Who Benefits Most from Family-Supportive Supervisors? Unpacking Their Effects on Work-to-Family Conflict, Job Burnout, and Turnover Intention across Job Levels and Gender-Faculty of Business and Management

Dear all,

You are cordially invited to the seminar organized by Department of Management (DM), Faculty of Business and Management (FBM). Details of the lecture are as follows:

Topic: Who Benefits Most from Family-Supportive Supervisors? Unpacking Their Effects on Work-to-Family Conflict, Job Burnout, and Turnover Intention across Job Levels and Gender

Speaker: Ms. Genping Ye, PhD candidate, Southampton Business School, University of Southampton, UK.

Time: 2:00-3:30pm, 23 Sep 2026

Venue: T1-108

Language: English

Speaker:

Genping Ye is a PhD candidate in Human Resource Management and Organisational Behaviour at Southampton Business School, University of Southampton, UK. Her research focuses on work-family interactions, employee well-being, occupational health, and turnover intention. Her work examines how workplace experiences and support shape employees’ ability to manage work and family demands, as well as their subsequent well-being and work-related outcomes. Her research has been published in the Journal of Vocational Behavior (ABS 4).

Abstract:

Formal family-supportive policies do not necessarily guarantee that employees can or will make use of them, making supervisors critical in shaping employees’ access to work-family support. Family-supportive supervisor behavior (FSSB) therefore represents an important source of support in helping employees manage work and family demands. This study examines how FSSB reduces turnover intention through work-to-family conflict and job burnout and, importantly, who benefits most from such support.

Using four-wave panel data from 2,435 employees and fixed-effects modelling, our findings show that FSSB is associated with lower turnover intention by reducing work-to-family conflict and job burnout, both independently and sequentially. These benefits are stronger for higher-status employees than for lower-status employees. While gender alone does not moderate the effects of FSSB, the moderating role of job level emerges among women but not men, with women in higher-level positions benefiting more from FSSB.

We discuss these findings in light of the greater demands and resources associated with higher-status positions, as well as gender differences in family demands and resource utilization, and consider the implications for how organizations can better support employees in managing the work-family interface.

Please scan the QR code in the poster for registration.