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1 – 10 of over 16000Teidorlang Lyngdoh, Ellis Chefor and Bruno Lussier
Salespeople’s unethical behaviors have been the subject of extensive academic research and practitioner outcry. High pressure, complex selling environments and extant methods of…
Abstract
Purpose
Salespeople’s unethical behaviors have been the subject of extensive academic research and practitioner outcry. High pressure, complex selling environments and extant methods of monitoring, control and compensation of salespeople have been found to lead to short-term sales behaviors, such as lying, that are detrimental to both customers and firms in the long run. Furthermore, work and family pressures can lead to unethical sales behaviors. However, research on the impact of the social environment on unethical behaviors in sales is scant. This study aims to examine the impact of social factors (e.g. supervisor support and family work support) on salespeople’s unethical behaviors as a social exchange process in an emerging market context where work and family pressures are high. Specifically, the mediating role of emotional and cognitive engagement on the relationship between social support and unethical behaviors is investigated.
Design/methodology/approach
An empirical study was conducted to examine the relationship between social support (family work support and supervisor support), engagement (emotional and cognitive) and unethical behaviors. Survey data were collected from 496 salespeople from multiple industries in India, and partial least squares structural equation modeling was used to test the hypothesized relationships. In addition, post hoc qualitative interviews were conducted with 15 salespeople to corroborate the findings.
Findings
Supervisor support is positively related to emotional and cognitive engagement and negatively related to unethical behaviors. Contrary to our hypothesis, family work support is positively related to unethical behaviors. However, this relationship becomes negative when the salesperson is emotionally and cognitively engaged with their work.
Research limitations/implications
This research enhances the understanding of the antecedents of unethical behaviors in sales. Supervisor support, emotional engagement and cognitive engagement reduce unethical behaviors. However, family work support increases unethical behaviors. The relationship between social support (supervisor and family work) and unethical behaviors is mediated by emotional and cognitive engagement. These findings offer sales managers dealing with increasing work and family pressures and the blurring of personal and professional life a way to motivate their sales force to act in a manner that benefits customers and the firm in the long run.
Practical implications
The findings offer insights on how sales managers and organizations can help design supportive work environments for their salespeople to help reduce unethical behaviors. The findings also highlight the importance of understanding salesperson family values during the hiring process and keeping salespeople engaged, especially while they work from home, are isolated from their work environment and spend more working hours at home with family members.
Originality/value
To the best of the authors’ knowledge, the current research is the first to investigate the impact of family work support on unethical behaviors. This is timely and valuable as the current COVID-19 pandemic has increased the number of salespeople working from home, reduced sales performance and increased anxiety due to economic uncertainty, all of which could encourage unethical sales behaviors. This paper is also the first to investigate the mediating role of engagement on the effects of social support on unethical behaviors.
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Leslie B. Hammer, Ellen E. Kossek, Kristi Zimmerman and Rachel Daniels
The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are…
Abstract
The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.
Rupashree Baral and Shivganesh Bhargava
This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life…
Abstract
Purpose
This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.
Design/methodology/approach
Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.
Findings
Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.
Research limitations/implications
The correlational design prevents conclusions about causality.
Practical implications
The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.
Originality/value
The study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.
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This study aims to examine the moderating effects of perceived supervisor support (work environment variable) and internal locus of control (personality variable) on the…
Abstract
Purpose
This study aims to examine the moderating effects of perceived supervisor support (work environment variable) and internal locus of control (personality variable) on the relationship of work‐family conflict with job satisfaction.
Design/methodology/approach
Questionnaire surveys were administered. Data were collected from correctional officers in Taiwan. Hierarchical regression analysis was used to test the hypotheses.
Findings
Results show that work‐family conflict has a negative effect on job satisfaction. Perceived supervisor support and internal locus of control not only have direct effects on job satisfaction but also significantly moderate the relationship between work‐family conflict and job satisfaction.
Practical implications
This study suggests that a supportive leadership style, and a mentoring and training program, among others, may help reduce work‐family conflict and increase the job satisfaction of Taiwanese correctional officers.
Originality/value
This study contributes to the extant work‐family conflict and correctional literature. The moderating effects of perceived supervisor support and internal locus of control are explored to further elaborate on the relationship between work‐family conflict and job satisfaction.
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Helen Lingard, Valerie Francis and Michelle Turner
This research aims to explore the relationship between work time demands, work time control and supervisor support in the Australian construction industry.
Abstract
Purpose
This research aims to explore the relationship between work time demands, work time control and supervisor support in the Australian construction industry.
Design/methodology/approach
A survey was undertaken with waged and salaried construction workers in two construction organizations (n=261).
Findings
Work time demands were positively correlated with time‐ and strain‐based work interference with family life (WIF) but inversely correlated with time‐ and strain‐based family interference with work (FIW). Work‐family enrichment was inversely correlated with work time demands and positively correlated with both work time control and social support from one's supervisor. Respondents with high work time demands and low work time control (or low supervisor support) reported the highest levels of time‐ and strain‐based WIF. The lowest levels of WIF were reported by respondents in low work time demands and high work time control (or high supervisor support) jobs classifications. However, jobs high in both work time demands and work time control reported the highest levels of work‐to‐family enrichment.
Research limitations/implications
The results suggest that work‐family conflict and work‐family enrichment should be treated as two distinct concepts in work‐family research and that the job demands‐control theory is helpful in explaining work‐family conflict but that alternative theories are needed to explain positive work‐family interactions.
Practical implications
The practical implication of the research is that reducing work time demands may be helpful in reducing work‐family conflict but that the provision of work domain resources is probably required to enable positive work‐family interactions.
Originality/value
Previous work‐family research has focused on job demands and resources separately, while the job strain literature has focused on the impact of job demands and the key resources of social support. The originality of this research is that it examines the extent to which different configurations of job demand and resource can explain experiences at the work‐family interface.
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Bi‐Fen Hsu, Wan‐Yu Chen, Mei‐Ling Wang and Yen‐Yu Lin
Previous studies of manufacturing management have ignored a critical theme: the relationship between supervisory support and work‐family conflict. This paper aims to explore the…
Abstract
Purpose
Previous studies of manufacturing management have ignored a critical theme: the relationship between supervisory support and work‐family conflict. This paper aims to explore the link between interpersonal relationships, guanxi, leader‐member exchange (LMX) theory, emotional intelligence (EI), supervisory support, and work‐family conflict.
Design/methodology/approach
The unit of analysis of this research is the dyad; the paper gathered 244 valid questionnaires from workers in traditional industries in Taiwan and China. Multiple regression analyses were used to analyze the data and to test the hypotheses.
Findings
The paper finds that supervisory support for work‐family conflict has faded in traditional industries. And, it finds that leaders with a higher level of LMX and expressive ties to their subordinates tend to offer a higher level of supervisory support, but that leaders with higher level of instrumental ties to their subordinates tend to offer lower levels of support. Finally, the survey results also show that a leader's level of EI is not related to supervisory support.
Originality/value
The research combines Western concepts of relationships with the Eastern concept of guanxi with the goal of clarifying the transfer of management concepts and exploring the explanatory power of guanxi in Chinese society. Although the empirical results of this study do not totally agree with expectations, they treat the benefits of supervisors' EI for organizations from a new point of view.
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Varsha Yadav and Himani Sharma
The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work…
Abstract
Purpose
The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work-family conflict as a mediator.
Design/methodology/approach
Primary data were collected from 369 employees working in different organizations from the service sector in India. Smart PLS software was used to perform partial least square structural equational modeling.
Findings
The result confirms that both family-friendly policies and supervisor support negatively influences the work-family conflict. Also, work-family conflict partially mediates between family-friendly policies and job satisfaction as well as between supervisor support and job satisfaction. Also, supervisor support directly influences the job satisfaction of the employees.
Research limitations/implications
Management needs to know the relevance of work-life policies and supervisor support to increase job satisfaction and reduce employees’ work-family conflict. Results will be useful for implementing family-friendly policies and designing training courses for the supervisors. This will make the workplace more family-friendly.
Originality/value
This study creates value for the employees in meeting their family obligations by reducing their work-family conflict. Organizations are benefited by attracting positive outcomes like satisfied employees, which will, in turn, lead to a more productive and happier workforce. Studies examining the influence of these policies and supervisory support on job satisfaction with work-family conflict as the mediating variable are difficult to find in the Indian context.
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Cort W. Rudolph, Jesse S. Michel, Michael B. Harari and Tyler J. Stout
Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still…
Abstract
Purpose
Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population.
Design/methodology/approach
Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SEM) was used to test hypotheses. Multi-group analyses were conducted to test for differences in model fit and parameter estimates between the immigrant and non-immigrant subgroups.
Findings
The hypothesized model fit the data well, with a significant positive relationship between perceived organizational social support and perceived supervisor social support, a significant negative relationship between perceived organizational social support and work-to-family conflict, and a significant negative relationship between perceived supervisor social support and family-to-work conflict. Multi-group SEM, which offered acceptable model fit, suggests that perceived organizational social support is associated with reduced work-family conflict for immigrant but not for non-immigrant Hispanics, and perceived supervisor social support is associated with reduced work-family conflict for non-immigrant but not for immigrant Hispanics.
Research limitations/implications
Cross-sectional data do not allow for strong causal interpretations.
Practical implications
Perceived work social support is an important indicator of work-family conflict for both immigrant and non-immigrant Hispanics, although specific relationships can differ based on immigration status.
Originality/value
Few studies have investigated differences in work-family conflict between non-immigrant and immigrant Hispanics.
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Nida Gull, Muhammad Asghar, Mohsin Bashir, Xiliang Liu and Zhengde Xiong
This study aims to answer how family-supportive supervisor behavior (FSSB) reduces work–family conflict (WFC), family–work conflict (FWC) and employee turnover intention. Based on…
Abstract
Purpose
This study aims to answer how family-supportive supervisor behavior (FSSB) reduces work–family conflict (WFC), family–work conflict (FWC) and employee turnover intention. Based on the conservation of resources theory, this study examines the direct and indirect effects of emotional exhaustion between WFC/FWC and turnover intention. Moreover, this study explores FSSB moderated the role relationship between WFC/FWC and emotional exhaustion.
Design/methodology/approach
This study draws time-lagged data from two phases of a survey of health-care workers working in Chinese hospitals. In the first phase, data on WFC/FWC and turnover were collected from 407 workers. In second round, 387 employees express their feeling about emotional exhaustion and supportive supervisor behavior toward support family members. The data was collected from health-care workers, and a moderated mediation technique was tested using structural equation model-AMOS.
Findings
The findings of this study show that the positive relation between WFC/FWC and emotional exhaustion is high for employees with lower family-supportive supervisors than those with higher family-supportive supervisors. This finding provides further insight into the mechanism of how family and work conflicts impact turnover intention.
Originality/value
To the best of the authors’ knowledge, this is the first empirical study based on the conservation of resources theory, the relationship between WFC/FWC and turnover intention, considering the mediating role of emotional exhaustion and the moderating effects of FSSB. This paper proposes that FSSB can reduce WFCs, addressing a significant research gap in the literature.
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Neena Gopalan, Murugan Pattusamy and Kamala Gollakota
Numerous studies on Western samples exist on work–family conflict (WFC) and work–family enrichment (WFE). Generalizing such results to other cultures may lead to erroneous…
Abstract
Purpose
Numerous studies on Western samples exist on work–family conflict (WFC) and work–family enrichment (WFE). Generalizing such results to other cultures may lead to erroneous interpretations of results. The present study emphasizes the role of different types of support on both work–family conflict and enrichment among university faculty in India.
Design/methodology/approach
An online survey was administered to university faculty in India. Hierarchical regression analyses were used to test the hypotheses.
Findings
Results based on a sample of 199 university faculty in India indicated that supervisor and coworker support did not significantly reduce work–family conflict but increased work–family enrichment. The type of family support (instrumental versus emotional) had an impact, particularly on work-family enrichment.
Originality/value
Research on work–family dynamics in India is still in its nascent stage. This study attempted to address this gap by studying both conflict and enrichment dynamics in the family and work lives of university faculty in India.
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