Department of Management, Gettysburg College.
Department of Psychology, Portland State University.
J Occup Health Psychol. 2016 Jul;21(3):296-308. doi: 10.1037/a0039961. Epub 2015 Dec 14.
Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record
培训主管以增加其家庭支持型主管行为(FSSB),在先前的杂货店环境中,对于家庭与工作冲突程度较高的员工,在员工的身体健康、工作满意度和离职意向方面,已证明具有显著的益处。我们在医疗保健环境中复制并扩展了这些结果,并增加了其他重要的员工结果(即员工敬业度、组织承诺和主管对工作绩效的评价),并考虑了 FSSB 背后的 4 个维度的作用。使用准实验、前测后测设计,143 名医疗保健员工在大约 10 个月的时间里分两次完成了调查,同时他们的主管对员工的工作绩效进行了评价。在这些调查之间,我们为他们的主管提供了 FSSB 培训;其中 86 名(71%)主管参与了培训。结果表明,通过员工对主管整体 FSSB 的看法的变化,FSSB 培训对员工工作绩效、组织承诺、敬业度、工作满意度和离职意向的变化产生了显著的、有益的间接影响。进一步的分析表明,这些间接影响主要归因于 FSSB 的创造性工作-家庭管理维度的变化。