Supervisor Family Support and Job Performance: Effects of Demand, Conflict, Balance, and Attitude

2022 ◽  
pp. 207-227
Author(s):  
A K M Mominul Haque Talukder
Keyword(s):  
Job Performance ◽  
Family Support ◽  
Performance Effects

Performance Benefits From Providing Assistance in Networks: Relationships That Generate Learning

2015 ◽  
Vol 44 (2) ◽  
pp. 412-444 ◽  
Author(s):  
Neha Parikh Shah ◽  
Rob Cross ◽  
Daniel Z. Levin
Keyword(s):  
Social Network ◽  
Problem Solving ◽  
Job Performance ◽  
Knowledge Base ◽  
Work Performance ◽  
Contextual Factors ◽  
Prosocial Motivation ◽  
Performance Effects ◽  
The Right

Social network scholarship emphasizes that receiving resources from others in a network can benefit an individual’s job performance. Yet this paradigm rarely considers the effects on the provider of assistance. Outside the networks literature, scholars have been increasingly attentive to factors that affect motivations to provide help (i.e., prosocial motivation). However, the performance effects associated with providing help have been mixed. We concentrate specifically upon assistance that has the potential to enhance the providers’ learning and knowledge base and, hence, their performance. Using a bounded-network survey in a large consulting firm, we show that providing problem-solving assistance to many others on task-related matters increases the provider’s own work performance. We then consider how this learning may be affected by other relational and contextual factors. In so doing, we shift the predominant network perspective that people accrue performance advantages from receiving assistance to show that such advantages also occur—under the right circumstances—from providing it.

Referents or role models? The self-efficacy and job performance effects of perceiving higher performing peers.

2020 ◽  
Author(s):  
Patrick E. Downes ◽  
Eean R. Crawford ◽  
Scott E. Seibert ◽  
Adam C. Stoverink ◽  
Elizabeth M. Campbell
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Role Models ◽  
The Self ◽  
Performance Effects

Nurses with Chemical Dependency: Usage and Job Performance Effects

1990 ◽  
Vol 2 (1) ◽  
pp. 14-16 ◽  
Author(s):  
Lillian Hickman ◽  
Linda Finke ◽  
Elaine Miller
Keyword(s):  
Job Performance ◽  
Chemical Dependency ◽  
Performance Effects

Workplace ostracism and job performance: Meaning at work and family support as moderators

2019 ◽  
Vol 47 (11) ◽  
pp. 1-13 ◽  
Author(s):  
Liwei Feng ◽  
Jiapei Li ◽  
Taiwen Feng ◽  
Wenbo Jiang
Keyword(s):  
Regression Analysis ◽  
Job Performance ◽  
Family Support ◽  
Negative Relationship ◽  
Work And Family ◽  
Negative Effects ◽  
Hierarchical Multiple Regression ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

The negative relationship between workplace ostracism and employees' job performance has received increasing attention from academia and in practice. However, little is known about the conditions under which these negative effects can be alleviated. We investigated whether workplace ostracism simultaneously predicts in-role job performance and innovative job performance, as well as exploring the moderating roles of meaning at work and family member support in these relationships. Using data collected from 727 employees of 3 Chinese hospitals, we conducted a hierarchical multiple regression analysis to test our hypotheses. The results indicated that workplace ostracism predicted both poor in-role job performance and low innovative job performance. Moreover, high levels of family support moderated the relationship between workplace ostracism and innovative job performance. These results have implications for theoretical and practical understanding of workplace ostracism.

Corporate Blogging and Job Performance: Effects of Work-related and Nonwork-related Participation

2015 ◽  
Vol 32 (4) ◽  
pp. 285-314 ◽  
Author(s):  
Benjiang Lu ◽  
Xunhua Guo ◽  
Nianlong Luo ◽  
Guoqing Chen
Keyword(s):  
Job Performance ◽  
Work Related ◽  
Performance Effects

scholarly journals The Power of Family Support: The Long-Term Effect of Pre-COVID-19 Family Support on Mid-COVID-19 Work Outcomes

2021 ◽  
Vol 18 (19) ◽  
pp. 10524
Author(s):  
Yuhyung Shin ◽  
Won-Moo Hur ◽  
Kyungdo Park
Keyword(s):  
Job Performance ◽  
Family Support ◽  
Organizational Citizenship ◽  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Work Outcomes ◽  
Citizenship Behavior ◽  
South Korean

While COVID-19 has triggered a vast amount of research on the effect of the pandemic on employee outcomes, little information is known about how the family-to-work interface affects long-term work outcomes during the pandemic. Drawing on the work–home resources model, this study proposes that family support provided before the onset of COVID-19 has a positive indirect effect on job performance and organizational citizenship behavior (OCB) after the onset, by decreasing emotional exhaustion. To test this proposition, we collected two-wave data from 211 South Korean employees over a 17-month period. As predicted, after controlling for employees’ pre-COVID-19 emotional exhaustion, job performance, and OCB, pre-COVID-19 family support was found to exert a significant indirect effect on mid-COVID-19 job performance (b = 0.024, 95% CI = [0.003, 0.071], abcs = 0.027) and OCB (b = 0.031, 95% CI = [0.001, 0.084], abcs = 0.033), through mid-COVID-19 emotional exhaustion. This finding suggests that family support has a positive longitudinal effect on work outcomes for employees during the pandemic.

Relationship between work-family balance, employee well-being and job performance

2017 ◽  
Vol 30 (1) ◽  
pp. 40-58 ◽  
Author(s):  
José Aurelio Medina-Garrido ◽  
José María Biedma-Ferrer ◽  
Antonio Rafael Ramos-Rodríguez
Keyword(s):  
Job Performance ◽  
Family Support ◽  
Support Services ◽  
Well Being ◽  
Organizational Level ◽  
Family Policies ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Family Support Services

Purpose The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance. Design/methodology/approach Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector. Findings The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance. Originality/value This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by EWB. In this sense, the authors posited and tested an unpublished theoretical model where the concept of EWB gains special relevance at academic and organizational level due to its implications for human resource management.

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