Purpose The purpose of this paper is to review and analyse the literature on psychological contract (PC) phenomena to date as well as give future research directions in this research area. Design/methodology/approach The authors have conducted a bibliometric analysis of 33 years of research on PC. The bibliometric findings have identified various perspectives by drawing the landscape and developmental trajectory of PC research over time. A specific bibliographic analysis and visualization tool VOSviewer was employed to evaluate and process 1999 publications in the Scopus and Web of Science (WoS) database from 1989 to 2022, also author citation analysis, journal co-citation analysis, reference analysis and analysis of 100 milestone articles. Findings The authors detected and visualized the landscape of PC area and track how this landscape has developed. Secondly, the authors present the findings emerged from this study's bibliometric review, with emphasize on future research directions and implications. Originality/value This paper presents bibliometric analysis of more than 1,000 research articles from main databases and review of 100 most prominent papers on PC research topic. This article offers academicians and researchers a more sophisticated understanding of the intellectual and conceptual framework of the research body. The authors are providing insights about its structural body of knowledge through an overview of the current state of scholarly development in the field of PC.

Purpose The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees. Design/methodology/approach A matched supervisor-subordinate sample context drawn from a security organization in Chile (N = 3,624 subordinates matched with 107 supervisors) was used which is an unrepresented context in research on i-deals. Findings Results from multi-level analyses reveal that the interaction of performance motivation of subordinates and flexibility i-deals matters to performance motivation of subordinates. In turn, performance motivation reduces turnover intentions and work-family conflict of subordinates. Research limitations/implications The findings from multi-level structural equation modelling supported our hypotheses and offered interesting implications for the i-deals literature and practitioners. Our findings highlight (1) the importance of being performance driven to obtain flexibility i-deals and (2) the enabling role of performance-oriented supervisors. Practical implications Flexibility i-deals act as mechanism that translate the impact of performance motivation on key work and non-work outcomes and can be considered as important HR tools for employees and managers. Originality/value This research highlights the importance of performance motivation to obtain i-deals and emphasises that the motivation of supervisors is key to enable these deals. Furthermore, the context of this research, which is a security organisation, is important as research to date has been conducted in Western and corporate settings.

The COVID-19 pandemic has tested health care professionals to the extreme. This study investigated the re-enchanting effect of shared leadership and passion at work in the context of public health care. This study advances on the Self-Determination Theory to suggest that shared leadership has a positive effect on resilience and performance through passion at work at different levels of analysis. A sample of 518 physicians working in Spanish public hospitals was used. The results showed that shared leadership was associated with team and individual outcomes via passion at work at team level, while no significant mediating effect was found for passion at work at the individual level. The theoretical and practical implications of the findings are discussed, limitations are considered, and future research directions are suggested. JEL CLASSIFICATION: M12, M54

Family supportive supervisor behaviors (FSSB) have emerged as a powerful resource of informal support for the well-being and development of employees. However, research to date offers limited insight into the antecedents and underlying processes that may trigger FSSBs. We investigate the association between family motivation of supervisors and FSSBs, and how the latter mediates the association between supervisors' family motivation and subordinates' work performance. Furthermore, we examine the role of supervisors' satisfaction with their work-family balance as a contextual variable influencing our proposed associations. We draw on FSSB and perspective taking theory as over-arching frameworks for our hypotheses. Using matched and multisource supervisor-subordinate data collected from an organization in Chile (196 subordinates and 75 supervisors), our findings revealed that FSSBs are mechanisms linking supervisors' family motivation to subordinates' work performance. Interestingly, this positive association is moderated by supervisors' satisfaction with their work-family balance, such that the mediation of FSSBs is stronger for supervisors who are not satisfied with their work-family balance.

Growing concerns of maintaining the best talent have contributed to the rising number of idiosyncratic deals (i-deals) at the workplace. I-deals refer to the personalised work arrangements between employees and their employers where the terms benefit both parties. Despite the acknowledgment that supervisors are key in creating i-deals, research to date has overlooked their role. Drawing on prosocial motives and social learning theory, we explore an overall model of what triggers employee flexibility i-deals and the consequences of such i-deals on employee outcomes. In so doing, we explore one of the key yet untested assumptions of i-deals theory: that they are intended to be mutually beneficial. We investigate our model with matched supervisor - employee data (n = 186) collected in El Salvador and Chile. Findings reveal that there is a positive association between supervisors' prosocial motives and employees' flexibility i-deals. Moreover, prosocial motives of supervisors trickle-down and shape employees' functioning at work (i.e. work performance and deviant behaviours) and lead them to be more prosocially motivated through employees' flexibility i-deals.

Integrating the work-family facilitation model with the integrated model of human energy, we advance a process perspective involving both members of a couple (i.e., actor and partner). We examine the effects of coworker work-family support at work onto actor work-family support provision at home (i.e., work-to-family facilitation) as well as the consequences of partner work-family support receipt at home for partner work-related creativity through a resource gain spiral process at work (i.e., positive affect, flow, and need satisfaction at work; family-to-work facilitation). We further test whether actor compassionate love moderates the dynamic mechanisms that connect coworker work-family support to partner's creativity. Results of two experience-sampling studies support our model. We find that on weeks with higher coworker work-family support, couples report greater work-family support provision and receipt, which leads to resource gain spirals at work and higher work-related creativity for partners. Furthermore, actor compassionate love strengthens the positive work-home dynamics that follow from coworker work-family support and promote partner's work-related creativity. We critically discuss our findings and reflect on practical interventions, which may encourage greater work-family support provision at work and at home.

This study extends previous research on organizational resilience by focusing on its relational resilience dimension and integrating with its operational resilience dimension. Our main goal is to understand relational resilience construct and complement it with operational resilience construct to have a complete and balanced picture of organizational resilience. We analyze complementary contributions of relational and operational resilience on organizational resilience in survival and sustainability dimensions. A multiple-case study has been conducted on two manufacturing and two service organizations. This study has conceptualized relational resilience beyond its survival dimension and extended it in sustainability dimension. This understanding enables congruence with the recent conceptualization of organizational and operational resilience in survival and sustainability aspects.

How does servant leadership trickle down to impact subordinates' work and non-work outcomes? This study sets out to investigate the mechanisms and boundary conditions associated with this question. In so doing, we integrate two sequential mechanisms (family-supportive supervisor behaviours and work engagement/self-care) and a contextual condition (servant leader's perceived organizational support) to address whether and how servant leaders shape subordinates' work performance and their satisfaction with work-family balance. Using matched supervisor-subordinate data (770 supervisors and 819 subordinates) collected from a group of companies in Chile, our results from multilevel analyses largely support our hypotheses. We contribute to servant leadership and research on family supportiveness by: 1) introducing and discussing two separate and sequential mediating mechanisms to explain the trickle-down effect of servant leadership; 2) emphasizing the role of perceived organizational support in establishing when the trickle-down effect occurs; 3) highlighting the need to bridge two separate bodies of research (namely those of servant leadership and family supportive supervisor behaviours) in developing interventions in organizations to help employees manage work-family issues.

Fierce competition coupled with an increasing presence of dual-earning couples and blurred boundaries between work and family, increasingly render work-family lives of employees important. In this context, one strategy to enable employees achieve greater work-family interface is via Family Supportive Supervisor Behaviors (FSSBs), defined as supervisors' informal discretion to implement family-friendly policies at work. Inspired by the growth in research on FSSBs, the over-arching goal of this study is to explore (a) the triggers of FSSBs from an organizational context perspective and (b) the role of FSSBs as a mechanism to translate the impact of organizational context on subordinates' overall health and work-family balance satisfaction. Furthermore, we expand our model by integrating the (c) role of supervisors' and subordinates' elderly care responsibilities as an individual boundary condition to explain how the FSSBs unfold and for whom they are most effective. Using the Work-Home Resources model (i.e., W-HR model; Ten Brummelhuis & Bakker, 2012), we test our hypotheses with matched data of subordinates and their supervisors collected in El Salvador and Peru. Our model was largely supported. Findings point to the importance of organizational and supervisor support as well as the importance of involvement with elder-care responsibilities in driving FSSBs and enhancing employee perceptions of health and their work-family balance satisfaction.

Requests for flexible work practices have become commonplace, with the aim of helping employees perform more effectively in both their private and work lives. One path for employees to secure flexible work is through the negotiation of individualized work arrangements, also known as "i-deals". This study provides valuable insights into the nomological network of schedule-flexibility i-deals by drawing on the Conservation of Resources (COR) theory. We propose that, via resource accumulation, schedule-flexibility i-deals are a mechanism through which the emotional support of supervisors promotes employees' family performance and reduces deviant work behaviors. Drawing further on the COR framework, we examine two boundary conditions that guide employees' resource investment perception of family-friendly environment and prosocial motivation. We collected multi-source data from employees working in South America and tested our hypotheses using structural equation modeling. Our results provide support for the key mediating role of schedule-flexibility i-deals. Moreover, the indirect relationship between supervisors' emotional support and family performance through schedule-flexibility i-deals is stronger in family-friendly organizational contexts, as well as when employees are prosocially motivated. Our results also show that, contrary to the expected effect, when prosocial motivation is high, employee supervisors' emotional support is positively linked to deviant behaviors. We contribute to the literature by emphasizing the roles of perceived resources at the levels of leaders (i.e., supervisors' emotional support), context (supervisors' perceptions of a family-friendly environment), and individuals (employees' prosocial motivation). We demonstrate the importance of these resources in establishing and sustaining schedule-flexibility i-deals.

El estudio, elaborado conjuntamente por Edenred y el IESE sobre una muestra de 1.200 trabajadores españoles, indica que hasta los 35 años el nivel de satisfacción con el equilibrio trabajo-familia apenas varía en función del sexo del superior. Sin embargo, a partir de esta edad, la satisfacción es mayor si el jefe es una mujer, una tendencia que se acentúa a partir de los 50 años