Bosch, M.J. (María José)
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- Flexibility I-deals and prosocial motives: a trickle-down perspective(Taylor & Francis, 2021-08-26) Las-Heras-Maestro, M. (Mireia); Taser, D. (Didem); Rofcanin, Y. (Yasin); Bosch, M.J. (María José)Growing concerns of maintaining the best talent have contributed to the rising number of idiosyncratic deals (i-deals) at the workplace. I-deals refer to the personalised work arrangements between employees and their employers where the terms benefit both parties. Despite the acknowledgment that supervisors are key in creating i-deals, research to date has overlooked their role. Drawing on prosocial motives and social learning theory, we explore an overall model of what triggers employee flexibility i-deals and the consequences of such i-deals on employee outcomes. In so doing, we explore one of the key yet untested assumptions of i-deals theory: that they are intended to be mutually beneficial. We investigate our model with matched supervisor – employee data (n = 186) collected in El Salvador and Chile. Findings reveal that there is a positive association between supervisors’ prosocial motives and employees’ flexibility i-deals. Moreover, prosocial motives of supervisors trickle-down and shape employees’ functioning at work (i.e. work performance and deviant behaviours) and lead them to be more prosocially motivated through employees’ flexibility i-deals.
- Do you get what you desire? Consequences of (mis) fit of desired versus actual servant leadership, and the role of context across 10 countries(SAGE Publications, 2023-04-28) Wang, S. (Siqi); Las-Heras-Maestro, M. (Mireia); Rofcanin, Y. (Yasin); Bosch, M.J. (María José); Marescaux, E. (Elise)This study explores how (in)congruence of desired and actual behaviors of servant leaders shape the outcomes of followers’ work engagement, well-being, and turnover intentions. We underline the significance of cultural context in influencing follower outcomes and, thus, integrate a gender-cultural perspective to highlight the moderating role of gender inequality on a country level. In so doing, we postulate a strong relationship between the effects of actual/desired behaviors of servant leaders upon follower work outcomes, especially in contexts where gender inequality is high. Our results from documenting the perceptions of full-time employees (n = 2,960) across 10 countries using polynomial regression analyses show that followers’ turnover intentions are lower and work engagement is higher when there is a congruence between followers’ perception of servant leadership and desired servant leadership. Moreover, we found that followers’ well-being is higher when actual and desired servant leadership is congruent as opposed to incongruent. In addition, the results show that the beneficial impact of congruence (as opposed to incongruence) is stronger in the cultural context where gender inequality is high. We contribute to the literature by showing the important impacts of (in)congruence between desired and actual servant leadership on followers’ outcomes.
- Family motivation of supervisors: Exploring the impact on subordinates’ work performance via family supportive supervisor behaviors and work–family balance satisfaction(Wiley, 2022-08-16) Stollberger, J. (Jakob); Las-Heras-Maestro, M. (Mireia); Rofcanin, Y. (Yasin); Bosch, M.J. (María José); Erdogan, D.T. (Didem T.)Family supportive supervisor behaviors (FSSB) have emerged as a powerful resource of informal support for the well-being and development of employees. However, research to date offers limited insight into the antecedents and underlying processes that may trigger FSSBs. We investigate the association between family motivation of supervisors and FSSBs, and how the latter mediates the association between supervisors’ family motivation and subordinates’ work performance. Furthermore, we examine the role of supervisors’ satisfaction with their work–family balance as a contextual variable influencing our proposed associations. We draw on FSSB and perspective taking theory as over-arching frameworks for our hypotheses. Using matched and multisource supervisor-subordinate data collected from an organization in Chile (196 subordinates and 75 supervisors), our findings revealed that FSSBs are mechanisms linking supervisors’ family motivation to subordinates’ work performance. Interestingly, this positive association is moderated by supervisors’ satisfaction with their work–family balance, such that the mediation of FSSBs is stronger for supervisors who are not satisfied with their work–family balance.
- Perceptions of support trickle down: Effects on energetic resources via psychological empowerment(Wiley, 2023-06-01) Wang, S. (Siqi); Findikli, M.A. (Mine Afacan); Las-Heras-Maestro, M. (Mireia); Salas-Vallina, A. (Andrés); Taser, D. (Didem); Rofcanin, Y. (Yasin); Bosch, M.J. (María José)Supervisor perceptions of support are key, as they can influence their subordinates' perceptions of support and well-being. Using a weekly diary data set of subordinates and their supervisors in Chile, we tested a trickle-down effect of perceived supervisor support across three hierarchical levels: upper managers, supervisors, and non-managerial employees. Drawing on the conservation of resources (COR) and social exchange theories as well as crossover research, we find that our model is largely supported. The findings revealed that supervisors' perceived support from managers (PMS) relates to subordinates' perceptions of support from their own supervisors (PSS). In turn, subordinates' PSS is positively associated with their emotional resource possession and sleep quality. Beyond these relationships, subordinates' psychological empowerment mediates the positive relationships between subordinates' PSS and their emotional resources as well as sleep quality. These findings suggest that supervisors who feel supported reciprocate with the more supportive treatment of subordinates, which likely enhances psychological empowerment, in turn driving the accumulation of emotional and physical resources.
- How editors and publishers perceive their leadership behavior in Chilean and Spanish newsrooms. An approach from transformational leadership(Universidad de Piura, 2019) Sánchez-Tabernero, A. (Alfonso); Benavides, C. (Cristóbal); Pérez-Latre, F.J. (Francisco Javier); Bosch, M.J. (María José)In the media industry, fast innovations and increasing competition require a high degree of corporate leadership (Koryak, Mole, Lockett, et al., 2015). The study of leadership appears to be an increasingly relevant issue. This research aims to find out to what extent leaders (editors and publishers) behave and understand their roles in Chilean and Spanish newsrooms. A questionnaire was applied to measure and identify leadership traits that are considered crucial, thus making possible to acknowledge transformational leaders and differentiate efficient leaders from ineffective. The results show that editors believe they have the ability to inspire, share goals and understand what is important, in contrast with the working experiences of their employees, that often have a low opinion of media companies as places to work.
- Seeking an "i-deal" balance: Schedule-flexibility i-deals as mediating mechanisms between supervisor emotional support and employee work and home performance(Elsevier, 2020) Ogbonnaya, C. (Chidiebere); Las-Heras-Maestro, M. (Mireia); Kelly, C.M. (Ciara M.); Rofcanin, Y. (Yasin); Bosch, M.J. (María José); Marescaux, E. (Elise)Requests for flexible work practices have become commonplace, with the aim of helping employees perform more effectively in both their private and work lives. One path for employees to secure flexible work is through the negotiation of individualized work arrangements, also known as “i-deals”. This study provides valuable insights into the nomological network of scheduleflexibility i-deals by drawing on the Conservation of Resources (COR) theory. We propose that, via resource accumulation, schedule-flexibility i-deals are a mechanism through which the emotional support of supervisors promotes employees' family performance and reduces deviant work behaviors. Drawing further on the COR framework, we examine two boundary conditions that guide employees' resource investment: perception of family-friendly environment and prosocial motivation. We collected multi-source data from employees working in South America and tested our hypotheses using structural equation modeling. Our results provide support for the key mediating role of schedule-flexibility i-deals. Moreover, the indirect relationship between supervisors' emotional support and family performance through schedule-flexibility i-deals is stronger in family-friendly organizational contexts, as well as when employees are prosocially motivated. Our results also show that, contrary to the expected effect, when prosocial motivation is high, employee supervisors' emotional support is positively linked to deviant behaviors. We contribute to the literature by emphasizing the roles of perceived resources at the levels of leaders (i.e., supervisors' emotional support), context (supervisors' perceptions of a family-friendly environment), and individuals (employees' prosocial motivation). We demonstrate the importance of these resources in establishing and sustaining schedule-flexibility i-deals
- A fit perspective to family supportive supervisor behaviors: Exploring the role of protean career orientation on employee outcomes(Elsevier, 2023-04-21) Wang, S. (Siqi); Hall, D.T. (Douglas Tim); Las-Heras-Maestro, M. (Mireia); Idrovo-Carlier, S. (Sandra); Rofcanin, Y. (Yasin); Bosch, M.J. (María José)In a context where employees find it increasingly difficult to juggle work and family demands, increasing attention has been paid to family supportive supervisor behaviors (FSSB). Drawing on key tenets of the Conservation of Resources (COR) Theory, we hypothesize that FSSB is positively related to needs-supplies fit, which in turn, predicts both work and nonwork outcomes i.e., proactive skill development and sleep quality. We also hypothesize that for employees high on protean career orientation (PCO), the consequences of FSSB are more significant and positive on both a) employees' perceived needs-supplies fits and b) proactive skill development. We conducted a three-wave study with a month time interval in Chile, Colombia, and Spain with matched data of subordinates and their managers (N = 454). Most of our hypotheses were supported. We expand and contribute to the literature by providing a fit perspective to research on FSSB, arguing that such behaviors improve employees’ perceptions of their jobs, with a consequential positive impact on their work and nonwork outcomes. The results demonstrate the key role of FSSB in enabling employees to perceive a better fit with their jobs. For HR managers and practitioners, results show that keeping protean-oriented employees is a promising strategy.