To better manage our work demands and family demands, we often erect mental or physical ‘boundaries’ to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses.

中文翻译：

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当工作场所的家庭支持被错误分配时：价值一致性和公平感知对主管家庭支持的影响

为了更好地管理我们的工作需求和家庭需求，我们经常建立精神或身体“边界”来帮助管理我们的经历。然而，保留这些界限的偏好因人而异（例如，一些人可能更喜欢划分工作/家庭角色，而另一些人可能更喜欢整合这些角色），并且员工可能并不总是与他们的主管有相似的偏好/价值观。应用来自工作需求-资源模型的资源框架 (JD-R; Bakker & Demerouti, 2007)，当主管通过家庭提供有价值的情感和工具性资源时，我们解释了主管-员工价值一致性减少工作-家庭冲突的过程- 支持性主管行为（FSSB）。此外，我们发现证据表明，即使在与员工价值观不一致的情况下，主管也可以通过公平分配和单独定制家庭支持来证明足够的 FSSB。我们拥有来自美国南部四所大学的 815 名员工的多元化样本，进行调解和适度分析以检验我们的假设。