Exploring the moderating effect of susceptibility to emotional contagion in the crossover of work–family conflict in supervisor–subordinate dyads in India
TL;DR: In this article, the applicability of a crossover model of work-family conflict (WFC) in the work setting among supervisor-subordinate dyads was studied. But, the crossover model was not considered in this paper.
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.
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TL;DR: A comprehensive review of the existing work-family literature from 1985 to the present can be found in this paper, emphasizing papers since 2005 in order to highlight the gaps and limitations in current research.
Abstract: What are the current critical gaps in the work-family (WF) field that may have potential for future research opportunities? This comprehensive review presents a synthesis and critique of the evolution of the existing WF literature from 1985 to the present, emphasizing papers since 2005 in order to highlight the gaps and limitations in current research. Our study classifies the current research into five broad themes: (1) definitions, (2) theories, (3) antecedents and outcomes of WF conflict and enrichment, (4) WF policies, and (5) methodological approaches. Future research opportunities in the field include a deeper understanding on how to cope effectively when WF conflict, how to achieve WF enrichment, how do different type of employees experience the WF interface, and how can researchers address methodological problems (causality, endogeneity, simultaneity, effect size and self-selection bias) to better handle the complexity of WF issues.
4 citations
TL;DR: Based on the affective events theory, the authors examined the impact of emotional leadership on the subordinates' job performance, the mediating role of subordinates' positive emotions, and the moderation role of susceptibility to positive emotion.
Abstract: Employees' emotions have an important effect on their job performance, thus leaders can influence subordinates' emotions through emotional contagion and emotional appeal and ultimately affect their job performance. Based on the affective events theory, this study examines the impact of emotional leadership on the subordinates' job performance, the mediating role of subordinates' positive emotions, and the moderating role of susceptibility to positive emotion. Hierarchical regression analysis of 362 valid questionnaires showed that: (1) emotional leadership has a significant positive effect on subordinates' job performance; (2) subordinates' positive emotion partially mediated the relationship between emotional leadership and subordinates' job performance; (3) subordinates' susceptibility to positive emotion positively moderated the relationship between emotional leadership and positive emotions, i.e., the higher the subordinates' susceptibility to positive emotion, the greater the effect of emotional leadership on their positive emotions. This study validates affective events theory, deepens the understanding of the influence mechanism and boundary conditions of emotional leadership on subordinates' job performance, and provides some references for employee performance management.
4 citations
TL;DR: This work aims to find a state of art about work-family conflict, creating hypothesis where this problem has been exacerbated by 2020 due to important society modifications created by COVID-19.
Abstract: Purpose: Work-family conflict is an important topic which had an evolution, starting from a static definition, where work and family domains were divided, to a more dynamic and complex balance. COVID-19 has influenced society and created a significant distress among families and working activity, and this topic has been characterised by a major interest, considering some old definitions where this balance was considered problematic but not as an enriching opportunity. Design/methodology/approach: The authors used SCOPUS to find all records mentioning work-family conflict, by considering book, article and review, excluding conference paper and considering only records written in English language. After a duplicated and not pertinent record removal, the authors obtained a number of 675 records. The authors considered 437 records from SCOPUS to create a cluster map. Findings: Using SCOPUS and VOSviewer the authors have clustered 5 different areas, which are regrouped in next clusters considering keywords with most co-occurrence and significancy: Work-life balance and burnout gender cluster job stress and performance social and family support job satisfaction. Research limitations/implications: Cluster map is origined only by SCOPUS database. Originality/value: This work aims to find a state of art about this topic, creating hypothesis where this problem has been exacerbated by 2020 due to important society modifications created by COVID-19, where recent evolution of work-family balance has been complicated by papers which come back to consider this balance as problematic. © 2021, Tancredi Pascucci, Brizeida Hernandez Sanchez and Jose Carlos Sanchez Garcia.
4 citations
18 Aug 2020
TL;DR: In this article, the crossover of work-family conflict (WFC) from supervisors to subordinates employed in conventional work settings was investigated, and the crossover was found to be lower in the event of higher LMX quality.
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.
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
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01 Jan 1991TL;DR: In this article, the effects of predictor scaling on the coefficients of regression equations are investigated. But, they focus mainly on the effect of predictors scaling on coefficients of regressions.
Abstract: Introduction Interactions between Continuous Predictors in Multiple Regression The Effects of Predictor Scaling on Coefficients of Regression Equations Testing and Probing Three-Way Interactions Structuring Regression Equations to Reflect Higher Order Relationships Model and Effect Testing with Higher Order Terms Interactions between Categorical and Continuous Variables Reliability and Statistical Power Conclusion Some Contrasts Between ANOVA and MR in Practice
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TL;DR: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when time devoted to the requirements of one role makes it difficult to fulfill requirements of another.
Abstract: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
6,275 citations
TL;DR: This paper developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC) using conceptualizations consistent with the current literature.
Abstract: Researchers report on a 3-sample study that developed and validated short, self-report scales of work-family conflict (WFC) and family-work conflict (FWC). Using conceptualizations consistent with the current literature, the researchers offer content domains and definitions of the constructs. Advocated procedures were used to develop the scales and test dimensionality and internal consistency. Estimates of construct validity are presented by relating the scales to 16 other on- and off-job constructs. Mean-level difference tests between WFC and FWC also provide evidence of validity.
3,093 citations