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<p>Based on the Conservation of Resources Theory, this study examines the reciprocal relationships between family-supportive supervisory behaviors (FSSB), leader–member exchange (LMX), and work engagement. Its primary aim is to clarify not only the forward pathway from FSSB to LMX and then to work engagement, but also the reverse effects from work engagement back to LMX and FSSB—a bidirectional perspective seldom explored in prior research. Using a two-wave longitudinal design with a six-month interval, data were collected from 286 full-time employees across six supermarkets in China. Structural equation modeling was employed to test the proposed model. The results reveal positive reciprocal relationships between FSSB and LMX, as well as between LMX and work engagement. These findings suggest that FSSB fosters high-quality LMX, which subsequently enhances work engagement, while engaged employees also tend to perceive and elicit more supportive supervision over time. The study contributes to the literature by empirically validating dynamic interplays among FSSB, LMX, and work engagement, offering practical insights for developing supportive leadership and enhancing employee engagement in organizational settings.</p>

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Cross-lagged associations among family-supportive supervisory behaviors, leader–member exchange, and work engagement: a test of gain spirals of resources

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年3月17日

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  • Hai Jiang,
  • Jiyuan Mei,
  • Jinhua Gan,
  • Jing Luo

摘要

Based on the Conservation of Resources Theory, this study examines the reciprocal relationships between family-supportive supervisory behaviors (FSSB), leader–member exchange (LMX), and work engagement. Its primary aim is to clarify not only the forward pathway from FSSB to LMX and then to work engagement, but also the reverse effects from work engagement back to LMX and FSSB—a bidirectional perspective seldom explored in prior research. Using a two-wave longitudinal design with a six-month interval, data were collected from 286 full-time employees across six supermarkets in China. Structural equation modeling was employed to test the proposed model. The results reveal positive reciprocal relationships between FSSB and LMX, as well as between LMX and work engagement. These findings suggest that FSSB fosters high-quality LMX, which subsequently enhances work engagement, while engaged employees also tend to perceive and elicit more supportive supervision over time. The study contributes to the literature by empirically validating dynamic interplays among FSSB, LMX, and work engagement, offering practical insights for developing supportive leadership and enhancing employee engagement in organizational settings.