The role of leadership style and supervisor support in work-life reconciliation and work engagement

Gospodarske spremembe in tehnološki napredek vplivata na prepletanje mej med delom in zasebnim življenjem. Zaradi prehoda službenega področja v zasebno se odpirajo razprave o počutju zaposlenih na delovnih mestih in dejavnikih, ki na to vplivajo. Namen raziskave je proučiti dejavnike usklajevanja dela in zasebnega življenja, z osredotočenostjo na oporo nadrejenega in stila vodenja, v povezavi z delovno zavzetostjo. Dodatno smo želeli ugotoviti razlike med različnimi skupinami zaposlenih. Dodatno smo želeli preveriti, kateri stil vodenja je zaznan kot najbolj oporen ter ustrezen v proizvodni organizaciji. Vzorec predstavlja 157 zaposlenih v proizvodni industriji Savinjske regije. Rezultate smo preverili s t-testi in hierarhično regresijsko analizo. Izkaže se, da je ključni dejavnik usklajevanja dela in zasebnega življenja opora nadrejenega, ki pripomore k obogatitvi ter zmanjša konflikt zaradi dela. Obogatitev zaradi dela in transakcijsko vodenje se izkažeta kot napovednika zavzetosti. Vodstveni zaposleni na delovnem mestu doživljajo večjo obogatitev in zavzetost. Zaposleni v režiji so bolj zavzeti od tistih v proizvodnji, na obeh področjih pa sta ustrezna oba stila vodenja. Zaposleni dojemajo vedenje nadrejenega kot oporo, kadar pri vodenju uporablja transformacijsko vodenje in pogojno nagrado pri transakcijskem. Pasivno-izogibajoči stil vodenja pa se povezuje z doživljanjem konflikta zaradi dela in je negativni napovednik opore nadrejenega.Economic growth and technological progress have had a significant impact on crossing the boundaries between work and private life. Due to work-personal life interference numerous dissertations have been opened about the employees’ well-being in the workplace, including the factors that have an influence on it. The purpose of our research is to examine the factors of work-life reconciliation, with a particular focus on the supervisor’s support and leadership style, in relation to work engagement. In addition to this, we wanted to identify the difference among the various groups of employees and test, which leadership style is perceived as the most supportive and suitable in manufacturing organizations. The respondents’ sample represents 157 employees in the manufacturing industry of Savinjska region. The results have been verified by t-tests and hierarchical regression analysis. It turns out that a key factor in reconciling work and private life is the supervisor support, which contributes to work based enrichment due to work and reduces work-related conflict. Work-based personal enrichment and transaction leadership prove to be a harbinger of work engagement. Employees on leading positions experience greater enrichment and work engagement in the workplace. White-collar workers are more engaged than blue-collar workers, and both leadership styles are suitable in both work areas. The employees tend to perceive a supervisor\u27s knowledge as supportive when using transformational leadership style or conditioned reward in transactional leadership. The passive avoidant leadership style, however, is associated with experiencing work-related conflict and represents a negative predictor of the superior\u27s support