Leslie B. Hammer
Date of Award
Bachelor of Arts (B.A.) in Psychology and University Honors
Supervisors -- Attitudes, Employees -- Attitudes, Organizational commitment, Job satisfaction, Work-life balance
This paper joins the literature on family-supportive supervisor behavior research and the self-other agreement (SOA) paradigm to ask the question, how does a congruent perspective in the supervisor-employee dyad relate to service-member workplace attitudes and work-family relationships? Supervisors rated themselves on Family-Supportive Supervisor Behaviors (FSSB) and were in turn rated by their service-member employees. Results of a polynomial regression and surface-response analysis point to the conclusion that as supervisor and service-members’ ratings of the supervisors FSSB rise in tandem, self-reported service-member workplace outcomes (job satisfaction, organizational commitment) rose as well. The variance in work-to-family conflict and work-to-family enrichment was not captured to a large enough extent by the SOA model to support the surface-response analysis. Contained within are further results and a discussion about the importance of congruence between both perspectives.
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Mahoney, Luke D., "Supervisor Self-Other Agreement, Family-Supportive Supervisor Behaviors and Job Attitudes" (2017). University Honors Theses. Paper 385.