Men’s experiences of family supportive supervisor behavior through the lens of gender role traditionalism and nation of residence

Guided by Aycan’s (2008) cross-cultural model of culture and work-family conflict as well as gender role and the Job Demands-Resources theories, this study tests a model to examine the moderating effects of gender role traditionalism (GRT) as individual differences and cross-national social context in a mediation model where work-family conflict mediates the relationship between family-supportive supervisor behaviors (FSSB) and turnover intentions. The study sample included 366 men who were employed at car dealerships in Mexico or the United States. Results indicate that FSSB has a negative significant relationship with turnover intentions, while time-based conflict from their family-to-work role (FWC) and strain-based work-to-family role conflict (WFC) mediate that relationship. Further, an interaction between FSSB, country of residence, and GRT was significant for time and strain-based FWC. Additionally, interaction results indicate that men in the United States with low gender role traditionalism experienced less time-based WFC when employees perceived high FSSB in comparison to men with high gender role traditionalism and men in Mexico. Implications of this study indicate that men’s work-family experiences are associated with FSSB but that managers should consider how cultural values might affect the importance of workplace resources.