Family?supportive supervisor behaviors (FSSB) and work?family conflict: The role of stereotype content, supervisor gender, and gender role beliefs

Existing research consistently shows that informal workplace support, such as family-supportive supervisor behaviors (FSSB), are more effective at reducing work–family conflict than formal organizational supports. The purpose of this study is to integrate propositions from the stereotype content model and social role theory understand how supervision related evaluations supervisors (i.e., perceptions warmth competence) identify boundary conditions gender employee beliefs) help researchers practitioners these relationships affect conflict. We test our hypotheses using two studies, one an experimental vignette other a two-wave survey working individuals with family or caregiving responsibilities. Our results suggest FSSB importantly employees socially evaluate their along dimensions competence; moderates relationship between perceived competence (but not warmth); beliefs both in counterintuitive way for competence); we find evidence mediate effects have on Implications theory, future research, practice discussed. Practitioner points Supervisors organizations should consider impact supportiveness. When enacting supportive behavior, it important demonstrate warmth, through nonverbal communication body language. Family-supportive behavior (FSSB) interventions manipulating only FSSB, but also tied warmth.