Integrating Family Supportive Supervisor Behaviors (FSSB with Flexibility I-Deals)
Mireia Las Heras is an associate professor at IESE Business School, University of Navarra, Spain, where she serves as the Director of the International Center for Work and Family. She is an Industrial Engineer by training, holds an MBA from IESE Business School, and a Doctorate in Business Administration from Boston University. She is the head of the IFREI research project, which involves a network of researchers from over 10 countries. She chairs the International Work Family Conference in Barcelona and the Women in Leadership Conference every two years, which brings together researchers from all over the world. Her research has appeared in journals including Human Relations, Journal of Organizational Behavior, Journal of Vocational Behavior, Journal of Occupational Organizational Psychology and Human Resource Management Journal.
Requests for flexible work practices have become commonplace, with the aim of helping employees perform more effectively in both their private and work lives. One path for employees to secure flexible work is through the negotiation of individualized work arrangements, also known as "i-deals". This study provides valuable insights into the nomological network of schedule-flexibility i-deals by drawing on the Conservation of Resources (COR) theory. We propose that, via resource accumulation, schedule-flexibility i-deals are a mechanism through which the emotional support of supervisors promotes employees' family performance and reduces deviant work behaviors. Drawing further on the COR framework, we examine two boundary conditions that guide employees' resource investment: perception of family-friendly environment and prosocial motivation. We collected multi-source data from employees working in South America and tested our hypotheses using structural equation modeling. Our results provide support for the key mediating role of schedule-flexibility ideals. Moreover, the indirect relationship between supervisors' emotional support and family performance through schedule-flexibility i-deals is stronger in family-friendly organizational contexts, as well as when employees are prosocially motivated. Our results also show that, contrary to the expected effect, when prosocial motivation is high, employee supervisors' emotional support is positively linked to deviant behaviors. We contribute to the literature by emphasizing the roles of perceived resources at the levels of leaders (i.e., supervisors' emotional support), context (supervisors' perceptions of a family-friendly environment), and individuals (employees' prosocial motivation). We demonstrate the importance of these resources in establishing and sustaining schedule-flexibility i-deals.