How does family-supportive supervision influence work-family conflict in China? The role of boundary control and empowerment-focused HRM

ABSTRACT

Drawing on the conservation of resources theory, this study investigates the relationship between family-supportive supervision (FSS) and work-family conflict (WFC). Data from a sample of 240 employees from 60 teams in China were analysed. The empirical results indicated that FSS reduced WFC by prompting employees’ boundary control. Empowerment-focused human resource management (EHRM) moderated the relationship between FSS and WFC, such that the relationship was stronger for employees when the team had higher EHRM practices. This study delineates how and when FSS reduces WFC by identifying the mechanism and boundary conditions.

KEYWORDS:

• boundary control
• China
• empowerment-focused HRM
• family-supportive supervision
• multilevel analysis
• work-family conflict

Disclosure statement

No potential conflict of interest was reported by the author(s).

Additional information

Funding

This work was supported by the [National Social Science Foundation of China], under Grant [19ZDA136].

Notes on contributors

Guilan Yu

Guilan Yu is a Professor of Human Resource Management at the School of Business and Management in Jilin University, China. Her research focuses on leadership and labour relations.

Ying Meng

Ying Meng is a PhD candidate working on Human Resource Management at the School of Business and Management in Jilin University, China. Her research interests include leadership and work-family interface.

Chengxu Zhou

Chengxu Zhou is a PhD candidate working on Human Resource Management at the School of Business and Management in Jilin University, China. Her research interests include female leadership and leader behavioural variability.