Three essays on the antecedents of supervisory discretionary behavior

• Autores: Pablo Ignacio Escribano Pinto
• Directores de la Tesis: Mireia Las Heras (dir. tes.)
• Lectura: En la Universidad de Navarra ( España ) en 2018
• Idioma: español
• Tribunal Calificador de la Tesis: Sebastian Bjoern Reiche (presid.), Sébastien Brion (secret.), Sowon Kim (voc.), Tammy T. Allen (voc.), Spela Trefalt (voc.)
• Programa de doctorado: Programa de Doctorado en Ciencias de la Dirección por la Universidad de Navarra
• Materias:
  • Ciencias económicas
    • Organización y dirección de empresas
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• Resumen

  • Supervisors have a crucial role in ensuring the successful socialization of new organizational members, so their autonomy and latitude for deciding whether and how to support organizational newcomers are key considerations. The current study proposes and tests an input–process–output model of newcomers’ socialization, in which supervisors are active decision-making and action-taking agents. The findings show that supervisors first evaluate newcomers’ ability to generate feasible ideas and promote themselves. Then, on the basis of these initial evaluations, supervisors decide whether to increase their support of newcomers’ innovative behavior or intensify newcomers’ socialization; both choices ultimately determine their successful socialization. The test of the hypotheses relied on a three-wave, longitudinal sample of 325 newcomer–supervisor dyads, spanning a wide range of industries.

    Drawing on theories of relational identity and self-construal, I conceptualize subordinates’ likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportive supervisor behaviors (FSSB), and examine supervisors’ relational identification with subordinates mediates this relationship. In addition, I also examine the extent to which this mediation depends on the level of relational self-construal of supervisors. Data were collected in two waves from 205 subordinates and 84 supervisors in Chile. Results support the hypothesized mediated moderation model. While supervisors’ relational identification with subordinates fully mediates the relationship between competence and family supportive supervisor behaviors, supervisors’ relational identification with subordinates partially mediates the relationship between subordinates’ likeability and family supportive supervisor behaviors. Further, supervisors’ relational identification with subordinates mediates the relationship between likeability and family supportive supervisor behaviors when supervisors’ relational self-construal is high to medium but not when it is low. Implications for research and practice are discussed.

    The organizational context in which employees work can have a profound impact on organizational members across a range of outcomes, from job performance to physical health. In this study, we explore how two features of organizational context, specifically perceived organizational support (POS) and work-family culture, may shape the health of employees. We hypothesize that it is through supervisor’s family supportive behaviors that POS and the organization’s work-family culture will affect the overall health of subordinates. Furthermore, we explore the role that the supervisor’s experience with family responsibilities via caring for elder parents may play in facilitating and enhancing the supervisor’s ability to support their work-group members. An important aspect of this study is that we theorize and empirically examine our model at the work-group level. To do so, we use data from three companies in El Salvador and Peru that combined result in 210 work-groups (supervisor and their group of subordinates). We find evidence for a direct effect of POS and work-family culture on health, a mediating role of FSSB, and the moderating role of supervisor elder involvement. Findings point to the importance of organizational and supervisor support as well as the importance of eldercare in managing the work-family interface and shaping employee health.