Leader prototypicality moderates the relation between access to flexible work options and employee feelings of respect and leader endorsement
研究发现，领导允许员工使用弹性工作安排会提升员工的尊重感和对领导的认可，但领导的原型性（代表群体典型特征的程度）会以相反方向调节这两种关系：高原型性增强尊重感，低原型性增强认可。
Organizations are increasingly offering flexible work arrangements (FWA), which are associated with a variety of individual and organizational outcomes.Supervisors may support, discourage, or prohibit employees' access to and use of such programs.These actions and decisions can affect employees' feelings of being respected, and their endorsement of their supervisor, which can in turn affect employees' motivation to work in pursuit of group and organizational goals.We propose, in line with social identity theory, that these relationships are moderated by leader in-group prototypicality.Results from two large-sample surveys a year apart at one organization show that employees with supervisors who allow more FWA feel more respected as well as express stronger endorsement of their leaders.Importantly, both of those relationships are moderated by the degree of the supervisor's in-group prototypicality, but in opposite ways.The association of FWA allowance with respect increases slightly under conditions of higher prototypicality.However, the association of FWA allowance with endorsement of leaders increases more strongly under conditions of lower prototypicality.The discussion considers theoretical, practical, and research implications.