Examining the conditional effects of supervisors’ availability expectations after work hours: the moderating role of longitudinal need-related supervisory behaviour profiles
研究员工感知的主管下班后可用性期望如何影响其行为，发现这种影响取决于主管的需求支持、需求挫败和需求冷漠行为的组合模式，不同模式下员工离职意向、怠工和反生产行为表现各异。
This study investigated how the effects of employees’ perceptions of supervisors’ availability expectations on their behaviours are moderated by need-related supervisory behaviour profiles. To that end, we relied on a person-centred approach to examine how employees’ perceptions of their supervisors’ need-supportive, need-thwarting, and need-indifferent behaviours combine within distinct profiles, as well as the nature, stability, and outcomes of these profiles. A sample of 598 employees was surveyed twice over a three-month interval. Our results revealed five need-related supervisory behaviour profiles: (1) Globally Moderate and Specifically Thwarting, (2) Globally Moderate and Specifically Indifferent, (3) Globally Favourable and Specifically Supportive, (4) Globally Unfavourable, and (5) Globally Favourable and Specifically Indifferent. These profiles displayed a very high level of within-sample and within-person stability over time. Levels of turnover intention, soldiering, and counterproductive work behaviours differed across profiles, with the highest levels of turnover intention found in the Globally Unfavourable profile while the highest levels of soldiering and counterproductive work behaviours were found in the Globally Moderate and Specifically Indifferent profile. Finally, supervisors’ availability expectations were positively associated with counterproductive work behaviours in the Globally Unfavourable, Globally Moderate and Specifically Thwarting, and Globally Favourable and Specifically Indifferent profiles, with soldiering in the Globally Favourable and Specifically Indifferent profile, and with turnover intention in the Globally Moderate and Specifically Indifferent profile.