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The purpose of our study is to examine the effects of alignment and misalignment between supervisor’s work-to-family interruptive behaviors and subordinate’s tolerance for such interruptions on the latter’s well-being and engagement. Based on 582 supervisor-subordinate dyads, we find that alignment (the degree of similarity between the supervisor and subordinate) is not always significantly better than misalignment. In fact, our results show that when supervisor shows a low level of work-to-family interruptive behaviors while subordinate has a high tolerance for such interruptions increases subordinate’s well-being and engagement. When supervisor shows a high level of work-to-family interruptive behaviors while subordinate has a low tolerance for such interruptions, subordinate’s well-being and engagement decrease. Implications and future research directions are discussed.

Well-being and engagement as predicted by fit and misfit of work to family supervisor interruption behaviors and – subordinate interruption tolerance