The relationship between an employee and their immediate supervisor has an established impact on subordinate work-family conflict (WFC). Likewise, the leader-member exchange (LMX) relationship is a resource to address WFC both proactively and on an episodic basis. This study draws from LMX literature as a foundation to test a resource and socio-cognitively-based process model. The model purports that subordinates address WFC on a daily basis through the autonomy their LMX relationship provides; and, in turn, the LMX relationship evolves and strengthens. Using an experience sampling methodology over the course of ten business days, 130 individuals provided 1124 observations. Extending prior work linking LMX to WFC cross-sectionally, our model supported that LMX at the start of the study was linked with cumulative daily WFC through daily autonomy. Testing latent change in LMX, the model also supported that cumulative daily autonomy related to changes in LMX through cumulative daily WFC and perceptions of daily support. Our theoretically-driven model underlines the critical role of supervisors in addressing WFC and responds to calls in work-family and LMX literatures by capturing the dynamic nature of the constructs and processes involved in accommodating WFC. Moreover, our results highlight how LMX relationships stand to benefit both the supervisor and subordinate. Findings support the application of LMX literature and advance literature by documenting the complex and dynamic process involved in addressing WFC and changes in LMX quality. Practical implications, limitations, and future research directions are discussed.

中文翻译：

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互惠互利的过程：协调工作与家庭冲突并加强领导与下属关系


员工与其直接主管之间的关系对下属的工作家庭冲突 (WFC) 有一定的影响。同样，领导者-成员交换 (LMX) 关系是主动和间歇性解决 WFC 问题的资源。本研究以 LMX 文献为基础来测试基于资源和社会认知的过程模型。该模型声称，下属通过 LMX 关系提供的自主权每天处理 WFC 问题；反过来，LMX 关系也不断发展和加强。使用经验抽样方法，在 10 个工作日内，130 人提供了 1124 条观察结果。我们的模型扩展了先前将 LMX 与 WFC 联系起来的工作，支持研究开始时的 LMX 通过每日自主性与累计每日 WFC 联系起来。通过测试 LMX 的潜在变化，该模型还通过累积每日 WFC 和每日支持感知来支持与 LMX 变化相关的累积每日自主权。我们的理论驱动模型强调了主管在解决 WFC 问题中的关键作用，并通过捕捉适应 WFC 所涉及的结构和过程的动态性质来响应工作家庭和 LMX 文献中的呼吁。此外，我们的结果强调了 LMX 关系如何使主管和下属受益。研究结果通过记录解决 WFC 和 LMX 质量变化所涉及的复杂和动态过程，支持 LMX 文献和先进文献的应用。讨论了实际意义、局限性和未来的研究方向。