Recovery from work is highly important for employees’ well-being as well as their performance at work. However, understanding interpersonal predictors of recovery remains unclear because recovery research failed to include supervisor behaviors as antecedents of subordinates’ recovery. Therefore, the goal of this dissertation is to link research on recovery with the leadership literature by investigating different supervisor behaviors as antecedents of subordinates’ recovery experiences. Drawing on boundary management theory and the work-home resources model (WH-R model), I examine supervisor behaviors as both work resources (i.e., supervisor supportive behaviors) and as work stressors (i.e., abusive supervision and expectations to work during nonwork time) that can promote versus hinder subordinates’ recovery processes in the nonwork domain. In addition, I include the broader social environment as moderators in my studies by examining interpersonal resources in the work domain (i.e., by examining co-worker) as well as interpersonal stressors in the nonwork domain (i.e., by examining partners, children, parents, and friends). Across three studies, I provide empirical evidence how supervisor behaviors can shape subordinates’ recovery.
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