Article 5, Volume 3 Issue 1:

Well-being and engagement as predicted by fit and misfit of work to family supervisor interruption behaviors and – subordinate interruption tolerance

Author

Mireia Las Heras Maestro – (IESE Business School – Managing People in Organizations)

Sowon Kim – (Ecole hôtelière de Lausanne – University of Applied Sciences Western Switzerland)

Pablo Ignacio Escribano – (IESE Business School – Managing People in Organizations)

Anneloes Raes – (IESE Business School – Managing People in Organizations)

Received October 21, 2016; accepted November 6, 2016.

Abstract

The purpose of our study is to examine the effects of alignment and misalignment between supervisor’s work-to-family interruptive behaviors and subordinate’s tolerance for such interruptions on the latter’s well-being and engagement. Based on 582 supervisor-subordinate dyads, we find that alignment (the degree of similarity between the supervisor and subordinate) is not always significantly better than misalignment. In fact, our results show that when supervisor shows a low level of work-to-family interruptive behaviors while subordinate has a high tolerance for such interruptions increases subordinate’s well-being and engagement. When supervisor shows a high level of work-to-family interruptive behaviors while subordinate has a low tolerance for such interruptions, subordinate’s well-being and engagement decrease. Implications and future research directions are discussed.

El propósito de nuestro estudio es examinar los efectos de la alineación y la desalineación entre las conductas de interrupción del trabajo a la familia del supervisor y la tolerancia del subordinado a tales interrupciones en el bienestar y compromiso de este último. Con base en 582 díadas supervisor-subordinado, encontramos que la alineación (el grado de similitud entre el supervisor y el subordinado) no siempre es significativamente mejor que la desalineación. De hecho, nuestros resultados muestran que cuando el supervisor muestra un bajo nivel de conductas disruptivas de trabajo a familia mientras el subordinado tiene una alta tolerancia a tales interrupciones, aumenta el bienestar y el compromiso del subordinado. Cuando el supervisor muestra un alto nivel de conductas de interrupción del trabajo a la familia, mientras que el subordinado tiene una baja tolerancia a tales interrupciones, el bienestar y el compromiso del subordinado disminuyen. Se discuten las implicaciones y las futuras direcciones de investigación.

Citation

Las Heras, M., Kim, S., Escribano, P., & Raes, A. (2016). Well-being and engagement as predicted by fit and misfit of work to family supervisor interruption behaviors and–subordinate interruption tolerance. European Accounting and Management Review3(1), 93-123.

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