Supported here and supported there: understanding family-supportive supervisor behaviors in a telework context

ABSTRACT

Since the onset of the COVID-19 pandemic, work and life has became more blended as more workers have shifted to a telework context. Due to these notable changes in work and life, it is important to consider how supervisors are supporting their employees and how employees feel supported regarding their nonwork responsibilities. Here, we qualitatively and quantitatively assessed how well traditional conceptualizations of family-supportive supervisor behaviors (FSSB) align with the telework context. Results from interviews with supervisors and subordinates suggest that the traditional FSSB framework is relevant to the telework context, but that the actual expression of FSSB is somewhat different and unique when supervisors and subordinates work remotely. We followed up this qualitative investigation with a cross-sectional, online survey. Survey results also suggested that the traditional FSSB conceptualization holds within the telework context. Overall, based on our mixed methods, two-study report, we provide preliminary evidence that FSSB in a telework context are consistent with traditional conceptualizations (i.e. align with traditional dimensions) but the actual engagement in and reception of these behaviors may be different (i.e. consist of nuanced behavioral expressions).

KEYWORDS:

• Family supportive supervisor behaviors
• telework
• work-life
• supervisor support
• Remote work

Data availability

Detailed methodology, results, and de-identified aggregate data can be found on our OSF page (https://osf.io/7ruvt/?view_only = ab112ef704ed4a8491d7989d6d66614a). The data that support the findings of this study are available on request from the corresponding author, Candice L. Thomas. The data are not currently publicly available due to concerns around compromising the privacy of research participants.

Disclosure statement

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

Notes

1 Supplemental information on the methodology and results for both studies can be found here: https://osf.io/7ruvt/?view_only=ab112ef704ed4a8491d7989d6d66614a.

Additional information

Funding

This work was funded by the SLU Rapid Response COVID-19 Seed Fund.

Notes on contributors

Candice L. Thomas

Candice L. Thomas is an Assistant Professor in the Department of Psychology at Saint Louis University. Her research focuses on Occupational Health Psychology and the health impacts of the intersection between work and life roles.

Lauren D. Murphy

Lauren D. Murphy is a graduate student in I-O Psychology at Saint Louis University. Her research interests focus on a variety of occupational health-related topics, including employee wellness, the work-life interface, organizational policies and procedures, health behaviors, and interpersonal relationships. Her primary area of interest involves supportive workplace factors for employees with stigmatized identities, particularly LGBTQ+ employees and their families.

Madeline L. Billeaud

Madeline L. Billeaud is a graduate student in I-O Psychology at Saint Louis University. Her research interests focus on the work-family interface and employee wellbeing, and how organizations can contribute to advancing gender equality.

Alexius E. Strasburg

Alexius E. Strasburg is a graduate student in I-O Psychology at Saint Louis University. Her research interests include the experiences of disadvantaged or underrepresented employees and exploring tools to improve equity and work-life balance.

Haley R. Cobb

Haley R. Cobb is a graduate student in I-O Psychology at Saint Louis University. Her research interests focus on Occupational Health Psychology, including the health and equity impacts of boundary management, workaholism, and the work-nonwork interface broadly.