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Family Supportive Supervisor Behaviors And Presenteeism: A Moderated Mediating Model

Posted on:2018-07-19Degree:MasterType:Thesis
Country:ChinaCandidate:F SuFull Text:PDF
GTID:2359330518476329Subject:Applied Psychology
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Presenteeism refers to the situation where an individual attends work even if he/she is ill. There have been abundant researches on the influential factors and consequences of the presenteeism among Western scholars. However, the research on this topic based on the Chinese society is only on an early stage which requires further investigation.Influenced by the collectivism and Confucian culture, the Chinese staff praise highly of the devotional dedication such as "die in harness ", and they considered presenteeism as a proof of dedicated to their work. However, the presenteeism may be potentially harmful to employees' physical and mental health and costs productivity loss in a long term.Therefore it is necessary to carry out empirical research about the presenteeism in China.Western research found that work resources like supervisor support can reduce the frequency of presenteeism. While Chinese culture highly value reciprocity, the supervisor support which can alleviate working pressure will have a different impact on the employee's presenteeism.Family supportive supervisor behaviors (FSSB) is a specific type of the supervisor support, which is designed to help employees to acquire work-life balance, and it is a kind of holistic care resources not only for employees, but also for their work and family .Compared with the general supervisor support, FSSB has a greater impact on alleviating employees' work pressure which caused by their work demands. Nowadays the dual-earner-couple is becoming the mainstream. With the development of long-hour working culture, employees need these support resources to cope with the increasing stress for work-family demands in particular. This investigation selects FSSB to explore its effects on the employee's presenteeism and its mechanism in China.This investigation will use the social exchange theory as the theoretical framework of this article and questionnaire method will be adopted to analysis how FSSB influences on Chinese employees' presenteeism and the mediated role of the loyalty to supervisor.On this basis the moderated role of family supportive organizational perceptions is discussed, and two studies are discussed in details.In study one, 327 employees from a real estate company in Hangzhou participated in this study. This study investigated whether FSSB would influence on employees'presenteeism and the mechanism through how it effected on them. A model was examined and it linked FSSB to employees' presenteeism through the mediating mechanism of the loyalty to supervisor. Regression analysis indicates that FSSB was significantly correlated with presenteeism and the loyalty to supervisor, and it partially mediated the relationship between FSSB and presenteeism.Study two is an internet survey with292 employees from different companies participated in this study. This study used a moderated mediating model to explore the moderated role of FSOP. The results showed that the positive association between FSSB and the employees' presenteeism through the loyalty to supervisor, and the first half of the associations was moderated by FSOP. The positive relationship between FSSB and the loyalty to supervisor was stronger among employees with lower perceptions of FSOP than that of the employers with higher perception.Based on the social exchange theory, this investigation discusses that the influence of the family support supervisor behavior on the employee's presenteeism and the effect of boundary conditions. FSSB can improve employee's presenteeism through improving employees' loyalty to their supervisor and this mechanism was moderated by FSOP. In addition, FSOP can weaken the effects of the FSSB on employees' loyalty to their supervisor, and it shows that the family supportive resources provided from the organization level will affect the relationship between supervisor and member exchange.These findings suggest that organizations and managers should give employees family support resources from the organization level to improve the formation of a good exchange relationship between the organization and employees. Finally, this investigation discusses the theoretical and practical implications, and analyses the shortage of current researches and the prospect of future researches.
Keywords/Search Tags:presenteeism, family supportive supervisor behaviors, social exchange theory, loyalty to supervisor, family supportive organizational perceptions
PDF Full Text Request
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