Family Supportive Supervisor Behavior and Promotive Voice

2021 ◽  
Vol 2021 (1) ◽  
pp. 13237
Author(s):  
Shuwen Li ◽  
Ruiqian Jia ◽  
Limin Guo ◽  
Jinlian Luo
Keyword(s):  
Supervisor Behavior ◽  
Promotive Voice

Family supportive supervisor behavior and promotive voice: When and why are there gender differences in work–family?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuwen Li ◽  
Ruiqian Jia ◽  
Rui Sun
Keyword(s):  
Family Conflict ◽  
Employee Voice ◽  
Research Model ◽  
Work Family Conflict ◽  
Paired Data ◽  
Content Type ◽  
Work Family ◽  
Supervisor Behavior ◽  
Promotive Voice ◽  
Family Enrichment

Purpose The purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped. Design/methodology/approach According to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China. Findings The findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice. Originality/value This study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

Relationship between big five personality model and abusive supervision

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Bibi Tahira ◽  
Naveed Saif ◽  
Muhammad Haroon ◽  
Sadaqat Ali
Keyword(s):  
Big Five ◽  
Abusive Supervision ◽  
State Universities ◽  
Big Five Personality ◽  
Big Five Model ◽  
The Impact ◽  
First Time ◽  
Supervisor Behavior ◽  
Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

Understanding managerial response to employee voice: a social persuasion perspective

2019 ◽  
Vol 41 (3) ◽  
pp. 273-288
Author(s):  
Zhenzhen Zhang ◽  
Qiaozhuan Liang ◽  
Jie Li
Keyword(s):  
Authentic Leadership ◽  
Employee Voice ◽  
Two Phase ◽  
Content Type ◽  
Source Characteristics ◽  
The Relationship ◽  
Social Persuasion ◽  
Promotive Voice ◽  
Prohibitive Voice ◽  
Managerial Response

Purpose Research about the benefit of voice to organizations generally assumes that leaders acknowledge or act upon employees’ ideas when they are voiced, but is it always the case? Drawing on social persuasion theory, the purpose of this paper is to explore what factors shape the effectiveness of employee voice by integrating message, receiver and source characteristics of employee voice into one theoretical model. Specifically, this paper investigates the influence of different types of voice on leader receptivity, and further examines whether the effectiveness of employee voice might be contingent on authentic leadership and employee expertise. Design/methodology/approach Data were collected from 353 matched employee–supervisor pairs in a two-phase field study. Hierarchical regression analyses were conducted to examine the relationships among the study variables. Findings Results indicate that leaders respond more receptively to promotive voice than prohibitive voice. Furthermore, leader receptivity is contingent on authentic leadership and employee expertise. The relationship between promotive voice and leader receptivity is more pronounced when employee expertise or authentic leadership is high rather than low; the relationship between prohibitive voice and leader receptivity is significant only when authentic leadership or employee expertise is high. Originality/value This research offers a more holistic explanation for understanding the effectiveness of voice behavior. Specifically, these findings emphasize the important role of voice content in determining managerial response, and underscore the value of receiver and source characteristics in shaping the relationship between voice and leader receptivity.

Changes of Supervisor Behavior in a Microteaching Practicum

1973 ◽  
Vol 42 (2) ◽  
pp. 36-41 ◽  
Author(s):  
James E. Douglass ◽  
Isobel L. Pfeiffer
Keyword(s):  
Supervisor Behavior

Employee work experience, locomotion, and voice behavior

2016 ◽  
Vol 44 (11) ◽  
pp. 1851-1862
Author(s):  
Fangjun Li ◽  
Aimei Li ◽  
Yu Zhu
Keyword(s):  
Hierarchical Linear Modeling ◽  
Work Experience ◽  
East China ◽  
Employee Voice ◽  
Voice Behavior ◽  
Linear Modeling ◽  
Practical Implications ◽  
Promotive Voice ◽  
Prohibitive Voice

Experienced employees are a crucial asset and intelligent resource for organizations. In this study, we examined the effect of employee work experience on employee voice behavior. We also proposed employee locomotion as a factor that would affect voice behavior jointly with their work experience and we further proposed that work experience would interact with locomotion to influence voice behavior. Data from subordinates (n = 170) and their immediate supervisors (n = 46) were collected from employees working for companies in East China. Results of hierarchical linear modeling revealed that (a) high locomotion was positively related to promotive voice but not to prohibitive voice; and (b) high locomotion strengthened the association between both work experience and prohibitive voice and work experience and promotive voice. The theoretical and practical implications of these findings are discussed.

How leader secure-base support facilitates hotel employees’ promotive and prohibitive voices

2019 ◽  
Vol 31 (4) ◽  
pp. 1666-1683 ◽  
Author(s):  
Ming-Chuan Han ◽  
Pin-Chyuan Hwang
Keyword(s):  
Regulatory Focus ◽  
Leadership Behavior ◽  
Future Research ◽  
Secure Base ◽  
Voice Behavior ◽  
Promotion Focus ◽  
Content Type ◽  
Secure Base Support ◽  
Motivation Model ◽  
Promotive Voice

PurposeThis study aims to extend the prior literature on voice behavior by integrating leader secure-base support, psychological capital (PsyCap) and regulatory foci with promotive and prohibitive voices. The current research draws on the notions of the proactive motivation model and regulatory focus to provide insights into why and when the influences of PsyCap on a certain type of voice are determined by its relevant regulatory focus.Design/methodology/approachThis study uses a sample of 278 supervisor–subordinate dyads from Taiwan hotels. Hypothesis tests were conducted using AMOS 21.0 and the SPSS application PROCESS (Hayes, 2013).FindingsThe current study determined that PsyCap mediated the positive relationships between leader secure-base support and two types of voices. Promotion focus moderated the relationships between PsyCap and promotive voice and the indirect effect of leader secure-base support on promotive voice. This indirect relationship is more pronounced when promotion focus is low than when it is high.Research limitations/implicationsThis study has a few implications for future research. First, the use of PsyCap to explain the voice behavior of employees may extend the application of the proactive motivation model. Second, leader secure-base support should be viewed as a promising leadership behavior owing to its value as a PsyCap predictor. Third, results show that PsyCap can mediate the relationship between such support and two types of voices. Finally, incorporating the concept of ecological congruence provides improved insights into the role of regulatory foci.Originality/valueFirst, this study extends the notions of the proactive motivation model by elucidating the effects of PsyCap on promotive and prohibitive voices. Second, our findings indicate that leader secure-base support can enhance PsyCap, which in turn facilitate voice behaviors in hotel work settings. Finally, his study contributes to theory of regulatory focus by integrating the notion of Hobfoll’s (1998) ecological congruence to explain how each of the promotion and prevention focus can determine the path from PsyCap to different types of voices.

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