Work‐related helping and family functioning: A work–home resources perspective

When experiencing nice interactions at work: Good sleep quality via well-being

Based on the Work-Home Resources Model and Conservation of Resources Theory, we develop dual mechanisms by which nice interactions (patients' compliments and coworkers' informational support) predict sleep quality. Specifically, we expect these nice interactions to help individuals conserve their personal energy in the form of less cognitive depletion (a cognitive process) and diminished physical fatigue (a physical process). Further, we propose employees utilise their energy resources to experience better sleep quality. To test the proposed model, we utilised an experience-sampling method by recruiting 223 female nurses working in a regional university hospital in South Korea. Specifically, we measured nice interactions and personal resources at 3 PM on Day t and sleep quality at 5-6 AM on Day t + 1, and we administered the questionnaire for 10 consecutive days. Overall, after removing 79 invalid observations (not completing questionnaire in a timely manner), we had a final total of two-wave 1997 daily observations from 223 nurses. Receiving more compliments from patients and more information from coworkers positively affects nurses' cognitive energy (less cognitive depletion) and physical energy (less physical fatigue), which predicts better sleep quality. Finally, results supported indirect effects of these nice interactions on sleep quality via cognitive and physical processes.

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 social psychology of work engagement: state of the field

Purpose

Research on work engagement is flourishing and shows important links between work engagement and career success. However, a systematic account of the social-psychological origins of engagement is largely lacking. In the paper, the author develops a theoretical model and discusses how employees actively influence and are influenced by employees' leader's, colleagues' and partner's work engagement.

Design/methodology/approach

The author integrates literatures on emotional contagion, team work engagement, leadership, proactive work behavior and work-to-family spillover. This results in a model of the social-psychological processes involved in work engagement.

Findings

Work engagement is the result of various social-psychological processes. First, work engagement is contagious – colleagues, leaders and the intimate partner can be important causes of engagement. Second, work engagement emerges at the team-level when team members collectively experience high levels of vigor, dedication and absorption. Team members of engaged teams synchronize their activities well and perform better. Third, leaders may influence employee work engagement through fast (unconscious) and slow (conscious) influence processes. Fourth, employees may use social forms of proactive behavior to stay engaged in their work, including job crafting and playful work design. Finally, work engagement may spill over and enrich the family domain. The social-psychological model of work engagement shows how leaders, followers and family members provide, craft and receive (i.e. exchange) resources and facilitate each other's work and family engagement.

Practical implications

Organizations may increase work engagement by using social-psychological interventions, including training sessions that foster fast and slow leadership, team-boosting behaviors and (team-level) job crafting and playful work design.

Originality/value

Whereas most previous studies have focused on job demands and resources as possible causes of work engagement, the present article outlines the state of the field regarding the social-psychological processes involved in engagement.

The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work-Family Conflict Through Coworker Support

The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee work–family conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N = 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions.