Mediating role of meaningful work and vocational identity on the relationship between perceived family supportive supervisor behaviour and career satisfaction

The Roles of Proactive Personality and Career Satisfaction in the Impact of Employer Brand Attributes Congruence on Creativity

Although the relationship between employer brand and employee creativity has become a popular theme, this nexus is indirect and ambiguous. Additionally, most studies ignore the consistency of instrumental and symbolic attributes when discussing the consequences of employer brand. This study explored the mechanism of employer brand attributes congruence on employee creativity through career satisfaction, and further revealed the moderating role of proactive personality. Based on the cue consistency theory and the social information processing theory, a polynomial regression model was created and a response surface analysis was conducted using 488 paired questionnaires. The results showed that employer brand attributes congruence impacted employee creativity via career satisfaction. A consistent employer brand strategy is more effective for the creativity of less proactive individuals, while a high-level proactive personality can compensate for the deficiencies of employer brand attributes incongruence. The results complemented employer brand research from the perspective of the instrumental-symbolic attribute configuration and provided supportive empirical evidence of employer brand practices aiming at improving employee creativity. This study has certain practical implications for HR practitioners.

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work-Life Balance

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work-life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work-life balance in remote workers' job satisfaction. It is suggested that companies adopt policies and practices that encourage work-life balance as well as a favorable supervisory environment.

Mediation of work-family support and affective commitment between family supportive supervisor Behaviour and workplace deviance

Employees' Workplace Deviant Behavior (WDB) is an organizational threat to its sustainability. This study examines the impact of the supervisors' role in improving organizational behavior because of the gap in the body of knowledge indicating the inconsistency, paucity, and uncertainties of relationships between variables when relating to their underpinning theories. The conceptualized model consists of the impact of family supportive supervisor behavior (FSSB) on workers' workplace deviant behavior (WDB) while considering Affective Commitment and Work-Family Supportive Behavior Attribution between the key variables. In terms of methodology, this quantitative study analyzed 321 valid surveys through descriptive and inferential statistics to ascertain if FSSB negatively impacts employees' WDB. As findings and novelty of this study, FSSB is found to negatively affect employees' WDB, while affective commitment mediates between FSSB and employees' WDB. Work-family supportive behavior attribution and personal life attribution of employees moderated the negative relationship between affective commitment and WDB, while work productivity attribution of employees had no significant effect as a moderator. With three (out of four) hypotheses supported by empirical evidence, this research has broadened previous studies of workers' WDB and offers organizations theoretical and practical recommendations for managing employees' WDB. More studies could be conducted in the future to address limitations in this research, examine other related theories in a new context, location, and/or culture, or select other suitable research methods.

The effect of family supportive supervisor behavior on teachers' innovative behavior and thriving at work: A moderated mediation model

Objective

In today's society, teachers are increasingly focused on the harmonious development of work and family. However, few studies have discussed family supportive supervisor behavior to promote teachers' innovative behaviors and thriving at work. The study explores the mechanisms of family-supportive supervisor behaviors on teachers' innovative behaviors and thriving at work.

Methods

In this study, we adopt a questionnaire-based follow-up study of 409 career married teachers in Northwest China at three time points based on the Work-home Resource Model and Resource Conservation Theory.

Results

The results indicate that family supportive supervisor behavior has a significant positive predictive effect on teachers' innovative behavior and thriving at work, and work-family enrichment mediates between this relationship. In addition, proactive personality moderates the relationship between family-supportive supervisor behavior and work-family enrichment and the mediating role of work-family enrichment.

Conclusion

Prior research has focused more on the impact of job characteristics within the work domain on work innovation behavior and thriving at work, and some studies have explored the impact of family-level factors on teacher behavior, but more often than not, they have been described based on a conflict perspective. This paper explores the positive impact of family-supportive supervisor behavior on teachers' innovative behaviors and thriving at work from a resource flow perspective and identifies its potential boundary conditions. This study extends theoretical research on family-work relationships while providing new grounding and research perspectives for improving teacher work and family enrichment.

The effect of corporate social responsibility on employee advocacy behaviors: a perspective of conservation of resources

Purpose

Despite past studies revealed the positive effect of corporate social responsibility (CSR) on consumer advocacy behavior, little research has paid attention to employee advocacy behavior. This research aims to examine the relationship between CSR and employee advocacy behavior, the mediating role of meaningful work as well as the moderating effect of person–supervisor fit on CSR perception – meaningful work relationship.

Design/methodology/approach

This study used 263 employee samples to examine the relationship between CSR and employee advocacy behavior and its influence mechanism. Hierarchical regression analyses and bootstrap approach were applied to analyze the data.

Findings

The results show that CSR perception is positively related to employee advocacy behavior, meaningful work mediates the link between CSR perception and employee advocacy behavior, and the strength of the relationship between CSR perception and meaningful work depends on person–supervisor fit.

Research limitations

This study only investigated the effect of perceived CSR on employee advocacy behavior, future studies should explore the alternative mediation mechanism through which external/internal CSR perception or different CSR dimensions influence employee advocacy behavior.

Practical implications

This study has practical implications for organizational managers. First, firms should undertake CSR practices and make employee interpret them in a right way. Second, meaningful work is of significance for employees and training and development, challenging jobs and job rotation are conducive to create a sense of meaning in employees’ work.

Originality/value

This study discussed how and when CSR influences employee advocacy in the Chinese context.