The influence of supervisor supportive behaviors on subordinate job satisfaction: the moderating effect of gender similarity.

This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate.

Is the Institutional Environment a Challenge for the Well-Being of Female Managers in Europe? The Mediating Effect of Work⁻Life Balance and Role Clarity Practices in the Workplace.

The advancement of women to top management positions positively affects firm competitiveness. However, this advancement may also negatively affect individuals as women find themselves forced to overwork to match their male counterparts in organisations, which can cause a decrease in their professional well-being. Although the literature highlights that human resource practices (HRPs) have a positive impact on well-being, it also warns that national institutions may condition the adoption of HRPs by organisations.

Returning to Work after Childbirth in Europe: Well-Being, Work-Life Balance, and the Interplay of Supervisor Support.

Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB). Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment.