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    Exploring the effects of reduced load work arrangements (RLWAs): The role of individual autonomy and workplace level justice perceptions
    (Elsevier, 2022) Berber, Aykut; Afacan Fındıklı, Mine; Marescaux, Elise; Rofcanin, Yasin; Mughal, Farooq; Swart, Juani
    This paper explores the effects of reduced load work arrangements (i.e. RLWAs) in a context where employees are seeking to balance their work-personal life while employers are reducing costs and staying competitive. We draw on the job-demands control theory and social information processing (SIP) theory to introduce two novel elements mainly to examine how and when the influence of RLWAs unfold: employee's perceived job autonomy as a mediating mechanism and role of social context (i.e., overall justice perceptions at workplace level) in shaping the consequences of RLWAs. We use a large representative data set acquired through WERS (2011) in the United Kingdom. Our findings partially support our hypotheses by shedding light on how and under which conditions the effects RLWAs unfold on employee outcomes. We contribute to debates that emphasize the bridging role of perceived job autonomy in translating the impact of RLWAs on employees' outcomes and hence to keep employees motivated while allowing them to achieve better balance between work and non-work. © 2022
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    Perceptions of support trickle down: Effects on energetic resources via psychological empowerment
    (Wiley Periodicals, Inc, 2023) Rofcanin, Yasin; Wang, Siqi; Heras, Mireia Las; Taser, Didem; Bosch, Maria Jose; Findikli, Mine Afacan; Vallina, Andres Salas
    Supervisor perceptions of support are key, as they can influence their subordinates' perceptions of support and well-being. Using a weekly diary data set of subordinates and their supervisors in Chile, we tested a trickle-down effect of perceived supervisor support across three hierarchical levels: upper managers, supervisors, and non-managerial employees. Drawing on the conservation of resources (COR) and social exchange theories as well as crossover research, we find that our model is largely supported. The findings revealed that supervisors' perceived support from managers (PMS) relates to subordinates' perceptions of support from their own supervisors (PSS). In turn, subordinates' PSS is positively associated with their emotional resource possession and sleep quality. Beyond these relationships, subordinates' psychological empowerment mediates the positive relationships between subordinates' PSS and their emotional resources as well as sleep quality. These findings suggest that supervisors who feel supported reciprocate with the more supportive treatment of subordinates, which likely enhances psychological empowerment, in turn driving the accumulation of emotional and physical resources.