Pavithra Sampath

Bio: Pavithra Sampath is an academic researcher from Indian Institute of Technology Madras. The author has contributed to research in topics: Work–family conflict. The author has an hindex of 2, co-authored 4 publications receiving 47 citations.

Crossover of Work–Family Experiences from Supervisors to Subordinates: A Position Paper:

Abstract: Work–family experiences, such as work–family conflict and work–family enrichment, not only spill over from one role domain to another but also cross over from one role occupant (e.g., a partner in a dual-career couple or a supervisor in a work setting) to the other member in a dyad (e.g., the other partner in a dual-career couple or a subordinate in a work setting). Review of the literature suggests that studies using crossover models in work–family experiences, especially in work–family enrichment, are limited. Rarely studies have explored the processes through which the crossover takes place. Moreover, not many studies have considered supervisor–subordinate dyads as units of analysis in work–family literature. With this backdrop, the present article aims to put forth a few propositions to examine the crossover of work–family experiences from a supervisor to his/her subordinates. It posits that a supervisor’s work– family experiences may influence the perception of family supportive work-environment and ...

Exploring the moderating effect of susceptibility to emotional contagion in the crossover of work–family conflict in supervisor–subordinate dyads in India

Abstract: The purpose of this paper is to study the applicability of a crossover model of work–family conflict (WFC) in the work setting among supervisor–subordinate dyads. It examines the positive association between supervisor’s WFC and subordinate’s WFC and analyses the moderating effect of subordinate’s susceptibility to emotional contagion (SEC).,Data were gathered using a questionnaire survey method and tested in 193 matched supervisor–subordinate dyads from select organisations representing the services sector in India.,The authors found a significant direct crossover path from the supervisor to his/her subordinate’s WFC. The effect of supervisor reported WFC on subordinate reported WFC was found to be strong when the subordinate displayed higher SEC with his/her supervisor.,Examining the crossover of WFC contributes to theory by broadening crossover research to include transmission of negative experiences in the work context. This study significantly adds to emotional contagion theory by substantiating the existence of WFC contagion in supervisor–subordinate dyads. Given the constraints of cross-sectional research design, future research should replicate these findings using a larger sample in other cultural contexts as well to generalise the results. Future research should consider using longitudinal data and including information from both the supervisor and the subordinates collected at different points in time. Crossover of positive work–family experiences (e.g. work–family enrichment) and the role of other individual difference variables such as the personality of the subordinates, empathy, etc., could also be considered.,Supervisors should be advised of the potential adverse effects of their WFC and organisations should be made cognizance of the impact that the WFC of employees can have on their job outcomes. Organisations should provide the required formal and informal support to their employees to deal with their WFC efficiently.,This study has attempted to examine the crossover of WFC in supervisor–subordinate dyads and the potential effect of one of the individual difference variables namely SEC. To the best of the authors knowledge, it has rarely been examined earlier.

Crossover of work–family conflict in supervisor–subordinate dyads in India: does LMX matter?

Abstract: This study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.,The authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.,Results confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.,The findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.,Supervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.,Examination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.

The Crossover of Work-Family Experiences among Supervisor-Subordinate Dyads in India

Abstract: Introduction Contemporary socio-demographic landscape, increased number of dual earner couples in the workforce, technological and market changes which demand 24/7 business hours and pressure on individuals for sufficient financial stability have squeezed the distinction between the work and family role domains of an individual. This has significant implications for work-family balance (Nair, 2013; Nayeem & Tripathy, 2012; Pandu, Balu & Poorani, 2013). Researchers have applied various frameworks to study the link between the two integral spheres of life, work and family. Among these, the conflict framework has occupied a respectable space in the literature of work-family balance/interaction. Conflict framework (Greenhaus & Beutell, 1985) assumes that work and family are two different role domains. They have different sets of demands and responsibilities. Investment of more time and energy in one role will make it difficult to perform efficiently in the other, leading to WFC. Studies on WFC have extensively used spillover and crossover models which suggest that demands or strains from one role domain are carried over to the other role domain (Bakker & Demerouti, 2013; Van Emmerik & Peeters, 2009; Westman, 2001, 2005; Zhang, Foley & Yang, 2013). Spillover is a within-person across domains transmission of strain from one area of life to another whereas crossover involves transmission across individuals, where the demands and their consequent strain crossover between closely related individuals (e.g., from one partner to another partner in a dyad) (Westman, 2001). Along with the conflict framework, 'role expansion' framework (Marks, 1977) has also received sufficient attention in the literature. The underlying assumption of role expansion framework is that work and family do not always interfere with each other; rather they may overshadow the negative effects and benefit of each other leading to work-family facilitation (WFF). Several synonymous terms are used to describe the positive interaction between work and family such as positive spillover, work-family facilitation, work-family synergy and work-family enrichment (Allis & O'Driscoll, 2008; Greenhaus & Powell, 2006; Masuda, McNall, Allen & Nicklin, 2012; Wayne, Musisca & Fleeson, 2004). WFF is defined as the extent to which an individual's engagement in one life domain (i.e., work/family) provides gains (i.e., developmental, affective, capital, or efficiency) which contribute to enhanced functioning of another life domain (i.e., family/work) (Carlson et al., 2006; Wayne, Grzywacz, Carlson & Kacmard, 2007). Impacts of WFF on individuals have been widely studied using the spillover model and application of cross over model in WFF research is scarce (Carlson et al., 2011). Studies using crossover models majorly have been conducted in the Western context which provides impetus to examine the same in the socio-cultural context of India. Also, studies have mostly focused on crossover of stress, strain, burnout and engagement. Rarely attempts have been made to integrate both WFC and WFF in a research model and examine the crossover of the same in supervisor and subordinate dyads in a workplace setting. Given the rise of jobs involving team work (Carlson et al., 2011; Van Emmerik & Peeters, 2009), examination of crossover of work-family experience between supervisors and subordinates requires attention from researchers. Work-Life Balance & Supervisor-subordinate Relationships Research has considerably highlighted the importance of work-life balance for organizational and individual performance (Chawla & Sondhi, 2011). With the increase in WFC, there is decrease in work-life balance (Chawla & Sondhi, 2011) and job satisfaction (Baral, 2016) and increase in turnover intention and burnout levels (Nayeem & Tripathy, 2012). Indians, being a part of a collectivist culture, give high priority to fulfill their family and social responsibilities (Hofstede, 2001; Rathi & Barath, 2013). …

Reconsidering work-family interactions and satisfaction: A meta-analysis: (518422013-318)

Abstract: Researchers studying work—family conflict, and to a lesser extent work—family enrichment, have often relied on Frone, Russell, and Cooper’s domain specificity model to explain the relationships between bidirectional work—family interactions and family and job satisfaction. However, in more recent times, theorists have proposed an alternative model, the source attribution perspective, which predicts a different pattern of relationships. Using meta-analytic path analysis, the present study compared competing hypotheses to examine the relative merits of each theory for both positive and negative work—family interactions. The results universally supported the less popular source attribution perspective. The moderating role of gender in the pattern of relationships was also considered.