Family Motivation of Supervisors: Exploring the Impact on Subordinates’ Work Performance via FSSBs Work-Family Balance Satisfaction
Yasin Rofcanin is a Reader (Associate Professor with Research Focus) of Organizational Behaviour and HRM at the University of Bath, School of Management, UK. He obtained his PhD in Organizational Behaviour and HRM from Warwick Business School, University of Warwick. Currently, he is an Associate Editor for Human Relations and Editorial Board Member of Journal of Organizational Behavior and Journal of Occupational Health Psychology. His research stream focuses on three areas: proactive work behaviors, work-family boundary management and individualization of human resource management practices. His research has appeared in journals including Human Relations, Journal of Organizational Behavior, Journal of Occupational and Organizational Psychology, Human Resource Management Journal, and Journal of Vocational Behavior, among others.
Family supportive supervisor behaviours (FSSB) have emerged as a powerful resource of informal support for the well-being and development of employees. However, research to date offers limited insight into the antecedents and underlying processes that may trigger FSSBs. Integrating the COR theory with research on FSSBs and family motivation, we investigate the association between family motivation of supervisors and FSSBs, and how the latter mediates the association between supervisors’ family motivation and subordinates’ work performance. Furthermore, drawing the concept of self-expansion from the COR theory, we examine the role of supervisors’ satisfaction with their work-family balance as a contextual variable influencing our proposed associations. Using matched and multi-source supervisor-subordinate data collected from an organization in Chile (196 subordinates, 75 supervisors), our findings revealed that FSSBs are mechanisms linking supervisors’ family motivation to subordinates’ work performance. Interestingly, this positive association is moderated by supervisors’ satisfaction with their work-family balance, such that the mediation of FSSBs is stronger for supervisors who are not satisfied with their work-family balance.