAI
Press.
Hobfoll, S. E. (1989). Conservation of resources: A new
attempt at conceptualizing stress. American
Psychological Association, 44, 513-524..
Odle-Dusseau, H. N., Britt, T. W., & Greene-Shortridge,
T. M. (2012). Organizational work-family resources
as predictors of job performance and attitudes: The
process of work-family conflict and enrichment.
Journal of Occupational Health Psychology, 17, 2840. doi:10.1037/a0026428