In the current study, we strategically link the work–family literature to employee creativity, a construct seen as a linchpin for organizational success, through family‐supportive supervision based on the concept of reciprocity of interdependent exchanges within social exchange theory. In Study 1 (N = 188), based on data with a one‐month lag between two assessments, we demonstrate that family‐supportive supervision is an explanatory leadership behaviour that connects broader leadership styles (i.e., leader–member exchange) to employee creativity. In Study 2, we further unpack the theoretical exchange processes at work to better address the leadership–creativity black box. With a sample of 251 participants, surveyed at two time points, we leverage a motivational process model and demonstrate that meaningfulness and intrinsic motivation mediate the relationship between family‐supportive supervision and creativity. These findings provide insight into the motivational mechanisms involved in the social exchange process and implications for inciting employee creativity through family‐supportive supervision.

中文翻译：

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将家庭支持的监督与员工创造力联系起来的过程模型

在当前的研究中，我们通过基于社会交换理论中相互依存互惠的互惠概念的家庭支持监督，将工作-家庭文学与员工创造力进行战略性链接，该构想被视为组织成功的关键。在研究1（N = 188），基于两次评估之间有一个月滞后的数据，我们证明了家庭支持的监督是一种解释性的领导行为，将更广泛的领导风格（即，领导－成员交换）与员工创造力联系起来。在研究2中，我们进一步解开了工作中的理论交流过程，以更好地解决领导力-创造力的黑匣子。在两个时间点对251名参与者进行了抽样调查，我们利用了激励过程模型，并证明了意义和内在动机介导了家庭支持性监督与创造力之间的关系。这些发现提供了对参与社会交流过程的激励机制的洞察力，以及通过家庭支持的监督来激发员工创造力的含义。