The more available, the more work they do: Influences of supervisors’ stereotype of single employees

The more available, the more work they do: Influences of supervisors’ stereotype of single employees | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article The more available, the more work they do: Influences of supervisors’ stereotype of single employees Yuquan Li, Yihe Wang, Yinjiao Chen, Jinliang Wang This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8856577/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 6 You are reading this latest preprint version Abstract While the nonwork needs of married employees have received the most attention in work-family studies, the nonwork needs of single employees are often overlooked in existing research. Drawing on social role theory, we contend that supervisors often expect their single employees to perform more organizational citizenship behaviors at work than they expect of married employees, and this unrealistic expectation is detrimental to the work-life balance of single employees. This negative influence is especially profound among those employees with a strong single identity. To empirically examine this notion, we first developed scales for the stereotype of single (creating new measurement items) and for single identity (adapting from an existing scale). Then, using supervisor-subordinate dyadic data, we tested a moderated mediation model. Data supported a positive indirect effect by supervisors’ stereotype of single employees and single employees’ work-life conflict through compulsory organizational citizenship behaviors and citizenship fatigue, with single identity acting as a moderator. This research contributes to the literature on the work-family interface and organizational citizenship behavior in several ways, supporting the argument that organizations should pay equal attention to the nonwork needs of all employees. Health sciences/Health occupations Biological sciences/Psychology Social science/Psychology Compulsory citizenship behaviors stereotype of single citizenship fatigue work-life conflict social role theory Figures Figure 1 Introduction For decades, work-family research has paid substantial attention to employees’ work-life interface, including conflict, enrichment, and balance (Hetrick et al., 2024 ). Work-family resources have been demonstrated to improve the work-nonwork interface, including individual resources (e.g., self-efficacy, conscientiousness, Allen et al., 2012 ) and contextual resources (e.g., family-friendly policies, family supportive supervisor behaviors, Crain & Stevens, 2018 ). Particularly, when it comes to organizational intervention, there is a consensus that the informal assistance and support from supervisors are far more effective than the formal policies of organizations (Allen, 2001 ). Despite a considerable number of studies having demonstrated that supervisors are beneficial resource providers, the extant literature lacks an understanding of whether supervisors are also good at reducing stressors. Based on social role theory, the stereotype a person holds of a certain group of people influences the person’s interaction with them. For example, the stereotype which a supervisor has about subordinates is a crucial work stressor for subordinates and has profound impacts on their careers (Wayne et al., 2023). Therefore, a novel alternative to reduce work-life conflict would be to eliminate a supervisor’s stereotype of subordinates. In the context of supervisor-subordinate interaction regarding the work-family issue, Yu et al. ( 2022 ) took the opposite approach and investigated subordinates’ stereotype of their supervisors. They examined how the gender stereotype subordinates hold about their supervisors influences their perceptions of the intention and effectiveness of family supportive supervisor behaviors. They found that when the supervisor is female, subordinates are more likely to perceive their supervisors as warm and competent. Inspired by this study but analyzing from the perspective of supervisors, the present research investigates how the marital stereotype which a supervisor holds about their single subordinates influences single subordinates’ workload and work-life conflict. We argue that supervisors tend to have a favorable stereotype and high expectations for their single subordinates at work, and these biased expectations lead single subordinates to compulsorily engage in more organizational citizenship behaviors, which subsequently results in a high level of organizational citizenship fatigue and work-life conflict. In addition, single identity is introduced as a boundary condition as this influential process will be strengthened among the subordinates with high single identity. Figure 1 illustrates the proposed model. ---------------------------------- Insert Fig. 1 about here ----------------------------------- The present study makes several theoretical contributions to the literature on the work-family interface and organizational citizenship behavior (OCB) in several ways. First, we developed a new scale to measure the supervisor’s stereotype of single employees. There are existing scales to measure the stereotype of a certain occupation (e.g., occupational stigma toward employees, Kusluvan et al., 2022 ) and the stereotype of a certain demographic characteristic (e.g., gender role stereotype, age-based stereotypes, Hassell & Perrewe, 1995 ; Larsen & Long, 1988 ). Given that the application of each stereotype scale is limited, as measurement items must reflect the specific characteristics and behaviors relevant to the context being studied, there is a need to develop a new scale for the stereotype of single employees. This will help advance the literature on work-family issues by operationalizing this concept in empirical studies. Second, as the literature on the work-family interface has indicated several organizational interventions (e.g., increasing personal resources or reducing demands from work and nonwork domains) to reduce employees’ work-family conflict and improve employees’ work-nonwork balance, von Allmen et al. ( 2024 ) emphasized “declining the role expectation” as an important and promising approach for future intervention research. Accordingly, the present study responds to von Allmen et al.’s ( 2024 ) call to explore additional ways to help the diverse workforce achieve work-life balance. Third, the existing literature on compulsory OCB has discussed the antecedents of compulsory organizational citizenship behaviors. This stream of research has investigated (a) factors which evoke employee’s compulsory OCB (Bolino et al., 2015 ) and (b) characteristics of employees who may react to compulsory OCB expectations more negatively (Qin & Zhang, 2024 ). Nevertheless, an unanswered question is, “ What kind of employees are more likely to be expected to engage in more OCB at work? ” Therefore, the present study addresses this question by proposing that single employees would be a targeted group for this. Literature review and hypothesis development Theoretical foundation Social role theory posits that the stereotypes about certain groups, which are deeply rooted in traditional values and norms, significantly influence how group members are perceived and treated by others within their surrounding environment (Eagly & Wood, 2012 ), which shapes the public’s social role expectation and norms for the group. In the work-family domain, the application of social role theory is most extensive in the gendered division of labor in society. Specifically, as women are expected to display feminine traits such as communality, warmth, and sympathy, they are required to devote more efforts to their families, while as men are expected to display masculine traits such as agency, independence, and being achievement-oriented, they are required to devote more efforts to their career development (Hoobler et al., 2009 ). This kind of stereotype may cause significant barriers for women’s career development at work (Taparia & Lenka, 2022 ). In addition to gender, people may hold different role expectations based on an individual’s marital status. Single individuals have often been viewed as being lonelier, as less satisfied with their current marital status, and desiring to change this marital status (Greitemeyer, 2009 ). At work, single employees are viewed as having no other constraints in their lives but a commitment to work, due to their lack of status as spouses in a traditional nuclear family (Casper et al., 2025 ). Thus, they are often described as “the ideal worker” for the organization because they are perceived to have no family obligation to distract them from their work focus (Dumas & Perry-Smith, 2018 ). Extant research documented that single employees are more likely to be required to work overtime and assigned business trips than married ones (De Janasz et al., 2013 ). This higher work expectation may leave single employees with less energy for other life roles, potentially leading to work-life imbalance. Akanji et al. ( 2020 ) found that single employees have to meet higher work expectations and heavier work demands because managers have misconceived ideas about their private lives, which is a critical contributor to work-life imbalance for single employees. Compulsory citizenship behaviors Organizational citizenship behavior (OCB) refers to the voluntary actions that employees take to contribute beyond their formal job responsibilities (Organ, 1988 ). Although employees’ OCB are beneficial (e.g., enhancing organizational effectiveness and employees’ job performance, Podsakoff et al., 2000 ; Podsakoff et al., 2009 ), a small but growing body of research has noted that not all the employees exhibit OCB voluntarily. Compulsory citizenship behaviors (CCBs), a term coined by Vigoda-Gadot (2006), refers to nonspontaneous citizenship behaviors that employees exhibit under the external pressure of society or the organization. In contrast to the voluntary nature of OCB, CCBs are characterized by nonvoluntary and coercive aspects of engaging in citizenship behavior. CCBs neither bring employees corresponding returns, but also force them to take on tasks they are unwilling to do, and employees have to comply due to a fear of authority or social exclusion. For example, researchers indicated that negative leadership behavior, such as abusive supervision and destructive leadership, can also drive employees to engage in more CCBs (Wu et al., 2018 ), because these leadership styles create an invisible authoritative pressure on employees, compelling them to accept their supervisors’ requests for extra-role tasks. Clearly, as CCBs are enacted involuntarily, they lead to adverse employee attitudes and maladaptive behavioral responses (Chen et al., 2023 ). The relationship between supervisors’ stereotype of single employees and single employees’ CCBs Stereotypes refer to people’s perceptions and opinions about the attributes and characteristics of certain specific groups and their members, which can be either positive or negative (Hilton & von Hippel, 1996 ). Stereotyping is generally based on demographic variables such as gender, race, and occupation. For instance, older workers are perceived to be less competent but warm (Marcus et al., 2016 ); obese individuals are perceived to be friendly but not very self-controlled (Klaczynski et al., 2004). The current research focused on the stereotypes of single employees. Through a comprehensive review of the existing literature on single employees, we identified that the stereotypes of single employees include both descriptive norms, such as being more lonely, more career-oriented, and less reliable and caring than married employees, and prescriptive norms, for instance, they are often regarded as having fewer work-family conflicts and more flexible schedules (e.g., DePaulo & Morris, 2005 ; Morris et al., 2008 ). According to social role theory, people assign corresponding social role expectations and norms to group members based on prevailing stereotypes (Eagly & Wood, 2012 ). Since single employees are often stereotyped as career-oriented and having fewer family obligations in compared to their married counterparts, they are often perceived as having greater availability and energy to take on extra-role job tasks. This perception leads supervisors and colleagues to hold higher work expectations for them. However, these stereotypes contradict reality. Scholars have agreed that single employees experience no fewer life demands than married employees, such as obligations to care for their elders, form new relationships, and develop professionally (Casper et al., 2025 ). Thus, this discrepancy results in single employees often being assigned more extra-role tasks, even if they do not want to undertake them. For example, Casper and Depaulo ( 2012 ) observed that the stereotype of single employees as more career-oriented justified assigning them heavier workloads than married employees. Through 36 semi-structured interviews with the single managers, Wilkinson et al. (2017) revealed that the stereotypes of single employees as having no family-related commitment makes them feel pressured to accept requests to work beyond their contracted hour. While existing research has documented this work dilemma which single employees face due to stereotyping, no empirical studies have specifically examined this phenomenon from supervisors’ perspective of their subordinates. To address this gap, the current study aims to examine whether the stereotypes of single employees held by supervisors, as authority figures with direct managerial power, may lead to supervisors pressuring their single subordinates into engaging in CCBs. Based on the above, we propose the first hypothesis: Hypothesis 1 Supervisors’ stereotypes of single employees are positively related to compulsory citizenship behaviors. The indirect effect of supervisors’ stereotypes of single employees on subordinates’ work-life conflict: Mediating roles of CCBs and citizenship fatigue. Citizenship fatigue refers to a psychological state of weariness that employees experience due to engaging in citizenship behaviors rather than arising from their prescribed job tasks (Bolino et al., 2015 ). Bolino et al. ( 2015 ) noted that when employees do not want to engage in citizenship behaviors but feel compelled to do so, they would deplete more resources, thus feeling more tired. In a comparison of the outcomes of five distinct patterns of citizenship behaviors, Klotz et al. ( 2018 ) demonstrated that when employees are not strongly driven by autonomous motives such as prosocial values and organizational caring, they tend to experience greater resources depletion, which in turn generates more citizenship fatigue. In line with this logic, we argue that single employees who engage in CCBs are more likely to experience higher levels of citizenship fatigue. The relationship between CCBs and citizenship fatigue has been also established in previous research (Nisar et al., 2024 ). Fatigue resulting from exposure to stressors in a given domain may limit one’s ability to meet the demands of other life domains (Frone et al., 1992 ). Consistent with this resource-depletion perspective, citizenship fatigue has been shown not only to reduce levels of subsequent citizenship behaviors, but also to impair employees’ ability to meet expectations in other areas, including in-role performance and employees nonwork domain (Bolino et al., 2015 ). Bolino and Turnley ( 2005 ) noted that the fatigue, sadness, and anxiety stemming from striving to be a “good citizen” can interfere with one’s nonwork demands to satisfy. Therefore, this study examines how citizenship fatigue exacerbates work-life conflict among single employees. As an extensive form of work-family conflict, Fisher et al. ( 2009 ) defined work-life conflict as difficulty participating in nonwork domains by virtue of participation in work domains. Scholars have noticed that for single employees, nonwork activities beyond the traditional family structure (e.g., leisure, cultivating new relationships, participating in social activities) are as essential to them as the family domain is to married employees (Wilkinson et al., 2017). Previous studies consistently identified that work stressors emerge as the dominant predictor of work-life conflict, such as work overload, long working time (Huo & Jiang, 2023 ). This is because both work and life domains share finite resources, and excessive investment of time and energy in one domain inevitably depletes resources (e.g., time and energy) available to the other. With this framework, citizenship fatigue - a state of resource depletion - may lead single employees to conserve their remaining resources by canceling or postponing planned nonwork activities, such as exercising, social gatherings, or professional development. This protective strategy, however, is likely to intensify work-life conflict. Netchaeva et al. ( 2023 ) demonstrated that morning citizenship fatigue can reduce employees’ engagement in family activities later in the day. Given the importance of nonwork activities for single employees, we propose that citizenship fatigue can exacerbate single employees’ work-life conflict. We thus postulate the impact pathway of supervisors’ stereotypes of single employees on their work-life conflict, as follows: Hypothesis 2 Compulsory citizenship behaviors and citizenship fatigue sequentially mediate the relationship between supervisors’ stereotype of single employees and single employees’ work-life conflict. The moderating role of identification with singles Group identification can be understood as the centrally important role of group membership to one’s self-concept (Major et al., 2002 ). Tajfel ( 1978 ) has defined social identity as “that part of an individual’s self-concept which derives from his/her knowledge of his/her membership of a social group (or groups) together with the value and emotional significance attached to that membership” (p. 63). Drawing on prior definitions of other types of group identification (e.g., gender identity, Ellemers et al., 1999 ; racial identity, Sellers & Shelton, 2003 ), we have defined identification with singles as pertaining to unmarried adults who recognize that they belong to the single group, and perceive the value significance that being a member of the group brings to them. In general, individuals with high group identification are more sensitive to the unfair treatment experienced by their group because their group identification is more salient and plays a crucial role in their self-concept (Ashforth et al., 2008 ). Conversely, as individuals are also unlikely to notice or care about harmful events that have resulted from their unimportant group identifications, i.e., those irrelevant to their self-concept, these people with lower group identification are rarely affected by threats to their group identity (Schmitt & Branscombe, 2001 ). Previous empirical research has shown that high group identification will exacerbate negative emotions and perceptions that arise from the discrimination or prejudice experienced due to group membership. For example, McCoy and Major ( 2003 ) found that when exposed to racial discrimination, individuals with high group identification exhibit less self-esteem and more depression. Likewise, Eliezer et al. ( 2010 ) identified that high gender identification can heighten the psychological and physical burden of discrimination. In line with this notion, in the current research, it is proposed that single employees with higher group identification are more alert to unfair treatment faced by the singles group, compared to those with lower group identification. This awareness leads them to not only perceive the stress brought to individuals by CCBs but also to acutely sense the threat to their group identification. Thus, we postulate that the single employee with high single identity is likely to experience stronger citizenship fatigue after engaging in CCBs. Hypothesis 3 Single identity moderates the relationship between compulsory citizenship behaviors and citizenship fatigue, such that this positive relationship will be stronger when single identity is high than when single identity is low. Based on the foregoing theoretical foundation and Hypotheses 1–3, we ultimately propose an integrated pathway of the antecedents and consequences of single employees engaging in CCBs, which involves supervisors’ predictors, single employees’ affective and perceptive responses, and the moderating role of the single identity. Hypothesis 4 Supervisors’ stereotype of single employees is more positively related to single employees’ work-life conflict as mediated through compulsory citizenship behaviors and citizenship fatigue when single identity is high than when single identity is low. To investigate these, we carried out two studies. This first involved scale development and the second concerned the application of this scale. Each of these is explained in turn below. STUDY 1: Scale development for supervisors’ stereotypes of single employee Since there is no available scale to measure people’s stereotype of singles, Hinkin’s ( 1995 ) three-step scale development procedure was adopted. Stage 1 was item development, where a qualitative method was used to generate the initial items. Stage 2 was scale development, in which we employed exploratory factor analysis (EFA) to refine the items and define the constructs. Stage 3 was scale evaluation, in which we verified the scale validity and reliability using confirmatory factor analysis (CFA). Stage 1: Item generation We invited people working in a supervisory position (who should supervise at least five subordinates) to participate in Study 1, and 15 supervisors were interviewed. They were from various industries, including education (27%), food and beverage (13%), hospitality (27%), and high-tech (33%). Their ages ranged from 29 to 52 years old, with an average age of 35 years old. They have been serving as supervisors for an average of 6 years, and on average, 60% of their subordinates were single. The interviews were conducted using the online video platform Tencent Meeting, with each interview lasting an average of 1 hour and 20 minutes per participant. Prior to the interviews, these 15 supervisors received a privacy protection agreement which guaranteed that their personal information would not be disclosed, and the interviews were recorded with the participants’ consent. The interviews were semi-structured, utilizing open-ended questions posed to the participants. Therefore, the interview protocol was prepared in advance. Drawing on previous qualitative research related to stereotypes and single employees (e.g., Kowert et al., 2014; Casper et al., 2016), we compiled nine questions, seven on supervisors’ perceptions of the work-related aspects of single employees, and two on nonwork-related aspects. For example, in the work domain, supervisors were asked “what do you think are the advantages and disadvantages of singles? Why? Can you give me an example?” and “do you make work arrangements based on the marital status of your subordinates? If so, why?” In the nonwork domain, supervisors were asked “Do you ever think what the unique nonwork needs of single employees are?” and “Do you believe that the personal needs outside of work for both single and married employees should be valued and considered by their supervisors?” The interview protocol is shown in the Supplementary File A. The information provided by the 15th participant was already included in the previous interviews, based on which the data obtained from the interviews were considered to have largely reached saturation (Saunders et al., 2018 ). Content analysis of the transcribed interview data was used to systematize, categorize, and code these data. Using ATLAS.ti software, we implemented Gioia et al.’s ( 2013 ) three-level coding procedure. First, through open coding, we generated 152 first-order codes from supervisors’ impressions and perceptions of single employees before reaching saturation. Second, axial coding was based the open coding to refine and differentiate the many categories, generating 13 second-order codes. Third, selective coding was applied to aggregate and connect the second-order themes to identify those descriptions that best represented supervisors’ stereotypical perceptions of single employees, ultimately generating two aggregated dimensions, positive and negative aspects of stereotypes. Both axial coding and selective coding were repeated throughout the data analysis and review process. Examples of quotes for second-order themes are detailed in the concept evidence (Corley & Gioia, 2004 ). To ensure content validity, two scholars with rich qualitative research experience independently coded the interview data using above the three-level coding procedure. We compared the two coding results, and found an intercoder agreement of .92. Furthermore, three professors specializing in OB/HR were invited to revise the wordings and grammar of a final version of 13 items. Stage 2: Results of EFA Having generated and developed the items, we administered a survey consisting of 13 stereotype items developed from the two independently coded samples. Data with 150 participants were collected from Credamo, an online survey collection platform similar to Amazon’s Mechanical Turk, and only supervisors were eligible to participate. In addition to participants’ demographic information, they were also asked to what extent they agree with statements involving various descriptions of single people (1 = strongly disagree, 7 = strongly agree). While performing EFA, factors were extracted using the default method of principal component and oblique rotation, Promax (see Table 1 ). Results showed that for the only first two factors eigenvalues were greater than 1 and they accounted for approximately 52.42% of the variance in the items. The rotated factor matrix showed that eight items significantly loaded on the first factor (factor loading was larger than .50) and four items significantly loaded on the second factor. We removed item 9 (single employees devote most of their time to work) because this item showed a cross-loading of .17 on the first factor and .23 on the second factor. Table 1 Study 1: EFA results of the supervisors’ stereotypes of single employees scale Factor name and items Factor Loadings Factor 1: Positive Stereotypes Factor 1 Factor 2 Item1 Single employees can devote themselves fully to their work. .65 .14 Item 2 Single employees are proactive and enthusiastic about their work. .67 .04 Item 3 Single employees are career-oriented. .69 − .08 Item 4 Single employees are ambitious. .78 − .02 Item 5 Single employees are energetic. .67 − .09 Item 6 Single employees are creative. .72 − .02 Item 7 Single employees are competitive. .73 .03 Item 8 Single employees can adapt to various work arrangements. .54 .11 Item 9 Single employees devote most of their time to work. .17 .24 Factor 2: Negative Stereotypes Item 10 Single employees lack empathy. − .04 .90 Item 11 Single employees lack life experience. − .02 .85 Item 12 Single employees are self-centered. .03 .78 Item 13 Single employees are more careless. .01 .86 Note . N = 150 from Sample 1;Bold figures are the highest factor loadings of indicators on factors from EFA, and loadings less than .4 are suppressed. ---------------------------------- Insert Table 1 about here ----------------------------------- Based on the common characteristics among the items, the first factor was named “supervisors’ positive stereotypes of single employees” and the second factor was named “supervisors’ negative stereotypes of single employees”. The Cronbach’s alpha for the positive scale was .84 and the Cronbach’s alpha for the negative scale was .86. Stage 3: Results of CFA, discriminant validity and convergent validity A separate sample of 250 supervisors was recruited from the same platform for CFA in Mplus. The two-factor model demonstrated good fit (χ² = 665.08, df = 66, CFI = .95, TLI = .94, IFI = .95, RMSEA = .05, SRMR = .05), outperforming a poorly fitting one-factor model. All standardized factor loadings exceeded .40. Although the AVE for the positive stereotype factor was below .50, the composite reliability exceeded the recommended threshold, suggesting that the construct retains acceptable convergent validity in line with prior methodological guidance (Fornell & Larcker, 1981 ). The final scale consists of eight positive and four negative stereotype items (see Table 2 ). The full English version of the supervisors’ stereotype of single employee scale is provided in Supplementary File B. Table 2 Study 1: CFA results of the supervisors’ stereotypes of single employees scale Items M SD Factor Loadings CR AVE Factor 1: Positive Stereotypes .77 .26 Item1 Single employees can devote themselves fully to their work. 6.00 .87 .54 ** Item 2 Single employees are proactive and enthusiastic about their work. 5.90 .95 .51 ** Item 3 Single employees are career oriented. 5.82 .92 .40 ** Item 4 Single employees are ambitious. 5.99 .96 .56 ** Item 5 Single employees are energetic. 5.94 .93 .54** Item 6 Single employees are creative. 5.91 .88 .46** Item 7 Single employees are competitive. 5.94 .96 .55** Item 8 Single employees can accept various work arrangements. 5.89 .93 .46** Factor 2: Negative Stereotypes .70 .56 Item 9 Single employees lack empathy. 5.71 1.11 .78 ** Item 10 Single employees lack life experience. 5.42 1.20 .82 ** Item 11 Single employees are self-centered. 5.40 1.17 .80 ** Item 12 Single employees are more careless. 5.70 .94 .55 ** Note. N = 250 from Sample 2. ** p < 0.01 ---------------------------------- Insert Table 2 about here ----------------------------------- STUDY 2: Hypothesis Testing: A field study Method: Participants and sampling procedure We collected 500 matched supervisor-single subordinate questionnaires from the hospitality industry via Credamo, an online survey platform comparable to Amazon’s Mechanical Turk, which has been shown to yield reliable and valid data (e.g., Kong et al., 2023 ; Ren et al., 2023 ). Supervisors provided demographic information and reported their stereotypes of single employees. Single subordinates reported their demographic details and other employee-rated variables, including compulsory citizenship behaviors, citizenship fatigue, work-life conflict, and single identity. All participants were assured of strict anonymity and voluntary participation and were encouraged to respond based on their actual experiences and feelings. After excluding cases that failed attention checks or had missing data, the final sample comprised 470 valid supervisor–subordinate dyads, yielding a response rate of 94%. Among the supervisors, 280 (59.4%) were male and 255 (54.1%) were married. Their average age was 37 years, with an average organizational tenure of 7.1 years. Among the single subordinates, 273 (58.1%) were female, with an average age of 25.5 years and an average organizational tenure of 3.5 years. Measures To ensure equivalence in meaning, we followed the translation-back-translation method (Brislin, 1980 ) to translate all the original English-language measures into Chinese. Unless otherwise noted, items were measured using a 7-point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree). Supervisors’ stereotype of single employees. The eight-item scale developed in Study 1 was used to assess supervisors’ positive stereotypes of single employees from the supervisors’ perspective. Specifically, supervisors rated the extent to which each statement described how they viewed their single subordinates. The Cronbach’s α for this scale was .92. Compulsory citizenship behaviors. CCBs was measured with a five-item scale developed by Vigoda-Gadot (2007). Singles employees were asked to indicate how often they had been pressured by supervisors or the organization to engage in extra-role behaviors, rather than being driven by personal goodwill, by rating from 1 (never) to 7 (always). A sample item was “The management in this organization puts pressure on employees to engage in extra-role work activities beyond their formal job tasks”. The Cronbach’s α was .91 for the scale. Citizenship fatigue. We adopted a six-item scale developed by Bolino et al. ( 2015 ) to measure citizenship fatigue. Singles employees rated the extent to which they felt tired or exhausted due to engaging in OCB. A sample item was “Because of my helping, I feel on edge about various things”. The Cronbach’s α was .95. Work-life conflict. A five-item scale developed by Fisher et al. ( 2009 ) was adapted to assess the degree of work-life conflict. Single employees rated the degree to which their work role interfered with their personal life. A sample item was “I have to miss out on important personal activities because of my work”. The Cronbach’s α was .94 for this scale. Single identity. Single employees’ single identity was measured using a 12-item scale adapted from Cameron’s ( 2004 ) social identity measure. Specifically, we replaced the original referent (“ingroup members”) with “singles” to reflect identification with single status. A sample item is “I have a lot in common with other singles.” The scale captures cognitive centrality, ingroup ties, and affective evaluation of single identity. To identify and retain substantively valid single-identity items while eliminating those that were not, we collected two independent datasets. Consistent with the methodological recommendation of Fokkema and Greiff ( 2017 ) to separate exploratory and confirmatory analyses, we recruited two independent samples of single, full-time employees aged over eighteen via the Credamo platform. The first sample (N = 150) was used to conduct an EFA, and the second sample (N = 250) was used to perform a CFA. Preliminary analyses indicated that the data were suitable for factor analysis. The Kaiser–Meyer–Olkin (KMO) measure was .76, exceeding the recommended threshold of .50, and Bartlett’s test of sphericity was significant (χ² = 712.41, p < .001), supporting factorability. We then conducted an EFA using principal components analysis with oblique rotation on the 12 initial single-identity items. One item (“I have a lot in common with other singles”) was removed due to cross-loading and low factor loading, resulting in an 11-item solution. Next, a CFA was conducted on the remaining items using the second sample. The model demonstrated acceptable fit to the data (χ2 = 764.61, p < .001, CFI = .92, NNFI= .89, IFI = .92, RMSEA = .07, and SRMR = .06), supporting the construct validity of the 11-item single-identity scale. Finally, participants completed the refined 11-item measure assessing the extent to which they identify as single and experience an emotional and valued sense of belonging to the single group. The scale demonstrated satisfactory internal consistency (Cronbach’s α = .78). Control variables. We controlled for supervisors’ negative stereotypes of single subordinates to isolate the unique effect of positive stereotyping on CCBs. Given our study’s focus on how group-based stereotypes influence supervisors’ expectations of single employees, controlling for negative stereotypes ensured that the observed effects could be attributed specifically to supervisors’ positive stereotypes. Negative stereotyping was measured using the 4-item subscale developed in Study 1, which demonstrated acceptable reliability (Cronbach’s α = .82). In addition, we also controlled for supervisors’ marital status and single employees’ gender. Descriptive statistics and confirmatory factor analysis Table 3 shows the means, standard deviations, scale reliabilities, and correlations among the study variables. Before testing the hypotheses, we conducted a CFA to assess discriminant validity. The hypothesized five-factor model fit the data well (χ 2 = 1382.83, df = 550, CFI = .93, TLI = .92, RMSEA = .06, SRMR = .06). This model fit significantly better than an alternative six-factor model in which supervisors’ negative stereotypes were modeled as an independent factor parallel to supervisors’ positive stereotypes (χ 2 = 1543.04, df = 687, p < .01), and better than a one-factor model in which all items loaded on a single latent construct (χ 2 = 4937.73, df = 560, p < .01). Furthermore, all items loaded significantly onto their respective latent variables, with standardized factor loadings greater than 0.04. Table 3 Study 2: Descriptive statistics and correlations among study variables Variables M S.D. AVE CR 1 2 3 4 5 6 7 8 Control Variable 1. Gender of single employees 1.58 0.49 - - - 2. Marital status of supervisors 1.89 0.98 - - - - 3. Negative stereotype factor 3.12 1.17 .54 .83 − .01 .01 (.82) Main Variable 4. Supervisors’ stereotype of single employees 2.82 1.16 .60 .92 .02 .01 .26** (.92) 5. Compulsory citizenship behaviors 3.09 1.27 .68 .91 .01 .06 .43** .47** (.91) 6. Citizenship fatigue 3.86 1.57 .75 .95 .12* .01 .41** .43** .74** (.95) 7. Work-life conflict 3.83 1.57 .76 .94 .06 .02 .39** .41** .71** .80** (.94) 8. Singles identity 5.25 0.65 .41 a .77 .00 .01 − .23** − .24** − .11* − .18** − .19** (.78) Note. N = 470, supervisor–single subordinate dyads; Reliabilities were reported on the diagonal. *p< .05, ** p < .01. CR = Composite reliability, AVE = Average Variance Extracted. a Fornell and Larcker ( 1981 ) noted that since the AVE is a more conservative index, even if the AVE is lower than .5, convergent validity can still be evidenced when the value of CR is adequate. We also calculated the average variance extracted (AVE) and composite reliability (CR) for each construct. The results showed that all AVE and CR values exceeded the recommended thresholds, supporting the adequacy of the measures. Taken together, these results demonstrated both the convergent and discriminant validity of the constructs used in the study. Hypothesis testing Mplus 8.3 (Muthen & Muthen, 2012–2018) was used to test all hypotheses, and unstandardized coefficient estimates are reported in Table 4 . Supervisors’ stereotypes of single employees were positively related to CCBs (b = .42, p < .01), supporting Hypothesis 1 . Hypothesis 2 predicted that CCBs and citizenship fatigue would sequentially mediate the relationship between supervisors’ stereotype of single employees and work-life conflict. The results indicated that CCBs were positively related to citizenship fatigue (b = .88, p < .01), and citizenship fatigue was positively related to work-life conflict (b = .81, p < .01). The multiple mediation path was .30 (p < .01), providing supporting for Hypothesis 2 . Hypothesis 3 proposed that single identity would moderate the relationship between CCBs and citizenship fatigue. The interaction term of employees’ compulsory citizenship behaviors and single identity was significantly associated with citizenship fatigue (b = .16, p < .01). We further conducted simple slope analyses at high (1 SD above the mean) and low (1 SD below the mean) levels of single identity. These simple slope analyses showed that CCBs had a stronger positive relationship with citizenship fatigue (b = .98, p < .01) among employees with higher single identity compared to those with lower single identity (b = .78, p < .01). Thus, Hypothesis 3 was supported. Hypothesis 4 posited that for those with high (compared to low) single identity, supervisors’ stereotypes of single employees would exhibit a stronger positive indirect effect on single employees’ work-life conflict, as mediated through CCBs and citizenship fatigue, in sequence. The results showed that the multiple mediation path was .33 (p < .01) when single identity was high, whereas the path was .26 (p < .01) when single identity was low. The difference between the two serial mediation paths was also significant (difference = .07, p < .01), which provides support for Hypothesis 4 . Discussion General discussion The current study contributes to social role research by developing a scale to assess supervisors’ stereotypes of single employees and examining its effects through a mixed-method approach. In our qualitative research, we established a valid and reliable scale to measure these stereotypes. In the quantitative field study, we demonstrated that such stereotypes function as unspoken role expectations, compelling single employees to engage in organizational citizenship behaviors (OCB) that may not align with their personal intentions, thereby disrupting their work-life balance. Additionally, we posited that a strong single identity would amplify this dynamic. As expected, our findings confirmed that supervisors’ positive stereotypes of single employees are positively associated with compulsory citizenship behaviors (CCBs), which, in turn, lead to citizenship fatigue and increased work-life conflict. This effect was particularly pronounced among single employees with a strong sense of single identity. These results not only distinguish employee stereotypes based on marital status but also highlight the unique challenges faced by single employees in the workplace. Theoretical implications Our study makes several theoretical contributions. First, we developed and validated a scale to measure supervisors’ stereotypes of single employees, addressing an important gap in the literature. Although previous research has explored the experiences of both married and single employees, marital status has rarely been used as a systematic basis for measurement. In Study 1, we created the scale through semi-structured interviews and validated it using CFA. This measurement tool provides a foundation for future research to examine how supervisors perceive single employees, allowing researchers to move beyond conceptual discussions. Moreover, these perceptions reflect supervisors’ positive stereotypes of single employees as highly capable and available, which reinforces the belief that they should take on more work. This aligns with the common workplace belief that “more capable people do more work”. Thus, the current study addresses a key measurement gap and demonstrates how favorable impressions of single employees can lead to increased work demands. Second, this study contributes to the work-family literature by examining single employees as a distinct subgroup. Compared to employees classified by gender or parental status, the work-life experiences of single employees have received relatively limited scholarly attention. Responding to von Allmen et al.’s ( 2024 ) call for research on how unrealistic expectations are formed and sustained in the workplace, we applied social role theory to investigate how supervisors’ assumptions about single employees shape work expectations. Our findings suggest that supervisors may hold favorable but unrealistic views of single employees, resulting in excessive work demands and increased interference with their personal lives. By focusing on this overlooked group, the current study offers a more nuanced understanding of how marital status influences work-life experiences in organizational settings. Third, our study advances OCB research by showing that supervisors exhibit a targeted preference for assigning compulsory OCB to single employees. While prior research has acknowledged contextual and individual differences in responses to CCBs, it has rarely examined which specific employee groups supervisors tend to favor. Specifically, most studies on the antecedents of CCBs have focused on leadership styles that promote higher CCB assignments (e.g., Shu et al., 2019 ) or on individual personality traits that make employees more susceptible to such demands (e.g., Liang, 2022 ). However, the role of supervisors in selectively assigning CCBs to particular groups remains underexplored. By demonstrating that single employees are more likely to be tasked with CCBs, our study provides empirical evidence of the targeted nature of these assignments. Managerial implications This study provides practical guidance for organizations. Our findings reveal that supervisors’ positive stereotypes of single employees can lead to excessive expectations for extra-role work, resulting in citizenship fatigue and work-life conflict. To mitigate this issue, we recommend that organizations implement accountability mechanisms that promote transparency in managerial decision-making. For example, regular workload audits can help identify patterns of uneven task distribution, while confidential employee feedback channels can surface concerns that might otherwise go unreported. As Costa (2024) suggested, holding managers accountable for discretionary decisions encourages more deliberate and equitable choices. In practice, organizations can incorporate fairness in task assignment into supervisors’ performance evaluations and facilitate regular team discussions to reflect on how responsibilities are distributed. These strategies promote awareness of managerial decision-making patterns and help prevent assumptions about employee availability. In addition, organizations should establish structured systems to support fair workload distribution. Standardized assessments based on objective indicators, such as the frequency of overtime requests, the number of urgent tasks assigned, and each employee’s total workload, provide a more consistent and less subjective basis for managerial decisions. These benchmarks also help reduce the influence of personal perceptions and support equitable task allocation. To reinforce these systems, organizations should also train mid-level supervisors to apply workload metrics accurately and to recognize implicit biases that may influence routine management practices. Finally, we recommend that organizations create an inclusive and nonwork-supportive culture that acknowledges diverse personal circumstances, as suggested by Casper et al. ( 2007 ). Supervisors may unintentionally overlook the nonwork commitments of single employees, assuming that they are more available or flexible (DePaulo & Morris, 2005 ). However, many single individuals also have caregiving responsibilities or personal priorities that deserve recognition. To counteract such assumptions, organizations should promote inclusive values through visible leadership support, inclusive HR policies, and work-life programs. These efforts can help supervisors reexamine their beliefs and become more mindful of how such views influence their decisions about task distribution and employee availability. Fostering such a culture can also support single employees in managing work-life boundaries and contribute to a more equitable organizational environment. Limitations and directions for the future research This study has few limitations that should be acknowledged, along with suggestions for future research. First, the cross-sectional nature of the data, collected at a single time point, may limit the reliability and validity of conclusions about causal relationships. To better capture the dynamic nature of the variables involved, future research could employ longitudinal designs that allow for stronger inferences regarding causality over time. Second, this study focuses on work-life conflict among single employees. It would be valuable to examine organizationally relevant outcomes to further investigate this dynamic mechanism. Specifically, single employees’ CCBs may also lead to unfavorable outcomes for organizations, such as destructive voice and reduced organizational trust (Song et al., 2023 ). Furthermore, since the present study sample consists of single employees from an Eastern cultural context (China), the results may differ in Western countries with lower power-distance. Employees in lower power-distance contexts tend to prioritize control over their own decisions (Tata, 2005 ), which makes them more reactive and less tolerant of CCBs from their supervisors. Therefore, we suggest that future research should explore the differences in the dynamic effects identified in this study by examining Western cultural settings or by comparing various cultural contexts. Declarations Availability of data and materials The datasets generated during and/or analysed during the current study are available in the [OSF] repository, [https://osf.io/hwpvd/overview?view_only=4408417e346240cda52439f05ee5a1d5] Ethics Declarations Ethics approval This study was conducted in accordance with the principles of the Declaration of Helsinki and relevant national and institutional ethical guidelines. Data collection for this study was conducted between August and November 2025 and involved anonymous interviews and online surveys with adult participants. The present study falls within the scope of China’s Measures for the Ethical Review of Science and Technology (Trial) as human-participant research involving surveys and interviews under Article 2(1). Given that the study was non-interventional, involved adult participants only, used anonymous or de-identified data collection, and posed no more than minimal risk to participants’ rights and welfare, it was consistent with the category of research described in Chapter III, Section 3, Article 22(1), under which simplified review may be applicable where the likelihood and magnitude of ethical risk do not exceed minimal risk [1] . These features of the study were described in the IRB application materials and were reviewed as part of the ethics approval process. Formal ethical approval for the study was granted by the Faculty of Management Ethics Committee, Guangdong University of Science and Technology (Reference No.: GUST-FOM-2026-0057; approved in January 2026). All procedures involving human participants were conducted in accordance with institutional ethical standards. Informed Consent Informed consent was obtained from all participants prior to their involvement in any study procedures. The consent process was administered by the researcher responsible for data collection, and only adult participants were included in the study. For Study 1, participants were recruited for online interviews conducted between August and November 2025. Before the interview began, participants received an information statement describing the purpose of the study, voluntary nature of participation, confidentiality protections, and their right to decline to answer any question or withdraw at any time without penalty. Participants were informed that identifying details would not be disclosed and that any quotations reported in research outputs would be anonymized using pseudonyms. Interviews were audio-recorded solely for transcription and analysis, and explicit permission for recording was obtained. Because the interviews were conducted online, consent was obtained orally and the participant’s agreement was audio-recorded as documentation of consent. For Study 2, participants were presented with an online consent page at the beginning of the questionnaire administered via an online survey platform. The page informed participants that participation was completely voluntary, the survey was anonymous, responses would be kept strictly confidential, and the data would be used solely for academic research purposes. Participants provided written electronic consent by actively selecting the agreement option before accessing the questionnaire. All data were anonymized, securely stored with access restricted to the research team, and reported only in aggregated form so that no individual could be identified. Participation was voluntary and the study posed no more than minimal risk. 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Journal of Occupational and Organizational Psychology, 95 (2), 275–304. https://doi.org/10.1111/joop.12379 Footnotes Measures for the Ethical Review of Science and Technology (Trial), Ministry of Science and Technology of the People’s Republic of China. Official text available at: https://www.most.gov.cn/xxgk/xinxifenlei/fdzdgknr/fgzc/gfxwj/gfxwj2023/202310/t20231008_188309.html Additional Declarations No competing interests reported. Supplementary Files SupplementaryMaterial.docx Cite Share Download PDF Status: Under Review Version 1 posted Reviewers agreed at journal 14 Apr, 2026 Reviewers invited by journal 03 Apr, 2026 Editor assigned by journal 03 Apr, 2026 Editor invited by journal 24 Mar, 2026 Submission checks completed at journal 23 Mar, 2026 First submitted to journal 23 Mar, 2026 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8856577","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Article","associatedPublications":[],"authors":[{"id":619920817,"identity":"6b29444f-ef45-4592-b79f-eb4171acb67c","order_by":0,"name":"Yuquan Li","email":"","orcid":"","institution":"Guangdong University of Science and Technology","correspondingAuthor":false,"prefix":"","firstName":"Yuquan","middleName":"","lastName":"Li","suffix":""},{"id":619920819,"identity":"b41440fa-a49b-45d6-a3c0-66ff43c7f9bd","order_by":1,"name":"Yihe Wang","email":"","orcid":"","institution":"Macau University of Science and Technology","correspondingAuthor":false,"prefix":"","firstName":"Yihe","middleName":"","lastName":"Wang","suffix":""},{"id":619920822,"identity":"a3f3d8e2-96a1-46d5-b16d-a07e820037ba","order_by":2,"name":"Yinjiao Chen","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA6UlEQVRIiWNgGAWjYDACZgYGgwQgbQDly7Gxtx8gTYsxH8+ZBOJsg2lJnCfhYIBf5XHeAwUPamzkzdl7DzDdzLFLb5NgSGD4UbENt5bDfAkGCcfSDHf2nEtgzt2WnNsm3XiAsefMbTxaeAwMEtgOJxjcyDEAajmQ2yZzIIGZsY2Qln9ALfffgLWks0kkGBDWktgGsoUHrCWBoBZJsJa+NMMNZ8AOSzZsAwbyQXx+4Tt/xszwxzcbeYPjZ0Ba7OTl29sPPvhRgVuLwgEGNlg0sP+AiR7AqR4I5BsYmB/gUzAKRsEoGAWjgAEAyiJWhBenY+QAAAAASUVORK5CYII=","orcid":"","institution":"Macau Millennium College","correspondingAuthor":true,"prefix":"","firstName":"Yinjiao","middleName":"","lastName":"Chen","suffix":""},{"id":619920823,"identity":"e0962827-6e79-4893-a6c0-6ae4c44b990c","order_by":3,"name":"Jinliang Wang","email":"","orcid":"","institution":"Guangdong University of Science and Technology","correspondingAuthor":false,"prefix":"","firstName":"Jinliang","middleName":"","lastName":"Wang","suffix":""}],"badges":[],"createdAt":"2026-02-12 02:08:30","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8856577/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8856577/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":106546468,"identity":"9c95fdc6-1d8a-4f47-98ec-c25f2509b8b4","added_by":"auto","created_at":"2026-04-09 17:02:30","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":26389,"visible":true,"origin":"","legend":"\u003cp\u003eResearch model\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-8856577/v1/f964f1530cd360bcbc35dc8b.png"},{"id":106959752,"identity":"7c7a4911-d336-411d-83b7-59d053652bb2","added_by":"auto","created_at":"2026-04-15 09:14:26","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1479906,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8856577/v1/19e97da1-5fc0-497b-a9da-ff5c2443731d.pdf"},{"id":106546467,"identity":"a6b5b9cc-b8de-442b-a8f9-9cf039ea4a9f","added_by":"auto","created_at":"2026-04-09 17:02:30","extension":"docx","order_by":0,"title":"","display":"","copyAsset":false,"role":"supplement","size":20488,"visible":true,"origin":"","legend":"","description":"","filename":"SupplementaryMaterial.docx","url":"https://assets-eu.researchsquare.com/files/rs-8856577/v1/d080e8548063850f31aabe00.docx"}],"financialInterests":"No competing interests reported.","formattedTitle":"The more available, the more work they do: Influences of supervisors’ stereotype of single employees","fulltext":[{"header":"Introduction","content":"\u003cp\u003eFor decades, work-family research has paid substantial attention to employees\u0026rsquo; work-life interface, including conflict, enrichment, and balance (Hetrick et al., \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). Work-family resources have been demonstrated to improve the work-nonwork interface, including individual resources (e.g., self-efficacy, conscientiousness, Allen et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2012\u003c/span\u003e) and contextual resources (e.g., family-friendly policies, family supportive supervisor behaviors, Crain \u0026amp; Stevens, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Particularly, when it comes to organizational intervention, there is a consensus that the informal assistance and support from supervisors are far more effective than the formal policies of organizations (Allen, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2001\u003c/span\u003e). Despite a considerable number of studies having demonstrated that supervisors are beneficial resource providers, the extant literature lacks an understanding of \u003cem\u003ewhether supervisors are also good at reducing stressors.\u003c/em\u003e Based on social role theory, the stereotype a person holds of a certain group of people influences the person\u0026rsquo;s interaction with them. For example, the stereotype which a supervisor has about subordinates is a crucial work stressor for subordinates and has profound impacts on their careers (Wayne et al., 2023). Therefore, a novel alternative to reduce work-life conflict would be to eliminate a supervisor\u0026rsquo;s stereotype of subordinates.\u003c/p\u003e \u003cp\u003eIn the context of supervisor-subordinate interaction regarding the work-family issue, Yu et al. (\u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) took the opposite approach and investigated subordinates\u0026rsquo; stereotype of their supervisors. They examined how the gender stereotype subordinates hold about their supervisors influences their perceptions of the intention and effectiveness of family supportive supervisor behaviors. They found that when the supervisor is female, subordinates are more likely to perceive their supervisors as warm and competent.\u003c/p\u003e \u003cp\u003eInspired by this study but analyzing from the perspective of supervisors, the present research investigates how the marital stereotype which a supervisor holds about their single subordinates influences single subordinates\u0026rsquo; workload and work-life conflict. We argue that supervisors tend to have a favorable stereotype and high expectations for their single subordinates at work, and these biased expectations lead single subordinates to compulsorily engage in more organizational citizenship behaviors, which subsequently results in a high level of organizational citizenship fatigue and work-life conflict. In addition, single identity is introduced as a boundary condition as this influential process will be strengthened among the subordinates with high single identity. Figure\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e illustrates the proposed model.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003e----------------------------------\u003c/p\u003e \u003cp\u003eInsert Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e about here\u003c/p\u003e \u003cp\u003e-----------------------------------\u003c/p\u003e \u003cp\u003eThe present study makes several theoretical contributions to the literature on the work-family interface and organizational citizenship behavior (OCB) in several ways. First, we developed a new scale to measure the supervisor\u0026rsquo;s stereotype of single employees. There are existing scales to measure the stereotype of a certain occupation (e.g., occupational stigma toward employees, Kusluvan et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) and the stereotype of a certain demographic characteristic (e.g., gender role stereotype, age-based stereotypes, Hassell \u0026amp; Perrewe, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e1995\u003c/span\u003e; Larsen \u0026amp; Long, \u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e1988\u003c/span\u003e). Given that the application of each stereotype scale is limited, as measurement items must reflect the specific characteristics and behaviors relevant to the context being studied, there is a need to develop a new scale for the stereotype of single employees. This will help advance the literature on work-family issues by operationalizing this concept in empirical studies.\u003c/p\u003e \u003cp\u003eSecond, as the literature on the work-family interface has indicated several organizational interventions (e.g., increasing personal resources or reducing demands from work and nonwork domains) to reduce employees\u0026rsquo; work-family conflict and improve employees\u0026rsquo; work-nonwork balance, von Allmen et al. (\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) emphasized \u0026ldquo;declining the role expectation\u0026rdquo; as an important and promising approach for future intervention research. Accordingly, the present study responds to von Allmen et al.\u0026rsquo;s (\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) call to explore additional ways to help the diverse workforce achieve work-life balance.\u003c/p\u003e \u003cp\u003eThird, the existing literature on compulsory OCB has discussed the antecedents of compulsory organizational citizenship behaviors. This stream of research has investigated (a) factors which evoke employee\u0026rsquo;s compulsory OCB (Bolino et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2015\u003c/span\u003e) and (b) characteristics of employees who may react to compulsory OCB expectations more negatively (Qin \u0026amp; Zhang, \u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). Nevertheless, an unanswered question is, \u0026ldquo;\u003cem\u003eWhat kind of employees are more likely to be expected to engage in more OCB at work?\u003c/em\u003e\u0026rdquo; Therefore, the present study addresses this question by proposing that single employees would be a targeted group for this.\u003c/p\u003e"},{"header":"Literature review and hypothesis development","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eTheoretical foundation\u003c/h2\u003e \u003cp\u003eSocial role theory posits that the stereotypes about certain groups, which are deeply rooted in traditional values and norms, significantly influence how group members are perceived and treated by others within their surrounding environment (Eagly \u0026amp; Wood, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2012\u003c/span\u003e), which shapes the public\u0026rsquo;s social role expectation and norms for the group. In the work-family domain, the application of social role theory is most extensive in the gendered division of labor in society. Specifically, as women are expected to display feminine traits such as communality, warmth, and sympathy, they are required to devote more efforts to their families, while as men are expected to display masculine traits such as agency, independence, and being achievement-oriented, they are required to devote more efforts to their career development (Hoobler et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). This kind of stereotype may cause significant barriers for women\u0026rsquo;s career development at work (Taparia \u0026amp; Lenka, \u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eIn addition to gender, people may hold different role expectations based on an individual\u0026rsquo;s marital status. Single individuals have often been viewed as being lonelier, as less satisfied with their current marital status, and desiring to change this marital status (Greitemeyer, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). At work, single employees are viewed as having no other constraints in their lives but a commitment to work, due to their lack of status as spouses in a traditional nuclear family (Casper et al., \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2025\u003c/span\u003e). Thus, they are often described as \u0026ldquo;the ideal worker\u0026rdquo; for the organization because they are perceived to have no family obligation to distract them from their work focus (Dumas \u0026amp; Perry-Smith, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Extant research documented that single employees are more likely to be required to work overtime and assigned business trips than married ones (De Janasz et al., \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). This higher work expectation may leave single employees with less energy for other life roles, potentially leading to work-life imbalance. Akanji et al. (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2020\u003c/span\u003e) found that single employees have to meet higher work expectations and heavier work demands because managers have misconceived ideas about their private lives, which is a critical contributor to work-life imbalance for single employees.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eCompulsory citizenship behaviors\u003c/h3\u003e\n\u003cp\u003eOrganizational citizenship behavior (OCB) refers to the voluntary actions that employees take to contribute beyond their formal job responsibilities (Organ, \u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e1988\u003c/span\u003e). Although employees\u0026rsquo; OCB are beneficial (e.g., enhancing organizational effectiveness and employees\u0026rsquo; job performance, Podsakoff et al., \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2000\u003c/span\u003e; Podsakoff et al., \u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e2009\u003c/span\u003e), a small but growing body of research has noted that not all the employees exhibit OCB voluntarily. Compulsory citizenship behaviors (CCBs), a term coined by Vigoda-Gadot (2006), refers to nonspontaneous citizenship behaviors that employees exhibit under the external pressure of society or the organization. In contrast to the voluntary nature of OCB, CCBs are characterized by nonvoluntary and coercive aspects of engaging in citizenship behavior.\u003c/p\u003e \u003cp\u003eCCBs neither bring employees corresponding returns, but also force them to take on tasks they are unwilling to do, and employees have to comply due to a fear of authority or social exclusion. For example, researchers indicated that negative leadership behavior, such as abusive supervision and destructive leadership, can also drive employees to engage in more CCBs (Wu et al., \u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), because these leadership styles create an invisible authoritative pressure on employees, compelling them to accept their supervisors\u0026rsquo; requests for extra-role tasks. Clearly, as CCBs are enacted involuntarily, they lead to adverse employee attitudes and maladaptive behavioral responses (Chen et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e\n\u003ch3\u003eThe relationship between supervisors’ stereotype of single employees and single employees’ CCBs\u003c/h3\u003e\n\u003cp\u003eStereotypes refer to people\u0026rsquo;s perceptions and opinions about the attributes and characteristics of certain specific groups and their members, which can be either positive or negative (Hilton \u0026amp; von Hippel, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e1996\u003c/span\u003e). Stereotyping is generally based on demographic variables such as gender, race, and occupation. For instance, older workers are perceived to be less competent but warm (Marcus et al., \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e2016\u003c/span\u003e); obese individuals are perceived to be friendly but not very self-controlled (Klaczynski et al., 2004). The current research focused on the stereotypes of single employees. Through a comprehensive review of the existing literature on single employees, we identified that the stereotypes of single employees include both descriptive norms, such as being more lonely, more career-oriented, and less reliable and caring than married employees, and prescriptive norms, for instance, they are often regarded as having fewer work-family conflicts and more flexible schedules (e.g., DePaulo \u0026amp; Morris, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2005\u003c/span\u003e; Morris et al., \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e2008\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eAccording to social role theory, people assign corresponding social role expectations and norms to group members based on prevailing stereotypes (Eagly \u0026amp; Wood, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). Since single employees are often stereotyped as career-oriented and having fewer family obligations in compared to their married counterparts, they are often perceived as having greater availability and energy to take on extra-role job tasks. This perception leads supervisors and colleagues to hold higher work expectations for them.\u003c/p\u003e \u003cp\u003eHowever, these stereotypes contradict reality. Scholars have agreed that single employees experience no fewer life demands than married employees, such as obligations to care for their elders, form new relationships, and develop professionally (Casper et al., \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2025\u003c/span\u003e). Thus, this discrepancy results in single employees often being assigned more extra-role tasks, even if they do not want to undertake them. For example, Casper and Depaulo (\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2012\u003c/span\u003e) observed that the stereotype of single employees as more career-oriented justified assigning them heavier workloads than married employees. Through 36 semi-structured interviews with the single managers, Wilkinson et al. (2017) revealed that the stereotypes of single employees as having no family-related commitment makes them feel pressured to accept requests to work beyond their contracted hour.\u003c/p\u003e \u003cp\u003eWhile existing research has documented this work dilemma which single employees face due to stereotyping, no empirical studies have specifically examined this phenomenon from supervisors\u0026rsquo; perspective of their subordinates. To address this gap, the current study aims to examine whether the stereotypes of single employees held by supervisors, as authority figures with direct managerial power, may lead to supervisors pressuring their single subordinates into engaging in CCBs. Based on the above, we propose the first hypothesis:\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 1\u003c/strong\u003e \u003cp\u003e \u003cb\u003eSupervisors\u0026rsquo; stereotypes of single employees are positively related to compulsory citizenship behaviors.\u003c/b\u003e \u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cem\u003eThe indirect effect of supervisors\u0026rsquo; stereotypes of single employees on subordinates\u0026rsquo; work-life conflict: Mediating roles of CCBs and citizenship fatigue.\u003c/em\u003e \u003c/p\u003e \u003cp\u003eCitizenship fatigue refers to a psychological state of weariness that employees experience due to engaging in citizenship behaviors rather than arising from their prescribed job tasks (Bolino et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Bolino et al. (\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2015\u003c/span\u003e) noted that when employees do not want to engage in citizenship behaviors but feel compelled to do so, they would deplete more resources, thus feeling more tired. In a comparison of the outcomes of five distinct patterns of citizenship behaviors, Klotz et al. (\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2018\u003c/span\u003e) demonstrated that when employees are not strongly driven by autonomous motives such as prosocial values and organizational caring, they tend to experience greater resources depletion, which in turn generates more citizenship fatigue. In line with this logic, we argue that single employees who engage in CCBs are more likely to experience higher levels of citizenship fatigue. The relationship between CCBs and citizenship fatigue has been also established in previous research (Nisar et al., \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2024\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eFatigue resulting from exposure to stressors in a given domain may limit one\u0026rsquo;s ability to meet the demands of other life domains (Frone et al., \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e1992\u003c/span\u003e). Consistent with this resource-depletion perspective, citizenship fatigue has been shown not only to reduce levels of subsequent citizenship behaviors, but also to impair employees\u0026rsquo; ability to meet expectations in other areas, including in-role performance and employees nonwork domain (Bolino et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Bolino and Turnley (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2005\u003c/span\u003e) noted that the fatigue, sadness, and anxiety stemming from striving to be a \u0026ldquo;good citizen\u0026rdquo; can interfere with one\u0026rsquo;s nonwork demands to satisfy. Therefore, this study examines how citizenship fatigue exacerbates work-life conflict among single employees.\u003c/p\u003e \u003cp\u003eAs an extensive form of work-family conflict, Fisher et al. (\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2009\u003c/span\u003e) defined work-life conflict as difficulty participating in nonwork domains by virtue of participation in work domains. Scholars have noticed that for single employees, nonwork activities beyond the traditional family structure (e.g., leisure, cultivating new relationships, participating in social activities) are as essential to them as the family domain is to married employees (Wilkinson et al., 2017). Previous studies consistently identified that work stressors emerge as the dominant predictor of work-life conflict, such as work overload, long working time (Huo \u0026amp; Jiang, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). This is because both work and life domains share finite resources, and excessive investment of time and energy in one domain inevitably depletes resources (e.g., time and energy) available to the other. With this framework, citizenship fatigue - a state of resource depletion - may lead single employees to conserve their remaining resources by canceling or postponing planned nonwork activities, such as exercising, social gatherings, or professional development. This protective strategy, however, is likely to intensify work-life conflict. Netchaeva et al. (\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e) demonstrated that morning citizenship fatigue can reduce employees\u0026rsquo; engagement in family activities later in the day. Given the importance of nonwork activities for single employees, we propose that citizenship fatigue can exacerbate single employees\u0026rsquo; work-life conflict. We thus postulate the impact pathway of supervisors\u0026rsquo; stereotypes of single employees on their work-life conflict, as follows:\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 2\u003c/strong\u003e \u003cp\u003e \u003cb\u003eCompulsory citizenship behaviors and citizenship fatigue sequentially mediate the relationship between supervisors\u0026rsquo; stereotype of single employees and single employees\u0026rsquo; work-life conflict.\u003c/b\u003e \u003c/p\u003e \u003c/p\u003e\n\u003ch3\u003eThe moderating role of identification with singles\u003c/h3\u003e\n\u003cp\u003eGroup identification can be understood as the centrally important role of group membership to one\u0026rsquo;s self-concept (Major et al., \u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e2002\u003c/span\u003e). Tajfel (\u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1978\u003c/span\u003e) has defined social identity as \u0026ldquo;that part of an individual\u0026rsquo;s self-concept which derives from his/her knowledge of his/her membership of a social group (or groups) together with the value and emotional significance attached to that membership\u0026rdquo; (p. 63). Drawing on prior definitions of other types of group identification (e.g., gender identity, Ellemers et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e1999\u003c/span\u003e; racial identity, Sellers \u0026amp; Shelton, \u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e2003\u003c/span\u003e), we have defined identification with singles as pertaining to unmarried adults who recognize that they belong to the single group, and perceive the value significance that being a member of the group brings to them.\u003c/p\u003e \u003cp\u003eIn general, individuals with high group identification are more sensitive to the unfair treatment experienced by their group because their group identification is more salient and plays a crucial role in their self-concept (Ashforth et al., \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2008\u003c/span\u003e). Conversely, as individuals are also unlikely to notice or care about harmful events that have resulted from their unimportant group identifications, i.e., those irrelevant to their self-concept, these people with lower group identification are rarely affected by threats to their group identity (Schmitt \u0026amp; Branscombe, \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e2001\u003c/span\u003e). Previous empirical research has shown that high group identification will exacerbate negative emotions and perceptions that arise from the discrimination or prejudice experienced due to group membership. For example, McCoy and Major (\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e2003\u003c/span\u003e) found that when exposed to racial discrimination, individuals with high group identification exhibit less self-esteem and more depression. Likewise, Eliezer et al. (\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2010\u003c/span\u003e) identified that high gender identification can heighten the psychological and physical burden of discrimination.\u003c/p\u003e \u003cp\u003eIn line with this notion, in the current research, it is proposed that single employees with higher group identification are more alert to unfair treatment faced by the singles group, compared to those with lower group identification. This awareness leads them to not only perceive the stress brought to individuals by CCBs but also to acutely sense the threat to their group identification. Thus, we postulate that the single employee with high single identity is likely to experience stronger citizenship fatigue after engaging in CCBs.\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 3\u003c/strong\u003e \u003cp\u003e \u003cb\u003eSingle identity moderates the relationship between compulsory citizenship behaviors and citizenship fatigue, such that this positive relationship will be stronger when single identity is high than when single identity is low.\u003c/b\u003e \u003c/p\u003e \u003c/p\u003e \u003cp\u003eBased on the foregoing theoretical foundation and Hypotheses 1\u0026ndash;3, we ultimately propose an integrated pathway of the antecedents and consequences of single employees engaging in CCBs, which involves supervisors\u0026rsquo; predictors, single employees\u0026rsquo; affective and perceptive responses, and the moderating role of the single identity.\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 4\u003c/strong\u003e \u003cp\u003e \u003cb\u003eSupervisors\u0026rsquo; stereotype of single employees is more positively related to single employees\u0026rsquo; work-life conflict as mediated through compulsory citizenship behaviors and citizenship fatigue when single identity is high than when single identity is low.\u003c/b\u003e \u003c/p\u003e \u003c/p\u003e \u003cp\u003eTo investigate these, we carried out two studies. This first involved scale development and the second concerned the application of this scale. Each of these is explained in turn below.\u003c/p\u003e\n\u003ch3\u003eSTUDY 1: Scale development for supervisors’ stereotypes of single employee\u003c/h3\u003e\n\u003cp\u003eSince there is no available scale to measure people\u0026rsquo;s stereotype of singles, Hinkin\u0026rsquo;s (\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e1995\u003c/span\u003e) three-step scale development procedure was adopted. Stage 1 was item development, where a qualitative method was used to generate the initial items. Stage 2 was scale development, in which we employed exploratory factor analysis (EFA) to refine the items and define the constructs. Stage 3 was scale evaluation, in which we verified the scale validity and reliability using confirmatory factor analysis (CFA).\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eStage 1: Item generation\u003c/h2\u003e \u003cp\u003eWe invited people working in a supervisory position (who should supervise at least five subordinates) to participate in Study 1, and 15 supervisors were interviewed. They were from various industries, including education (27%), food and beverage (13%), hospitality (27%), and high-tech (33%). Their ages ranged from 29 to 52 years old, with an average age of 35 years old. They have been serving as supervisors for an average of 6 years, and on average, 60% of their subordinates were single.\u003c/p\u003e \u003cp\u003e The interviews were conducted using the online video platform Tencent Meeting, with each interview lasting an average of 1 hour and 20 minutes per participant. Prior to the interviews, these 15 supervisors received a privacy protection agreement which guaranteed that their personal information would not be disclosed, and the interviews were recorded with the participants\u0026rsquo; consent. The interviews were semi-structured, utilizing open-ended questions posed to the participants. Therefore, the interview protocol was prepared in advance.\u003c/p\u003e \u003cp\u003eDrawing on previous qualitative research related to stereotypes and single employees (e.g., Kowert et al., 2014; Casper et al., 2016), we compiled nine questions, seven on supervisors\u0026rsquo; perceptions of the work-related aspects of single employees, and two on nonwork-related aspects. For example, in the work domain, supervisors were asked \u0026ldquo;what do you think are the advantages and disadvantages of singles? Why? Can you give me an example?\u0026rdquo; and \u0026ldquo;do you make work arrangements based on the marital status of your subordinates? If so, why?\u0026rdquo; In the nonwork domain, supervisors were asked \u0026ldquo;Do you ever think what the unique nonwork needs of single employees are?\u0026rdquo; and \u0026ldquo;Do you believe that the personal needs outside of work for both single and married employees should be valued and considered by their supervisors?\u0026rdquo; The interview protocol is shown in the Supplementary File A.\u003c/p\u003e \u003cp\u003eThe information provided by the 15th participant was already included in the previous interviews, based on which the data obtained from the interviews were considered to have largely reached saturation (Saunders et al., \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Content analysis of the transcribed interview data was used to systematize, categorize, and code these data.\u003c/p\u003e \u003cp\u003eUsing ATLAS.ti software, we implemented Gioia et al.\u0026rsquo;s (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2013\u003c/span\u003e) three-level coding procedure. First, through open coding, we generated 152 first-order codes from supervisors\u0026rsquo; impressions and perceptions of single employees before reaching saturation. Second, axial coding was based the open coding to refine and differentiate the many categories, generating 13 second-order codes. Third, selective coding was applied to aggregate and connect the second-order themes to identify those descriptions that best represented supervisors\u0026rsquo; stereotypical perceptions of single employees, ultimately generating two aggregated dimensions, positive and negative aspects of stereotypes. Both axial coding and selective coding were repeated throughout the data analysis and review process. Examples of quotes for second-order themes are detailed in the concept evidence (Corley \u0026amp; Gioia, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2004\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eTo ensure content validity, two scholars with rich qualitative research experience independently coded the interview data using above the three-level coding procedure. We compared the two coding results, and found an intercoder agreement of .92. Furthermore, three professors specializing in OB/HR were invited to revise the wordings and grammar of a final version of 13 items.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eStage 2: Results of EFA\u003c/h3\u003e\n\u003cp\u003eHaving generated and developed the items, we administered a survey consisting of 13 stereotype items developed from the two independently coded samples. Data with 150 participants were collected from Credamo, an online survey collection platform similar to Amazon\u0026rsquo;s Mechanical Turk, and only supervisors were eligible to participate. In addition to participants\u0026rsquo; demographic information, they were also asked to what extent they agree with statements involving various descriptions of single people (1\u0026thinsp;=\u0026thinsp;strongly disagree, 7\u0026thinsp;=\u0026thinsp;strongly agree).\u003c/p\u003e \u003cp\u003eWhile performing EFA, factors were extracted using the default method of principal component and oblique rotation, Promax (see Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e). Results showed that for the only first two factors eigenvalues were greater than 1 and they accounted for approximately 52.42% of the variance in the items. The rotated factor matrix showed that eight items significantly loaded on the first factor (factor loading was larger than .50) and four items significantly loaded on the second factor. We removed item 9 (single employees devote most of their time to work) because this item showed a cross-loading of .17 on the first factor and .23 on the second factor.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003e\u003cem\u003eStudy 1: EFA results of the supervisors\u0026rsquo; stereotypes of single employees scale\u003c/em\u003e\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003eFactor name and items\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e \u003cp\u003eFactor Loadings\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eFactor 1: Positive Stereotypes\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFactor 1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eFactor 2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees can devote themselves fully to their work.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.65\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.14\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are proactive and enthusiastic about their work.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.67\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.04\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are career-oriented.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.69\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.08\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are ambitious.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.78\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.02\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are energetic.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.67\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.09\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are creative.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.72\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.02\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are competitive.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.73\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.03\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees can adapt to various work arrangements.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003e.54\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.11\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees devote most of their time to work.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.24\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eFactor 2: Negative Stereotypes\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees lack empathy.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.04\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e.90\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees lack life experience.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e.85\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are self-centered.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e.78\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are more careless.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003e.86\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"4\"\u003e\u003cem\u003eNote\u003c/em\u003e. \u003cem\u003eN\u0026thinsp;=\u0026thinsp;150 from Sample 1;Bold figures are the highest factor loadings of indicators on factors from EFA, and loadings less than .4 are suppressed.\u003c/em\u003e\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e----------------------------------\u003c/p\u003e \u003cp\u003eInsert Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e about here\u003c/p\u003e \u003cp\u003e-----------------------------------\u003c/p\u003e \u003cp\u003eBased on the common characteristics among the items, the first factor was named \u0026ldquo;supervisors\u0026rsquo; positive stereotypes of single employees\u0026rdquo; and the second factor was named \u0026ldquo;supervisors\u0026rsquo; negative stereotypes of single employees\u0026rdquo;. The Cronbach\u0026rsquo;s alpha for the positive scale was .84 and the Cronbach\u0026rsquo;s alpha for the negative scale was .86.\u003c/p\u003e\n\u003ch3\u003eStage 3: Results of CFA, discriminant validity and convergent validity\u003c/h3\u003e\n\u003cp\u003eA separate sample of 250 supervisors was recruited from the same platform for CFA in Mplus. The two-factor model demonstrated good fit (χ\u0026sup2; = 665.08, df\u0026thinsp;=\u0026thinsp;66, CFI = .95, TLI = .94, IFI = .95, RMSEA = .05, SRMR = .05), outperforming a poorly fitting one-factor model. All standardized factor loadings exceeded .40. Although the AVE for the positive stereotype factor was below .50, the composite reliability exceeded the recommended threshold, suggesting that the construct retains acceptable convergent validity in line with prior methodological guidance (Fornell \u0026amp; Larcker, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e1981\u003c/span\u003e). The final scale consists of eight positive and four negative stereotype items (see Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e). The full English version of the supervisors\u0026rsquo; stereotype of single employee scale is provided in Supplementary File B.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003e\u003cem\u003eStudy 1: CFA results of the supervisors\u0026rsquo; stereotypes of single employees scale\u003c/em\u003e\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003eItems\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eFactor Loadings\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eCR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eAVE\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eFactor 1: Positive Stereotypes\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.77\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.26\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees can devote themselves fully to their work.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e6.00\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.87\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.54\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are proactive and enthusiastic about their work.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.95\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.51\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are career oriented.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.82\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.92\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.40\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are ambitious.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.99\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.56\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are energetic.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.54**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are creative.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.88\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.46**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are competitive.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.55**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees can accept various work arrangements.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.46**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"2\" nameend=\"c2\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eFactor 2: Negative Stereotypes\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.56\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees lack empathy.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.71\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.78\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees lack life experience.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.42\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.82\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are self-centered.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e1.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.80\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem 12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle employees are more careless.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.55\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003e\u003cem\u003eNote. N\u0026thinsp;=\u0026thinsp;250 from Sample 2. ** p\u0026thinsp;\u0026lt;\u0026thinsp;0.01\u003c/em\u003e\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e----------------------------------\u003c/p\u003e \u003cp\u003eInsert Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e about here\u003c/p\u003e \u003cp\u003e-----------------------------------\u003c/p\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eSTUDY 2: Hypothesis Testing: A field study\u003c/h2\u003e \u003cdiv id=\"Sec12\" class=\"Section3\"\u003e \u003ch2\u003eMethod: Participants and sampling procedure\u003c/h2\u003e \u003cp\u003eWe collected 500 matched supervisor-single subordinate questionnaires from the hospitality industry via Credamo, an online survey platform comparable to Amazon\u0026rsquo;s Mechanical Turk, which has been shown to yield reliable and valid data (e.g., Kong et al., \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Ren et al., \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Supervisors provided demographic information and reported their stereotypes of single employees. Single subordinates reported their demographic details and other employee-rated variables, including compulsory citizenship behaviors, citizenship fatigue, work-life conflict, and single identity. All participants were assured of strict anonymity and voluntary participation and were encouraged to respond based on their actual experiences and feelings. After excluding cases that failed attention checks or had missing data, the final sample comprised 470 valid supervisor\u0026ndash;subordinate dyads, yielding a response rate of 94%. Among the supervisors, 280 (59.4%) were male and 255 (54.1%) were married. Their average age was 37 years, with an average organizational tenure of 7.1 years. Among the single subordinates, 273 (58.1%) were female, with an average age of 25.5 years and an average organizational tenure of 3.5 years.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eMeasures\u003c/h2\u003e \u003cp\u003eTo ensure equivalence in meaning, we followed the translation-back-translation method (Brislin, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e1980\u003c/span\u003e) to translate all the original English-language measures into Chinese. Unless otherwise noted, items were measured using a 7-point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree).\u003c/p\u003e \u003cp\u003e \u003cb\u003eSupervisors\u0026rsquo; stereotype of single employees.\u003c/b\u003e The eight-item scale developed in Study 1 was used to assess supervisors\u0026rsquo; positive stereotypes of single employees from the supervisors\u0026rsquo; perspective. Specifically, supervisors rated the extent to which each statement described how they viewed their single subordinates. The Cronbach\u0026rsquo;s α for this scale was .92.\u003c/p\u003e \u003cp\u003e \u003cb\u003eCompulsory citizenship behaviors.\u003c/b\u003e CCBs was measured with a five-item scale developed by Vigoda-Gadot (2007). Singles employees were asked to indicate how often they had been pressured by supervisors or the organization to engage in extra-role behaviors, rather than being driven by personal goodwill, by rating from 1 (never) to 7 (always). A sample item was \u0026ldquo;The management in this organization puts pressure on employees to engage in extra-role work activities beyond their formal job tasks\u0026rdquo;. The Cronbach\u0026rsquo;s α was .91 for the scale.\u003c/p\u003e \u003cp\u003e \u003cb\u003eCitizenship fatigue.\u003c/b\u003e We adopted a six-item scale developed by Bolino et al. (\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2015\u003c/span\u003e) to measure citizenship fatigue. Singles employees rated the extent to which they felt tired or exhausted due to engaging in OCB. A sample item was \u0026ldquo;Because of my helping, I feel on edge about various things\u0026rdquo;. The Cronbach\u0026rsquo;s α was .95.\u003c/p\u003e \u003cp\u003e \u003cb\u003eWork-life conflict.\u003c/b\u003e A five-item scale developed by Fisher et al. (\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2009\u003c/span\u003e) was adapted to assess the degree of work-life conflict. Single employees rated the degree to which their work role interfered with their personal life. A sample item was \u0026ldquo;I have to miss out on important personal activities because of my work\u0026rdquo;. The Cronbach\u0026rsquo;s α was .94 for this scale.\u003c/p\u003e \u003cp\u003e \u003cb\u003eSingle identity.\u003c/b\u003e Single employees\u0026rsquo; single identity was measured using a 12-item scale adapted from Cameron\u0026rsquo;s (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2004\u003c/span\u003e) social identity measure. Specifically, we replaced the original referent (\u0026ldquo;ingroup members\u0026rdquo;) with \u0026ldquo;singles\u0026rdquo; to reflect identification with single status. A sample item is \u0026ldquo;I have a lot in common with other singles.\u0026rdquo; The scale captures cognitive centrality, ingroup ties, and affective evaluation of single identity.\u003c/p\u003e \u003cp\u003eTo identify and retain substantively valid single-identity items while eliminating those that were not, we collected two independent datasets. Consistent with the methodological recommendation of Fokkema and Greiff (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) to separate exploratory and confirmatory analyses, we recruited two independent samples of single, full-time employees aged over eighteen via the Credamo platform. The first sample (N\u0026thinsp;=\u0026thinsp;150) was used to conduct an EFA, and the second sample (N\u0026thinsp;=\u0026thinsp;250) was used to perform a CFA. Preliminary analyses indicated that the data were suitable for factor analysis. The Kaiser\u0026ndash;Meyer\u0026ndash;Olkin (KMO) measure was .76, exceeding the recommended threshold of .50, and Bartlett\u0026rsquo;s test of sphericity was significant (χ\u0026sup2; = 712.41, p \u0026lt; .001), supporting factorability. We then conducted an EFA using principal components analysis with oblique rotation on the 12 initial single-identity items. One item (\u0026ldquo;I have a lot in common with other singles\u0026rdquo;) was removed due to cross-loading and low factor loading, resulting in an 11-item solution. Next, a CFA was conducted on the remaining items using the second sample. The model demonstrated acceptable fit to the data (χ2\u0026thinsp;=\u0026thinsp;764.61, p \u0026lt; .001, CFI = .92, NNFI= .89, IFI = .92, RMSEA = .07, and SRMR = .06), supporting the construct validity of the 11-item single-identity scale. Finally, participants completed the refined 11-item measure assessing the extent to which they identify as single and experience an emotional and valued sense of belonging to the single group. The scale demonstrated satisfactory internal consistency (Cronbach\u0026rsquo;s α\u0026thinsp;=\u0026thinsp;.78).\u003c/p\u003e \u003cp\u003e \u003cb\u003eControl variables.\u003c/b\u003e We controlled for supervisors\u0026rsquo; negative stereotypes of single subordinates to isolate the unique effect of positive stereotyping on CCBs. Given our study\u0026rsquo;s focus on how group-based stereotypes influence supervisors\u0026rsquo; expectations of single employees, controlling for negative stereotypes ensured that the observed effects could be attributed specifically to supervisors\u0026rsquo; positive stereotypes. Negative stereotyping was measured using the 4-item subscale developed in Study 1, which demonstrated acceptable reliability (Cronbach\u0026rsquo;s α\u0026thinsp;=\u0026thinsp;.82). In addition, we also controlled for supervisors\u0026rsquo; marital status and single employees\u0026rsquo; gender.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eDescriptive statistics and confirmatory factor analysis\u003c/h2\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e shows the means, standard deviations, scale reliabilities, and correlations among the study variables. Before testing the hypotheses, we conducted a CFA to assess discriminant validity. The hypothesized five-factor model fit the data well (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;1382.83, df\u0026thinsp;=\u0026thinsp;550, CFI = .93, TLI = .92, RMSEA = .06, SRMR = .06). This model fit significantly better than an alternative six-factor model in which supervisors\u0026rsquo; negative stereotypes were modeled as an independent factor parallel to supervisors\u0026rsquo; positive stereotypes (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;1543.04, df\u0026thinsp;=\u0026thinsp;687, p \u0026lt; .01), and better than a one-factor model in which all items loaded on a single latent construct (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;4937.73, df\u0026thinsp;=\u0026thinsp;560, p \u0026lt; .01). Furthermore, all items loaded significantly onto their respective latent variables, with standardized factor loadings greater than 0.04.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003e\u003cem\u003eStudy 2: Descriptive statistics and correlations among study variables\u003c/em\u003e\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"13\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eS.D.\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eAVE\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eCR\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c10\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c11\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c12\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c13\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"13\" nameend=\"c13\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eControl Variable\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1. Gender of single employees\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.58\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2. Marital status of supervisors\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1.89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.98\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3. Negative stereotype factor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e(.82)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"13\" nameend=\"c13\" namest=\"c1\"\u003e \u003cp\u003e\u003cem\u003eMain Variable\u003c/em\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4. Supervisors\u0026rsquo; stereotype of single employees\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.82\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.60\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.92\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.26**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e(.92)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5. Compulsory citizenship behaviors\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.09\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.68\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.43**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.47**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e(.91)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6. Citizenship fatigue\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.86\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.57\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.75\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.95\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.12*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.41**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.43**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e.74**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e(.95)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7. Work-life conflict\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.83\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1.57\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.76\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.02\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e.39**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e.41**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e.71**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e.80**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e(.94)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8. Singles identity\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e5.25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.65\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.41\u003csup\u003ea\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e.77\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e.00\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.23**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.24**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.11*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.18**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.19**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e \u003cp\u003e(.78)\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"13\"\u003eNote. \u003cem\u003eN\u0026thinsp;=\u0026thinsp;470, supervisor\u0026ndash;single subordinate dyads;\u003c/em\u003e Reliabilities were reported on the diagonal. *p\u0026lt; .05, ** \u003cem\u003ep\u003c/em\u003e \u0026lt; .01. \u003cem\u003eCR\u0026thinsp;=\u0026thinsp;Composite reliability, AVE\u0026thinsp;=\u0026thinsp;Average Variance Extracted.\u003c/em\u003e\u003c/td\u003e\u003c/tr\u003e \u003ctr\u003e\u003ctd colspan=\"13\"\u003e\u003csup\u003ea\u003c/sup\u003e Fornell and Larcker (\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e1981\u003c/span\u003e) noted that since the AVE is a more conservative index, even if the AVE is lower than .5, convergent validity can still be evidenced when the value of CR is adequate.\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eWe also calculated the average variance extracted (AVE) and composite reliability (CR) for each construct. The results showed that all AVE and CR values exceeded the recommended thresholds, supporting the adequacy of the measures. Taken together, these results demonstrated both the convergent and discriminant validity of the constructs used in the study.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eHypothesis testing\u003c/h2\u003e \u003cp\u003eMplus 8.3 (Muthen \u0026amp; Muthen, 2012\u0026ndash;2018) was used to test all hypotheses, and unstandardized coefficient estimates are reported in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. Supervisors\u0026rsquo; stereotypes of single employees were positively related to CCBs (b = .42, p \u0026lt; .01), supporting Hypothesis \u003cspan refid=\"FPar1\" class=\"InternalRef\"\u003e1\u003c/span\u003e. Hypothesis \u003cspan refid=\"FPar2\" class=\"InternalRef\"\u003e2\u003c/span\u003e predicted that CCBs and citizenship fatigue would sequentially mediate the relationship between supervisors\u0026rsquo; stereotype of single employees and work-life conflict. The results indicated that CCBs were positively related to citizenship fatigue (b = .88, p \u0026lt; .01), and citizenship fatigue was positively related to work-life conflict (b = .81, p \u0026lt; .01). The multiple mediation path was .30 (p \u0026lt; .01), providing supporting for Hypothesis \u003cspan refid=\"FPar2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\u003c/p\u003e\u003cp\u003e\u003cimg 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\" width=\"849\" height=\"394\"\u003e\u003c/p\u003e\u003cp\u003e \u003cstrong\u003eHypothesis 3\u003c/strong\u003e \u003cp\u003eproposed that single identity would moderate the relationship between CCBs and citizenship fatigue. The interaction term of employees\u0026rsquo; compulsory citizenship behaviors and single identity was significantly associated with citizenship fatigue (b = .16, p \u0026lt; .01). We further conducted simple slope analyses at high (1 SD above the mean) and low (1 SD below the mean) levels of single identity. These simple slope analyses showed that CCBs had a stronger positive relationship with citizenship fatigue (b = .98, p \u0026lt; .01) among employees with higher single identity compared to those with lower single identity (b = .78, p \u0026lt; .01). Thus, Hypothesis \u003cspan refid=\"FPar3\" class=\"InternalRef\"\u003e3\u003c/span\u003e was supported.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eHypothesis 4\u003c/strong\u003e \u003cp\u003eposited that for those with high (compared to low) single identity, supervisors\u0026rsquo; stereotypes of single employees would exhibit a stronger positive indirect effect on single employees\u0026rsquo; work-life conflict, as mediated through CCBs and citizenship fatigue, in sequence. The results showed that the multiple mediation path was .33 (p \u0026lt; .01) when single identity was high, whereas the path was .26 (p \u0026lt; .01) when single identity was low. The difference between the two serial mediation paths was also significant (difference = .07, p \u0026lt; .01), which provides support for Hypothesis \u003cspan refid=\"FPar4\" class=\"InternalRef\"\u003e4\u003c/span\u003e.\u003c/p\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Discussion","content":"\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eGeneral discussion\u003c/h2\u003e \u003cp\u003eThe current study contributes to social role research by developing a scale to assess supervisors\u0026rsquo; stereotypes of single employees and examining its effects through a mixed-method approach. In our qualitative research, we established a valid and reliable scale to measure these stereotypes. In the quantitative field study, we demonstrated that such stereotypes function as unspoken role expectations, compelling single employees to engage in organizational citizenship behaviors (OCB) that may not align with their personal intentions, thereby disrupting their work-life balance. Additionally, we posited that a strong single identity would amplify this dynamic. As expected, our findings confirmed that supervisors\u0026rsquo; positive stereotypes of single employees are positively associated with compulsory citizenship behaviors (CCBs), which, in turn, lead to citizenship fatigue and increased work-life conflict. This effect was particularly pronounced among single employees with a strong sense of single identity. These results not only distinguish employee stereotypes based on marital status but also highlight the unique challenges faced by single employees in the workplace.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003eTheoretical implications\u003c/h2\u003e \u003cp\u003eOur study makes several theoretical contributions. First, we developed and validated a scale to measure supervisors\u0026rsquo; stereotypes of single employees, addressing an important gap in the literature. Although previous research has explored the experiences of both married and single employees, marital status has rarely been used as a systematic basis for measurement. In Study 1, we created the scale through semi-structured interviews and validated it using CFA. This measurement tool provides a foundation for future research to examine how supervisors perceive single employees, allowing researchers to move beyond conceptual discussions. Moreover, these perceptions reflect supervisors\u0026rsquo; positive stereotypes of single employees as highly capable and available, which reinforces the belief that they should take on more work. This aligns with the common workplace belief that \u0026ldquo;more capable people do more work\u0026rdquo;. Thus, the current study addresses a key measurement gap and demonstrates how favorable impressions of single employees can lead to increased work demands.\u003c/p\u003e \u003cp\u003eSecond, this study contributes to the work-family literature by examining single employees as a distinct subgroup. Compared to employees classified by gender or parental status, the work-life experiences of single employees have received relatively limited scholarly attention. Responding to von Allmen et al.\u0026rsquo;s (\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) call for research on how unrealistic expectations are formed and sustained in the workplace, we applied social role theory to investigate how supervisors\u0026rsquo; assumptions about single employees shape work expectations. Our findings suggest that supervisors may hold favorable but unrealistic views of single employees, resulting in excessive work demands and increased interference with their personal lives. By focusing on this overlooked group, the current study offers a more nuanced understanding of how marital status influences work-life experiences in organizational settings.\u003c/p\u003e \u003cp\u003eThird, our study advances OCB research by showing that supervisors exhibit a targeted preference for assigning compulsory OCB to single employees. While prior research has acknowledged contextual and individual differences in responses to CCBs, it has rarely examined which specific employee groups supervisors tend to favor. Specifically, most studies on the antecedents of CCBs have focused on leadership styles that promote higher CCB assignments (e.g., Shu et al., \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) or on individual personality traits that make employees more susceptible to such demands (e.g., Liang, \u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). However, the role of supervisors in selectively assigning CCBs to particular groups remains underexplored. By demonstrating that single employees are more likely to be tasked with CCBs, our study provides empirical evidence of the targeted nature of these assignments.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003eManagerial implications\u003c/h2\u003e \u003cp\u003eThis study provides practical guidance for organizations. Our findings reveal that supervisors\u0026rsquo; positive stereotypes of single employees can lead to excessive expectations for extra-role work, resulting in citizenship fatigue and work-life conflict. To mitigate this issue, we recommend that organizations implement accountability mechanisms that promote transparency in managerial decision-making. For example, regular workload audits can help identify patterns of uneven task distribution, while confidential employee feedback channels can surface concerns that might otherwise go unreported. As Costa (2024) suggested, holding managers accountable for discretionary decisions encourages more deliberate and equitable choices. In practice, organizations can incorporate fairness in task assignment into supervisors\u0026rsquo; performance evaluations and facilitate regular team discussions to reflect on how responsibilities are distributed. These strategies promote awareness of managerial decision-making patterns and help prevent assumptions about employee availability.\u003c/p\u003e \u003cp\u003eIn addition, organizations should establish structured systems to support fair workload distribution. Standardized assessments based on objective indicators, such as the frequency of overtime requests, the number of urgent tasks assigned, and each employee\u0026rsquo;s total workload, provide a more consistent and less subjective basis for managerial decisions. These benchmarks also help reduce the influence of personal perceptions and support equitable task allocation. To reinforce these systems, organizations should also train mid-level supervisors to apply workload metrics accurately and to recognize implicit biases that may influence routine management practices.\u003c/p\u003e \u003cp\u003eFinally, we recommend that organizations create an inclusive and nonwork-supportive culture that acknowledges diverse personal circumstances, as suggested by Casper et al. (\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). Supervisors may unintentionally overlook the nonwork commitments of single employees, assuming that they are more available or flexible (DePaulo \u0026amp; Morris, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2005\u003c/span\u003e). However, many single individuals also have caregiving responsibilities or personal priorities that deserve recognition. To counteract such assumptions, organizations should promote inclusive values through visible leadership support, inclusive HR policies, and work-life programs. These efforts can help supervisors reexamine their beliefs and become more mindful of how such views influence their decisions about task distribution and employee availability. Fostering such a culture can also support single employees in managing work-life boundaries and contribute to a more equitable organizational environment.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003eLimitations and directions for the future research\u003c/h2\u003e \u003cp\u003eThis study has few limitations that should be acknowledged, along with suggestions for future research. First, the cross-sectional nature of the data, collected at a single time point, may limit the reliability and validity of conclusions about causal relationships. To better capture the dynamic nature of the variables involved, future research could employ longitudinal designs that allow for stronger inferences regarding causality over time.\u003c/p\u003e \u003cp\u003eSecond, this study focuses on work-life conflict among single employees. It would be valuable to examine organizationally relevant outcomes to further investigate this dynamic mechanism. Specifically, single employees\u0026rsquo; CCBs may also lead to unfavorable outcomes for organizations, such as destructive voice and reduced organizational trust (Song et al., \u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Furthermore, since the present study sample consists of single employees from an Eastern cultural context (China), the results may differ in Western countries with lower power-distance. Employees in lower power-distance contexts tend to prioritize control over their own decisions (Tata, \u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e2005\u003c/span\u003e), which makes them more reactive and less tolerant of CCBs from their supervisors. Therefore, we suggest that future research should explore the differences in the dynamic effects identified in this study by examining Western cultural settings or by comparing various cultural contexts.\u003c/p\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets generated during and/or analysed during the current study are available in the [OSF] repository, [https://osf.io/hwpvd/overview?view_only=4408417e346240cda52439f05ee5a1d5]\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics Declarations\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was conducted in accordance with the principles of the Declaration of Helsinki and relevant national and institutional ethical guidelines. Data collection for this study was conducted between August and November 2025 and involved anonymous interviews and online surveys with adult participants. The present study falls within the scope of China\u0026rsquo;s Measures for the Ethical Review of Science and Technology (Trial) as human-participant research involving surveys and interviews under Article 2(1). Given that the study was non-interventional, involved adult participants only, used anonymous or de-identified data collection, and posed no more than minimal risk to participants\u0026rsquo; rights and welfare, it was consistent with the category of research described in Chapter III, Section 3, Article 22(1), under which simplified review may be applicable where the likelihood and magnitude of ethical risk do not exceed minimal risk\u003csup\u003e[1]\u003c/sup\u003e. These features of the study were described in the IRB application materials and were reviewed as part of the ethics approval process. Formal ethical approval for the study was granted by the Faculty of Management Ethics Committee, Guangdong University of Science and Technology (Reference No.: GUST-FOM-2026-0057; approved in January 2026). All procedures involving human participants were conducted in accordance with institutional ethical standards.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eInformed Consent\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eInformed consent was obtained from all participants prior to their involvement in any study procedures. The consent process was administered by the researcher responsible for data collection, and only adult participants were included in the study.\u003c/p\u003e\n\u003cp\u003eFor Study 1, participants were recruited for online interviews conducted between August and November 2025. Before the interview began, participants received an information statement describing the purpose of the study, voluntary nature of participation, confidentiality protections, and their right to decline to answer any question or withdraw at any time without penalty. Participants were informed that identifying details would not be disclosed and that any quotations reported in research outputs would be anonymized using pseudonyms. Interviews were audio-recorded solely for transcription and analysis, and explicit permission for recording was obtained. Because the interviews were conducted online, consent was obtained orally and the participant\u0026rsquo;s agreement was audio-recorded as documentation of consent.\u003c/p\u003e\n\u003cp\u003eFor Study 2, participants were presented with an online consent page at the beginning of the questionnaire administered via an online survey platform. The page informed participants that participation was completely voluntary, the survey was anonymous, responses would be kept strictly confidential, and the data would be used solely for academic research purposes. Participants provided written electronic consent by actively selecting the agreement option before accessing the questionnaire.\u003c/p\u003e\n\u003cp\u003eAll data were anonymized, securely stored with access restricted to the research team, and reported only in aggregated form so that no individual could be identified. Participation was voluntary and the study posed no more than minimal risk.\u003c/p\u003e\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eYuquan Li: Conceptualization, Investigation, Methodology, Data curation, Formal analysis, Writing - Original Draft.Yihe Wang: Conceptualization, Methodology, Writing - Original Draft, Writing -Review \u0026amp; Editing.Yinjiao Chen: Supervision, Conceptualization, Writing - Review \u0026amp; Editing.Jinliang Wang: Data curation, Formal analysis, Writing - Review \u0026amp; Editing.\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eThe datasets generated during and/or analysed during the current study are available in the [OSF] repository, [https://osf.io/hwpvd/overview?view_only=4408417e346240cda52439f05ee5a1d5]\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAkanji, B., Mordi, C., Simpson, R., Adisa, T. A., \u0026amp; Oruh, E. S. (2020). 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Official text available at: \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://www.most.gov.cn/xxgk/xinxifenlei/fdzdgknr/fgzc/gfxwj/gfxwj2023/202310/t20231008_188309.html\u003c/span\u003e\u003cspan address=\"https://www.most.gov.cn/xxgk/xinxifenlei/fdzdgknr/fgzc/gfxwj/gfxwj2023/202310/t20231008_188309.html\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"humanities-and-social-sciences-communications","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"palcomms","sideBox":"Learn more about [Humanities \u0026 Social Sciences Communications](http://www.nature.com/palcomms/)","snPcode":"41599","submissionUrl":"https://submission.springernature.com/new-submission/41599/3","title":"Humanities and Social Sciences Communications","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Nature AJ","inReviewEnabled":true,"inReviewRevisionsEnabled":false},"keywords":"Compulsory citizenship behaviors, stereotype of single, citizenship fatigue, work-life conflict, social role theory","lastPublishedDoi":"10.21203/rs.3.rs-8856577/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8856577/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eWhile the nonwork needs of married employees have received the most attention in work-family studies, the nonwork needs of single employees are often overlooked in existing research. Drawing on social role theory, we contend that supervisors often expect their single employees to perform more organizational citizenship behaviors at work than they expect of married employees, and this unrealistic expectation is detrimental to the work-life balance of single employees. This negative influence is especially profound among those employees with a strong single identity. To empirically examine this notion, we first developed scales for the stereotype of single (creating new measurement items) and for single identity (adapting from an existing scale). Then, using supervisor-subordinate dyadic data, we tested a moderated mediation model. Data supported a positive indirect effect by supervisors\u0026rsquo; stereotype of single employees and single employees\u0026rsquo; work-life conflict through compulsory organizational citizenship behaviors and citizenship fatigue, with single identity acting as a moderator. This research contributes to the literature on the work-family interface and organizational citizenship behavior in several ways, supporting the argument that organizations should pay equal attention to the nonwork needs of all employees.\u003c/p\u003e","manuscriptTitle":"The more available, the more work they do: Influences of supervisors’ stereotype of single employees","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-04-09 17:02:26","doi":"10.21203/rs.3.rs-8856577/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"reviewerAgreed","content":"231151679389641241206661672302859311617","date":"2026-04-15T02:58:36+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-04-03T15:54:23+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-04-03T14:18:01+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-03-24T08:23:55+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-03-23T05:14:39+00:00","index":"","fulltext":""},{"type":"submitted","content":"Humanities and Social Sciences Communications","date":"2026-03-23T05:08:38+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"humanities-and-social-sciences-communications","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"palcomms","sideBox":"Learn more about [Humanities \u0026 Social Sciences Communications](http://www.nature.com/palcomms/)","snPcode":"41599","submissionUrl":"https://submission.springernature.com/new-submission/41599/3","title":"Humanities and Social Sciences Communications","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Nature AJ","inReviewEnabled":true,"inReviewRevisionsEnabled":false}}],"origin":"","ownerIdentity":"0cc499bc-414d-4e89-a65a-ad03b7da2589","owner":[],"postedDate":"April 9th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[{"id":65971903,"name":"Health sciences/Health occupations"},{"id":65971904,"name":"Biological sciences/Psychology"},{"id":65971905,"name":"Social science/Psychology"}],"tags":[],"updatedAt":"2026-04-09T17:02:26+00:00","versionOfRecord":[],"versionCreatedAt":"2026-04-09 17:02:26","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8856577","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8856577","identity":"rs-8856577","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}