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PEOPLE@HES-SO – Annuaire et Répertoire des compétences
PEOPLE@HES-SO – Annuaire et Répertoire des compétences

PEOPLE@HES-SO
Annuaire et Répertoire des compétences

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Kim Sowon

Kim Sowon

Associate Professor

Compétences principales

Careers

Work-family

WIL (women in leadership)

Intercultural Management

Organizational Behavior

Leadership

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  • Enseignement

  • Publications

  • Conférences

Contrat principal

Associate Professor

EHL Hospitality Business School
Route de Berne 301, 1000 Lausanne 25, Switzerland, CH
EHL
BSc HES-SO in Hôtellerie et professions de l'accueil - EHL Hospitality Business School
  • Organizational Behavior
  • Intercultural Management

2023

Dahlia hotels & resorts (case A)
Rapport ArODES

Stefano Bozillo, Sowon Kim

2023,  Cranfield University, Wharley End : The Case Centre,  8 p.

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Résumé:

This is part of a case series. The case occurs at the Dahlia Resorts & Hotels (DH&R), an international five-star hotel group (whose name is fictitious) renowned for its operational excellence and cutting-edge innovation in its accommodation infrastructure. The case mainly involves Pamela Schilling, the General Manager of the DH&R, and various of her Heads of Departments (HoDs) of the DH&R (located in Marbella, Spain). The plot of the story takes off when Pamela, convinced of the unbeatable reputation of the DH&R, is informed that the DH&R in Marbella is going through a decrease in its occupancy rate. From there, Pamela tries to understand the reasons why the DH&R - although renowned for the excellence of its operational standards and its advanced technology - is losing guests. Little by little, during the discussions she leads with her team of HoDs, Pamela realizes that to remain competitive in the hotel sector, it is no longer enough to sell innovation and technology at all costs. Pamela’s HoDs successfully make her aware that for the DH&R to remain competitive, it must now strive hard to forge authentic human connections with customers so that the powers of human interaction unfold their full effects on guests always in search of new, magical, unforgettable, and emotionally impactful experiences.

Dahlia hotels & resorts (case B)
Rapport ArODES

Stefano Borzillo, Sowon Kim

2023,  Cranfield University, Wharley End : The Case Centre,  6 p.

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Résumé:

This is part of a case series. The case occurs at the Dahlia Resorts & Hotels (DH&R), an international five-star hotel group (whose name is fictitious) renowned for its operational excellence and cutting-edge innovation in its accommodation infrastructure. The case mainly involves Pamela Schilling, the General Manager of the DH&R, and Michel Lambert, the Head of the Department of Human Resources at the DH&R. The discussion between these two protagonists begins when Pamela confesses to Michel that she is aware that the rigor and excellence of the Standardized Operating Procedures (SOPs) and the innovative technology of DH&R are no longer enough to conquer the hearts of the guests. Pamela and Michel then engage in a deep dialogue, during which they agree that the DH&R must now put emotions at the center of the interactions between the hotel’s front end and guests. Pamela realizes that the only viable solution to awaken the guests' emotions and offer them the best hospitality experience is for the DHR to infuse a spirit of passion and attentiveness among its employees. Fully aware of the need to put the awakening and stimulation of positive emotions at the center of interaction with guests, Michel suggests that Pamela recruit two hospitality professionals: Viviana, who held the position of Director of Guest Experience for several years in a luxury hotel establishment and Wong (previously employed as Head of Reception of a five-star hotel), whose interpersonal, human-centric and emotional skills are well established.

Personality is no stranger to occupational choice among hospitality graduates
Article scientifique ArODES

Sébastien Fernandez, Lohyd Terrier, Sowon Kim

Journal of hospitality, leisure, sport & tourism education,  32, 100435

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Résumé:

The hospitality industry is currently facing a labor shortage crisis, preventing hotels from operating effectively. This study focuses on understanding the career decisions of hospitality graduates to examine whether occupational choice can be predicted from personality traits. The current occupations of 523 hospitality graduates were coded in light of the RIASEC model and its six dimensions (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) were regressed on personality results collected during graduates’ studies. We found that extraverted individuals chose occupations scoring high in the Enterprising and Social dimensions of the RIASEC model, and they also have occupations scoring lower in the Investigative dimension. People scoring higher in Openness to experience have occupations scoring lower in the Realistic dimension. Conscientious individuals have occupations scoring higher in the Conventional domain. Results demonstrate that personality traits do indeed predict occupational choice, reinforcing the significant role of personenvironment fit in shaping hospitality graduates’ occupational choices.

Integrating the decision-making process in the work-family field :
Article scientifique ArODES
an action-based approach

Nuria Chinchilla, Marc Grau-Grau, Sowon Kim

Revista Empresa y Humanismo,  93, 120, pp. 93-120

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Résumé:

The aim of this article is to integrate the decision-making process in the work-family field using an action-based approach. Drawing from the theory of Pérez López, we develop a conceptual framework as a way of understanding the internal decision-making process among managers in the work-family field. We use the core concepts of his theory, motivational structure, and motivation learning, and link them with caregiving ambition and family-supportive supervisor behaviors to build our framework. This iterative model illustrates how motivational factors influence caregiving ambition and family-supportive supervisor behaviors from which motivation learning is derived, and future decisions are constantly shaped.

Work-family integration and segmentation in the gig economy :
Article scientifique ArODES
an exploratory study on Airbnb hosts' experiences

Sowon Kim, Joy A. Schneer, Nicholas J. Beutell, Carol Wong

Tourism and hospitality research,  2023, vol. 23, no. 1, pp. 60-71

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Résumé:

Currently, there are four million hosts on Airbnb worldwide (Airbnb (2021). Although the number of Airbnb hosts keeps on rising, little is known about their experiences, as most studies on accommodation sharing services have predominantly focused on guests’ perspectives. This exploratory study investigates the work-family experiences of Airbnb hosts. Following preliminary interviews, we recruited Airbnb hosts to complete an online survey in which we examined the relationships between hosts’ preference for managing their work-family responsibilities (segmentation vs integration) in relation to work-family conflict, satisfaction, and intention to stay with Airbnb, and life satisfaction. Our results—from 136 respondents—indicated that Airbnb hosts who prefer segmentation (separating work and family) experience higher work-family conflict, which was associated with lower job satisfaction, life satisfaction, and intention to stay, compared to those who prefer integration (mixing work and family). Indirect effects were also found; work-family conflict mediated the relationship between segmentation preference and the studied outcomes. Findings suggest that work-family conflict needs to be re-examined in light of the unique demands associated with the gig economy. This study breaks new ground by investigating the work-family lives of Airbnb hosts, with important consequences for individuals, families, guests, and communities.

2021

Using available signals on LinkedIn for personality assessment
Article scientifique ArODES

Sébastien Fernandez, Marie Stöcklin, Lohyd Terrier, Sowon Kim

Journal of research in personality,  2021, vol. 93, article no. 104122, pp. 1-14

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Résumé:

LinkedIn is considered the most effective social network website for job seekers and recruiters. Although LinkedIn profiles are regularly accessed to evaluate candidates, we know very little about the type of information conveyed. The aim of this study is to determine if LinkedIn profiles convey accurate information about individuals’ personality traits. Drawing from signaling theory, we expect that individuals portray themselves in a manner that will reflect their personality. To examine this assertion, 607 LinkedIn profiles were coded on 33 indicators. Regression analyses and classification statistics demonstrate that Linkedin profiles contain accurate signals of personality traits. Potential use and limitations of LinkedIn as a source of accurate information about personality are discussed.

Family-supportive organisational culture, work–family balance satisfaction and government effectiveness :
Article scientifique ArODES
evidence from four countries

Mireia L. Heras, Yasin Rofcanin, Pablo, I. Escribano, Sowon Kim, Michael C. J. Mayer

Human resource management journal,  2021, vol. 31, no. 2, pp. 454-475

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Résumé:

This study examines the extent to which perceptions of family‐friendly organisational culture relate to employees' satisfaction with work–family balance (SATWFB) and how this, in turn, associates with their turnover intentions (TIs). Furthermore, we explore the extent to which employee experiences of different levels of government effectiveness (GE; high, medium and low) moderate these associations. Drawing on the work–home resources (W‐HR) model, we test our hypotheses with a sample of 1185 employees drawn from countries with substantially different levels of GE—Nigeria, the Philippines, Guatemala and Spain. Our results show that employees' perceptions of SATWFB mediate the relationship between the two dimensions of family‐friendly organisational culture and TIs of employees. This mediation is weaker for countries where employees experience high GE. Our findings contribute to research on the drivers of work–family balance satisfaction from a cultural and organisational perspective. We expand this line of research by introducing a new resource: GE. Our focus on four different national contexts also strengthens the comparative work–family balance literature.

2020

The costs of networking in nonwork domains :
Article scientifique ArODES
a resource-based perspective

Hans-Georg Wolff, Sowon Kim

Career development international,  2020, vol. 25, no. 5, pp. 501-516

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Résumé:

While studies have established that networking is an investment in an individual's career that pays off, recent research has begun to examine the potential costs of networking. This study suggests that prior research is limited in scope, as it remains focused on the work domain. Drawing upon the work home resources model (Ten Brummelhuis and Bakker, 2012), the authors broaden this perspective and develop a framework of negative consequences in nonwork domains. The paper proposes that networking generates costs in nonwork domains, because it requires the investment of finite energy resources in the work domain, and people lack these resources in other domains.

An examination of the impact of macro context on women CEOs in the hospitality industry
Chapitre de livre ArODES

Sowon Kim, Giuliano Bianchi, Maria José Cote Bosch

Dans Chinchilla Albiol, Nuria, Grau Grau, Marc, Grau, Marc, Las Heras Maestro, Mireia, The new ideal worker : organizations between work-life balance, gender and leadership  (Pp. 251-265). 2020,  Cham, Switzerland : Springer

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Résumé:

An extensive body of research has studied the antecedents and outcomes of gender differences at the workplace. The differential returns in objective career success (defined by promotions and salary) have been primarily attributed to indi-vidual and organizational factors. Yet, other than the effects of national culture and state interventions to promote gender equity (such as board quotas) on women’s status, we know to a less extent the impact of macro context on the gender gap. In particular, we study the effects of the federal regulation Sarbanes-Oxley Act (SOX) which followed one of the largest accounting fraud scandals worldwide (i.e. Enron in 2001). We also study the 2008 financial meltdown crisis (following the bankruptcy of Lehman Brothers) on the position and pay of female CEOs. Using Standard & Poor’s (S&P) Executive Compensation database (Execucomp) from 1992 to 2011, we found that SOX led to an increase in women serving as CEOs. However, neither the federal act nor the financial meltdown had an effect on the total compensation of CEOs. This evidence suggests that the gender pay gap remains constant regardless of particular events happening in the macro context.

2018

The moderating role of prosocial motivation on the association between family-supportive supervisor behaviours and employee outcomes
Article scientifique ArODES

Yasin Rofcanin, Jereon P. de Jong, Mireia Las Heras, Sowon Kim

Journal of Vocational Behavior,  2018, vol. 107, pp. 153-167

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Résumé:

This paper examines how family-supportive supervisor behaviours (FSSBs) are associated with employees’ in-role job performance and perceived promotability, and how prosocial motivation moderates these associations. Drawing on the norm of reciprocity from social exchange theory; we propose that FSSBs are positively associated with employees' in-role job performance and perceived promotability. Furthermore, building on the Work–Home Resources model (W-HR model), we propose that family performance of employees may be a mediator between FSSBs and employees' work outcomes. Expanding our model, we integrate an individual difference, prosocial motivation and propose that prosocial motivation may influence the associations between FSSBs and employee outcomes via family performance in such a way that the indirect effect of family performance is negative for subordinates with high prosocial motivation and this indirect effect is positive for employees with low prosocial motivation. Using matched dataset of 187 supervisor–subordinate dyads across four organizations located in Chile, Argentina and the Philippines; our findings from multi-level analyses reveal a direct positive association between FSSBs and in-role job performance and perceived promotability. However, family performance did not mediate the associations between FSSBs and employees' outcomes. Interestingly, our results revealed that for subordinates characterized by high (vs. low) prosocial motivation, the mediation of family performance between FSSBs and work outcomes weakens (vs. strengthens). Our focus on prosocial motivation also underlines the dark side of showing concern for others.

2017

Work-family enrichment :
Chapitre de livre ArODES
when love helps

Sowon Kim, Mireia Las Heras, Maria José Bosch Kreis

The work-family balance in light of globalization and technology  (pp. 202-219). 2017,  Cambridge, UK : Cambridge Scholars

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Procrastination, personality traits, and academic performance :
Article scientifique ArODES
when active and passive procrastination tell a different story

Sowon Kim, Sébastien Fernandez, Lohyd Terrier

Personality and individual differences,  1 April 2017, vol. 108, pp. 154-157

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Résumé:

Our study examines the nomological network of active procrastination in comparison with passive procrastination. In particular, we examine the effects of the five factor model with the aim to understand which personality traits predict academic procrastination. We also test the effect of passive and active procrastination on academic performance to study the unique contribution of each type of procrastination. In a sample of 178 university students in Switzerland, we find that extraversion and neuroticism are related to active procrastination. Furthermore, active procrastination predicts GPA to a much greater extent than the five factor model and passive procrastination.

2016

Who are the good citizens for the environment? :
Article scientifique ArODES
An examination of the predictive validity of personality traits

Lohyd Terrier, Sowon Kim, Sébastien Fernandez

Journal of environmental psychology,  December 2016, vol. 48, pp. 185-190

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Résumé:

Our study examines the antecedents of organization citizenship behavior for the environment (OCBE). In particular, we examined the relation between the five factor model personality traits and the tri-dimensional model of OCBE (eco-initiatives, eco-civic engagement and eco-helping). In a sample of undergraduates in Switzerland, openness to experience predicted eco-helping, conscientiousness predicted eco-initiatives and, extraversion predicted eco-civic engagement. Contrary to our expectations, agreeableness is not associated with OCBE dimensions.

When satisfaction with work-family balance pays
Article scientifique ArODES

Sowon Kim, Mireia Las Heras, Pablo I. Escribano

International business research,  2016, vol. 9, no. 11, pp. 178-188

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Résumé:

This study examines the mechanism through which family supportive environments in organizations (i.e. family supportive supervisor behaviors and work-family friendly culture) relate to turnover intentions. In a sample of 340 individuals, analysis using structural equation modeling showed that satisfaction with work-family balance mediates the relation between family supportive environments in organizations and turnover intentions. Thus, family supportive environments in organizations facilitate greater satisfaction with work-family experiences, which, in turn, relates with lower intentions to leave the company. We discuss research and practical implications of this study.

A matter of love :
Article scientifique ArODES
exploring what enables work-family enrichment

Sowon Kim, Mireira Las Heras, Maria Jose Bosch

International business research,  August 2016, vol. 9, no. 8, pp. 24-36

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Résumé:

The purpose of this empirical study is to examine the conditions under which work-family enrichment happens. We conducted a total of 30 interviews with managers (and their spouses) participating in a demanding executive education program at a prestigious business school in Spain in order to explore how work and family resources are generated and transferred from one role to the other. Based on the qualitative results, we developed a model and surveyed 302 Chilean employees across an organization in the industrial sector in order to test our preliminary results in the qualitative stage. In our qualitative study, we find that there is a unique resource generated only in the family domain, which we define as “agape love” that contributes to enrichment. Our quantitative study confirms that, the more individuals experience agape love from spouse and children, the more the family enriches the employee’s work life.

2020

Work-family integration and segmentation in the gig economy :
Conférence ArODES
Airbnb hosts' challenges and strategies

Suzanne C. De Janasz, Sowon Kim, Joy Schneer, Nicholas J. Beutell, Carol Wong

Academy of Management Proceedings

Lien vers la conférence

Résumé:

This paper examines the work-family experiences of Airbnb hosts who represent a large and growing number of ‘gig’ workers (approaching 700,000 Airbnb hosts worldwide). Data were collected from a sample of Airbnb hosts (N = 181) using Qualtrics. We examined the relationships between preference for segmentation/integration in relation to major study variables including work-family interference, satisfaction with Airbnb, intention to stay with Airbnb, and life satisfaction. While Airbnb hosts have autonomy, flexibility, and discretion in their Airbnb roles, maintaining boundaries (physical and psychological), coping with isolation, and social support needs may affect work- family relationships. Findings indicated that overall, higher work- family conflict (both WIF and FIW) was associated with lower job satisfaction, lower life satisfaction, and lower intent to stay. In addition to direct effects we also found indirect effects: both WIF and FIW mediated the relationship between segmentation preference and job satisfaction, life satisfaction, as well as intention to stay with Airbnb. Taken together, the findings suggest that work-family conflict needs to be re-examined in light of the unique demands associated with the gig economy. This study breaks new ground by studying the work-family lives of Airbnb hosts, with important consequences for individuals, families, guests, and communities. Implications of these findings are discussed."

2019

Women, financial return and performance volatility :
Conférence ArODES
practice & academia

Sowon Kim, Giuliano Bianchi, Sofie Bacci

Proceedings of the 2nd ICWF – International Conference of Women and Leadership

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Résumé:

This study examines the relationship between gender diversity, financial return, and performance volatility. Based on gender differences in risk behaviors, we predict that a greater presence of women in managerial positions will reduce volatility in companies. We test our hypothesis on a panel data set (2006-2016) of 76 Swedish firms and find that the association between return and volatility is significantly negative in companies with mid and high levels of performance. Our results show that for a given return, a performing company minimizes volatility if they have more female managers, indicating a greater level of efficiency (higher return for same volatility). These results are particularly promising in light of advancing our knowledge on why women are good for business.

Using work-family policies for caregiving :
Conférence ArODES
a motivational perspective

Nuria Chinchilla, Marc Grau, Sowon Kim

Proceedings of the 2nd ICWF – International Conference of Women and Leadership

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Résumé:

Drawing from the theory of human action developed by Juan Antonio Pérez López (Pérez López, 1991), we develop a conceptual framework as a way of understanding the decision-making process in the work and family context. We use core concepts from this theory – extrinsic, intrinsic and transcendent motives – and link them to caregiving ambition (Bear, 2019) to build our framework. We propose a framework illustrating motivational factors that influence work-family decision-making and offer propositions focusing on the family-supportive supervisor behaviors (FSSB) and use of flexible policies.

Preliminary evidence for the validity of LinkedIn-based personality information :
Conférence ArODES
a study on the conservation of wines in keg Ecofass®

Sébastien Fernandez, Marie Stöcklin, Lohyd Terrier, Sowon Kim

Proceedings of the European Association for Work & Organizational Psychology Congress (EAWOP 2019)

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Résumé:

There is a need to find alternatives to self-report personality measures in personnel selection. The aim of this study was to determine if LinkedIn profiles contain personality-related information and to verify the validity of this information with a self-rated personality instrument.

2018

Effects of women in top management roles working part-time on hotel performance volatility
Conférence ArODES

Sowon Kim, Giuliano Bianchi, Teofil Ciobanu, Inès Blal

Proceedings of the EuroCHRIE 2018 Conference

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Résumé:

This study examines the relationship between women in top management positions while working part-time (WTMpt) and sales performance using data collected from 47 hotels located across ten cantons of French- and German-speaking regions of Switzerland. We use two-stage least squares regression models to overcome the reverse causality of this relationship and include macro variables in our model (birth rates, institutional childcare, political parties, and female political representation). Our results show that WTMpt decrease the volatility of hotels’ Revenue per Available Room (RevPAR) in both high and low seasons.

In search of information about applicants :
Conférence ArODES
an exploratory study of LinkedIn as a predictor of personality and hireability

Sébastien Fernandez, Christoph Herren, Vania Costa, Lohyd Terrier, Sowon Kim

Proceedings of the 29th ICAP, 2018

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Résumé:

Previous studies have shown that non-professional social media such as Facebook offer accurate information about personality. This study aims at examining if LinkedIn profiles also convey accurate information about personality and to determine how recruiters weight information which is available on LinkedIn to make hiring decisions.

2017

An examination of the impact of macro context on women CEOs in the hospitality industry
Conférence ArODES

Sowon Kim, Giuliano Bianchi, Maria José Cote Bosch

Proceedings of I-WIL- International Conference of Women and Leadership 2017

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Résumé:

This study examines the impact of macro context on women’s careers. In particular we study the effects of a federal regulation (Sarbanes-Oxley Act, SOX) and the 2008 financial crisis on the position and compensation of female CEOs in the hospitality industry. Using Standard & Poor’s Executive Compensation database (Execucomp) we find that SOX led to an increase in women serving as CEO. However, neither the federal act nor the financial meltdown had an effect on the total compensation of CEOs. This evidence suggests that the gender compensation gap remains constant regardless of particular events happening in the macro context.

2015

A matter of love :
Conférence ArODES
exploring what enables work-family enrichment.

Sowon Kim

Proceedings of the Academy of Management conference 2015

Lien vers la conférence

Résumé:

This study provides understanding on the conditions that enables work - family enrichment. Using a sequential mixed - method approach (Creswell, 2003), we analyze qualitative and quantitative data. Based on our qualitative results from a total of 30 interviews with six dual - income couples with children in Spain we propose a model that is tested on 302 employees of an organization located in Chile. We find that there is a unique resource generated in the family role only which we define as “agape love.” The more individuals experience agape love, the enriched lives they have, under the condition that they are disposed to make a prosocial difference and have experienced enrichment in the past. Implications and future research directions are discussed

Tolerance for work to family interruptions :
Conférence ArODES
antecedents and consequences

Sowon Kim

Proceedings of the International Conference on Work and Family 2015

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Résumé:

The topic of work-to-family is not new to researchers or practitioners , but what is not yet known is what affects the degree to which people are tolerant of work to family interruptions, and whether this matters for individual and organizational outcomes. In this paper , building on a previous measure of work - family interruption behaviors we develop th e construct “tolerance for work-to-family interruptions” (TWFI) defined as “the ability to handle un planned and unexpected work to family interruptions without feeling bothered.” B ased on conservation of resources theory we postulate - and find support for - the antecedents and consequences of TWFI tested on a sample of 626 supervisor - subordinate dyads in two organizations in El Salvador. Both work - family friendly culture and supervisor behaviors enhance tolerance for work - family interruptions. Such tole rance also leads to greater satisfaction with work - family balance, work engagement and job performance. Th e relationship s between tolerance, satisfaction with work - family balance and work engagement are stronger for people who report more (rather than less) actual interrupting behaviors. Implications for research and practice are discussed.

Be rich yet, others might see you as poor :
Conférence ArODES
the mediating effect of family performance

Sowon Kim

Proceedings of the International Conference on Work and Family 2015

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Résumé:

The purpose of our study is to shed light on the effects of family supportive supervisor behaviors via the performance of the subordinates in their family life. Using the work - family conflict and work - family enrichment theoretical frameworks, we seek to un derstand how employees’ self - reported family performance impacts their job performance (evaluated by their supervisors) as well as employees’ own perception of well - being. Our study includes 120 supervisor - subordinate dyads and 471 subordinates across thre e organizations located in Chile, Argentina and The Philippines. We find that family performance is negatively related to job performance when employees are high in their desire to help others at their workplace; we also find that it is positively related to their own levels of energy and health. Implications and future research directions are discussed.

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