Extending job embeddedness theory to the family domain: development of a construct and measure for family embeddedness and integration through a work-family balance perspective

The goal of this study was to extend theory and research on job embeddedness by conceptualizing a parallel phenomenon that also exists in the family domain, referred to here as family embeddedness. Work-family balance perspective was utilized to argue that job and family embeddedness facilitate successful role functioning by guiding the resource allocation process in both the work and family domains. There were two parts to this study. In Phase 1, a measure was developed and a nomological network was established for family embeddedness. In Phase 2, a model was tested to understand the process through which two types of social support – leader-member exchange and family social support – affect satisfaction with work-family balance via job and family embeddedness, respectively. Phase 1 results suggested the expected three-factor structure for the family embeddedness measure, and provided initial evidence for convergent, concurrent, and incremental validity. In Phase 2, the family embeddedness measure was refined, and a higher-order factor structure with three latent indicators loading on an overall family embeddedness measure was confirmed. Results from the proposed structural equation model indicated that leader-member exchange and family social support enhance satisfaction with work-family balance by embedding individuals more extensively in the work and family domains. Interestingly, the indirect effects through job embeddedness appeared stronger than those through family embeddedness. Potential explanations for this finding are provided. Implications, limitations, and suggestions for future research are discussed

Development and Validation of a Situational Judgment Test that Assesses Managerial Effectiveness in Providing Family-Friendly Supervision

The goal of this dissertation was to develop and validate a single-response situational judgment test (SJT) that assesses managerial effectiveness in helping employees manage their work and family lives. To accomplish this goal, a two-part study was conducted using multi-source data. In Phase 1, a family-supportive supervision SJT and scoring key were developed from critical incidents and ratings provided by industry managers and trained subject matter experts. In Phase 2, criterion-related validity evidence and job relevance of the manager SJT scores were evaluated based on dyadic data from city government supervisors and subordinates. The test’s psychometric viability was also examined by way of internal consistency and test-retest reliability. Results showed that manager SJT scores were significantly related to, and predicted, employee perceptions of family-supportive supervisor behaviors, experienced work-family conflict, and family-supportive organization perceptions but not employee ratings of manager work effort and managerial effectiveness. Interestingly, manager ability to identify effective and ineffective behaviors within this context was differentially related to employee outcomes and may be separate constructs. Evidence was also found that the pattern of relationships between manager SJT scores and employee outcomes varied depending on the gender composition of the supervisor-subordinate dyad among other variables. Implications for research and practice are discussed

Development and Validation of a Situational Judgment Test that Assesses Managerial Effectiveness in Providing Family-Friendly Supervision

The goal of this dissertation was to develop and validate a single-response situational judgment test (SJT) that assesses managerial effectiveness in helping employees manage their work and family lives. To accomplish this goal, a two-part study was conducted using multi-source data. In Phase 1, a family-supportive supervision SJT and scoring key were developed from critical incidents and ratings provided by industry managers and trained subject matter experts. In Phase 2, criterion-related validity evidence and job relevance of the manager SJT scores were evaluated based on dyadic data from city government supervisors and subordinates. The test’s psychometric viability was also examined by way of internal consistency and test-retest reliability. Results showed that manager SJT scores were significantly related to, and predicted, employee perceptions of family-supportive supervisor behaviors, experienced work-family conflict, and family-supportive organization perceptions but not employee ratings of manager work effort and managerial effectiveness. Interestingly, manager ability to identify effective and ineffective behaviors within this context was differentially related to employee outcomes and may be separate constructs. Evidence was also found that the pattern of relationships between manager SJT scores and employee outcomes varied depending on the gender composition of the supervisor-subordinate dyad among other variables. Implications for research and practice are discussed