Mireia Las Heras
Biographic Data
| ID | 3482807 |
|---|---|
| NAME | Mireia Las Heras |
| GIVEN NAMES | Mireia Las |
| FAMILY NAME | Heras |
| SIGNATURE | LAS HERAS M |
| AFFILIATIONS | IESE Business School |
| ORCID | 0000-0002-7509-8669 |
| VERIFIED | Yes |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 35 |
| WORKS AS AUTHOR | 15 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
From playful work design to playful family design
Play is a universal phenomenon—but how universal is it across life domains? Playful work design (PWD) refers to self‐initiated play during work activities to make tasks more fun and challenging. Drawing on the work–home resources model, we investigate whether PWD reduces job boredom and spills over into the home domain. To conceptualize this cross‐domain dynamic, we introduce playful family design (PFD) as a novel construct that reflects the self…
Support at Work, Capitalization at Home
Family‐supportive supervisor behaviors (FSSBs) have been widely recognized for helping employees navigate work–family demands. Yet, it remains unclear whether the benefits of FSSB extend beyond the workplace to enrich supervisors themselves and their partners at home. Drawing on work–family enrichment theory and family systems theory, we propose a spillover–crossover framework to examine how engaging in FSSB enhances supervisors' family role perf…
A meta-analytic review of family supportive supervisor behaviors (FSSBs)
This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis and meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn from 213 sources (N = 118, 100), we examined a set of hypotheses exploring the antecedents and consequences of FSSBs. We also conducted a comparative analysis of the explanato…
Human Flourishing
The New Ideal Worker
When employees and supervisors (do not) see eye to eye on family supportive supervisor behaviours
Seeking an “i-deal” balance
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…
A closer look at the positive crossover between supervisors and subordinates
How can we explain the crossover of positive experiences from supervisors to their subordinates? Drawing on crossover research and social learning theory (SLT), our main goal in this study is to explore mechanisms and boundary conditions to understand how positive crossover occurs from supervisors to their subordinates. We focus on the nature and foundations of positive crossover in the domains of work and home, and explore the downstream consequ…
Relational job crafting
In this weekly diary study, we integrated research on job crafting to explore the associations between expansion and contraction oriented relational job crafting, work engagement and manager-rated employee behaviours (work performance and voice). Furthermore, we investigated cross-level moderations of prosocial and impression management motives on our proposed associations. We tested our hypotheses with matched data collected over seven weeks in …
A trickle-down model of task and development i-deals
In today’s competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients’ unique work needs and preferences. While i-deals unfold in a dyadic context between subordinates and their managers, the consequences of i-deals concern everyone including co-workers and the organization. Focusing on task and development i-deals, we propose a trickle-down model to e…
How do flexibility i-deals relate to work performance? Exploring the roles of family performance and organizational context
Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i-deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceiv…
Expanding the boundaries of work-family research
Poelmans, Jeffrey H. Greenhaus & Mireia Las Heras PART I: WORK-LIFE POLICIES AND FLEXIBLE WORK ARRANGEMENTS IN ORGANIZATIONS Work-Family Policies: Linking National Contexts, Organizational Practice and People for Multi-level Change. Ellen Ernst Kossek & Ariane Ollier-Malaterre Do Work-Family Policies Really 'Work'? Evidence from Indian Call Centres Sweta Rajan-Rankin & Mark Tomlinson PART II: WORK-LIFE CULTURE AND PRACTICES IN ORGANIZATIONS Decon…
Expanding the Boundaries of Work-Family Research
With contributions from thirty authors from fifteen countries, this is a 'white book' for international work-family research and practice. The authors offer a bold look at the future and provide guide
Pursuing Career Success while Sustaining Personal and Family Well‐Being
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Reintegrating job design and career theory
Relational job crafting
In this weekly diary study, we integrated research on job crafting to explore the associations between expansion and contraction oriented relational job crafting, work engagement and manager-rated employee behaviours (work performance and voice). Furthermore, we investigated cross-level moderations of prosocial and impression management motives on our proposed associations. We tested our hypotheses with matched data collected over seven weeks in …
A trickle-down model of task and development i-deals
In today’s competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients’ unique work needs and preferences. While i-deals unfold in a dyadic context between subordinates and their managers, the consequences of i-deals concern everyone including co-workers and the organization. Focusing on task and development i-deals, we propose a trickle-down model to e…
How do flexibility i-deals relate to work performance? Exploring the roles of family performance and organizational context
Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i-deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceiv…
Pursuing Career Success while Sustaining Personal and Family Well‐Being
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Reintegrating job design and career theory
A closer look at the positive crossover between supervisors and subordinates
How can we explain the crossover of positive experiences from supervisors to their subordinates? Drawing on crossover research and social learning theory (SLT), our main goal in this study is to explore mechanisms and boundary conditions to understand how positive crossover occurs from supervisors to their subordinates. We focus on the nature and foundations of positive crossover in the domains of work and home, and explore the downstream consequ…
Reintegrating job design and career theory
Pursuing Career Success while Sustaining Personal and Family Well‐Being
This study examines the experiences, over 6 years, of 73 managers and high level professionals who reduced their workloads to achieve more sustainable career and family outcomes. We compared personal, family, and career success outcomes for people who maintained reduced loads over time with those who went back to full time work, and we found few differences, except for more promotions for the full‐timers. To further understand our results, we ide…
Expanding the boundaries of work-family research
Poelmans, Jeffrey H. Greenhaus & Mireia Las Heras PART I: WORK-LIFE POLICIES AND FLEXIBLE WORK ARRANGEMENTS IN ORGANIZATIONS Work-Family Policies: Linking National Contexts, Organizational Practice and People for Multi-level Change. Ellen Ernst Kossek & Ariane Ollier-Malaterre Do Work-Family Policies Really 'Work'? Evidence from Indian Call Centres Sweta Rajan-Rankin & Mark Tomlinson PART II: WORK-LIFE CULTURE AND PRACTICES IN ORGANIZATIONS Decon…
Expanding the Boundaries of Work-Family Research
With contributions from thirty authors from fifteen countries, this is a 'white book' for international work-family research and practice. The authors offer a bold look at the future and provide guide
How do flexibility i-deals relate to work performance? Exploring the roles of family performance and organizational context
Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i-deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceiv…
A trickle-down model of task and development i-deals
In today’s competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients’ unique work needs and preferences. While i-deals unfold in a dyadic context between subordinates and their managers, the consequences of i-deals concern everyone including co-workers and the organization. Focusing on task and development i-deals, we propose a trickle-down model to e…
A closer look at the positive crossover between supervisors and subordinates
How can we explain the crossover of positive experiences from supervisors to their subordinates? Drawing on crossover research and social learning theory (SLT), our main goal in this study is to explore mechanisms and boundary conditions to understand how positive crossover occurs from supervisors to their subordinates. We focus on the nature and foundations of positive crossover in the domains of work and home, and explore the downstream consequ…
Relational job crafting
In this weekly diary study, we integrated research on job crafting to explore the associations between expansion and contraction oriented relational job crafting, work engagement and manager-rated employee behaviours (work performance and voice). Furthermore, we investigated cross-level moderations of prosocial and impression management motives on our proposed associations. We tested our hypotheses with matched data collected over seven weeks in …
The New Ideal Worker
When employees and supervisors (do not) see eye to eye on family supportive supervisor behaviours
Seeking an “i-deal” balance
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…
Human Flourishing
A meta-analytic review of family supportive supervisor behaviors (FSSBs)
This quantitative review systematically integrates the antecedents and outcomes of Family-Supportive Supervisor Behaviors (FSSBs) through bivariate meta-analysis and meta-analytic structural equation modeling (MASEM). Utilizing data from 231 primary studies, which are drawn from 213 sources (N = 118, 100), we examined a set of hypotheses exploring the antecedents and consequences of FSSBs. We also conducted a comparative analysis of the explanato…
From playful work design to playful family design
Play is a universal phenomenon—but how universal is it across life domains? Playful work design (PWD) refers to self‐initiated play during work activities to make tasks more fun and challenging. Drawing on the work–home resources model, we investigate whether PWD reduces job boredom and spills over into the home domain. To conceptualize this cross‐domain dynamic, we introduce playful family design (PFD) as a novel construct that reflects the self…
Support at Work, Capitalization at Home
Family‐supportive supervisor behaviors (FSSBs) have been widely recognized for helping employees navigate work–family demands. Yet, it remains unclear whether the benefits of FSSB extend beyond the workplace to enrich supervisors themselves and their partners at home. Drawing on work–family enrichment theory and family systems theory, we propose a spillover–crossover framework to examine how engaging in FSSB enhances supervisors' family role perf…
Psychology (11 works) · Work-Family Balance Challenges (11 works) · Job Satisfaction and Organizational Behavior (8 works) · Social Psychology (8 works) · Management (7 works) · Gender Diversity and Inequality (6 works) · Political science (6 works) · Engineering (5 works) · Social Psychology (5 works) · Supervisor (5 works)