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 Review, 3(1), 93-123.
Figures
Keywords
- Work-to-family interruption
- Person-supervisor fit
- Boundary management
Palabras clave
- Interrupción de trabajo a familia
- Ajuste de supervisor de persona
- Gestión de límites
Share this article
Related Posts
Article 3, Volume 10 Issue 1
Web communication of the SDGs in Catalan universities Author Núria Arimany-Serra – (Universitat de Vic – Universitat Central de Catalunya) Anna Sabata-Aliberch – (Universitat de Vic – Universitat Central de Catalunya) Josep Burgaya – (Universitat de Vic – Universitat Central de Catalunya) DOI: 10.26595/eamr.2014.10.1.3 Download PDF View HTML Received May 1, 2024; accepted October 19,
Article 2, Volume 10 Issue 1
WPPM Index Reporting – How can the key figure of women’s quota be appropriately integrated into a reporting system? Author Bettina Binder – (Hochschule Pforzheim) DOI: 10.26595/eamr.2014.10.1.2 Download PDF View HTML Received October 31, 2023; accepted June 13, 2024. Abstract English While women in particular were employed less or not at all in the companies
Article 1, Volume 10 Issue 1
Analysis of the sustainability of swimming pools: Water and energy cycles Author Núria Arimany-Serrat – (Universitat de Vic – Universitat Central de Catalunya) Juan José Gómez Guillén – (Universitat de Vic – Universitat Central de Catalunya) DOI: 10.26595/eamr.2014.10.1.1 Download PDF View HTML Received February 25, 2024; accepted April 9, 2024. Abstract English The objective of