Effects Of Supervisor Support Research Articles

Relationship Between Firm Size and Perceived Organizational Support and the Moderating Role of Supervisor Support: A Nationwide Cross-sectional Study.

The study aims to explore the relationship between firm size and perceived organizational support (POS) and to investigate how supervisor support might moderate this relationship. The study involved a cross-sectional questionnaire survey in Japan with 25,648 participants. Assessing POS through eight-question. Firm size was categorized into small (2-49 employees), medium (50-999), and large (1000 or more). Coefficients were estimated using multiple regression analyses. The analysis revealed that medium and large firms had lower POS compared to small firms, with the difference being more pronounced in medium firms. A positive interaction between firm size and supervisor support was observed for POS. This study found that although POS is more likely to be lower in medium and large firms than in small firms, the effect of supervisor support on improving POS is stronger.

Primary Healthcare Pharmacists' Perceived Organizational Support and Turnover Intention: Do Gender Differences Exist?

This study aims to explore the relationship between the four-dimensional structured perceived organizational support (emotional support, instrumental support, supervisor support, and coworker support) and the turnover intention of pharmacists in primary healthcare institutions. The gender differences between perceived organizational support and turnover intention will also be examined. A cross-sectional study was conducted in primary healthcare institutions of 31 cities in China from 2 July to 1 September 2021. And the binary logistic regression model was employed for data analysis. 937 valid questionnaires are allocated from pharmacists in primary healthcare institutions. The regression results indicated that emotional support (b=0.073, p<0.001) has a significant influence on pharmacists' turnover intention, and the effect of supervisor support (b=0.173, p=0.046) on pharmacists' turnover intention differs by gender. These findings offer suggestions for the management and stabilization of pharmacists in primary healthcare institutions. It is suggested that specific measures should be taken to increase pharmacists' perceived organizational support and reduce their turnover intention. At the same time, gender differences need to be taken into consideration by the managers when providing perceived organizational support to reduce their turnover intention through adaptive management.

The Impact of Supervisor Support on the Job Satisfaction of Immigrant and Minority Long-Term Care Workers

The need for long-term care workers (LTCW) will grow significantly as the American population ages. Understanding the factors that impact job satisfaction of this workforce has important implications for policy and practice. Previous research has demonstrated the effect of supervisor support on the job satisfaction of these workers; however, much less is known about how this effect differs among different race/ethnicity or immigration groups. This study examined how supervisor support mediates the associations between race/ethnicity, immigration status, and job satisfaction among nursing assistants (NAs). Data of 2,763 NAs were extracted from the National Nursing Assistant Survey (2004). Race/ethnicity groups included White (54%), African American (30%), Asian (2%), Hispanic (10%), and others (4%). Immigration status included U.S.-born citizens (87%), naturalized (7%) and resident/alien (6%). Bivariate analyses showed that Asian NAs perceived higher levels of supervisory support than other races, whereas U.S.-born NAs reported lower levels of supervisory support than naturalized and residents/aliens. Findings from multivariate analyses indicated that non-Hispanic Asians and Resident/Alien workers reported significantly higher levels of job satisfaction than their counterparts, and the associations were fully mediated by NAs’ perceived supervisor support. These findings support prior research that supervisor support is important to improving job satisfaction and contribute to the literature that Asians/Residents/Aliens long-term care workers may be more sensitive to supervisory support and may be more grateful if they received support from supervisors. Managers should be aware of these racial differences and by being supportive they may improve NAs job satisfaction and reduce turnover rates.

Supervisor Support as a Moderator between Flexible Working Arrangement and Job Performance – Malaysia Evidence

Over the past years, organizations are forced to redesign their workplace to fulfil global labour market needs and to remain competitive. Due to the ever-changing working environment and competitive markets, organizations opted to choose more flexible work options so they can respond to the volatile environment. This study explores the moderation effect of supervisor support (SS) between flexible working arrangements (FWAs) and employee performance (EP). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected are based on the listing of global organizations practices FWAs mentioned in TalentCorp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is a relationship between FWAs and EP but there was no moderation effect of SS between FWAs and EP relationship. This study supports the idea that the employees seem to benefit from the adoption of FWAs at the workplace. It allows both gender and single or married employees to manage their time better particularly allowing the employees to attend to personal needs. Since FWAs itself is the support given by employers to employees, therefore, the employees were unable to associate supervisor support role as a contributor to help them manage their work and home responsibilities. This study showed that employee motivation to perform are affected by the policies adopted by organizations. Adopting efficient work practices such as FWAs could stimulate employee engagement to improve their work performance. Therefore, organizations that are currently searching for a strategy that can improve productivity and employee performance should consider FWAs as an option. However, the implementation ofFWAs needs to be customized according to the employee's needs. Offering FWAs in the organization will enhance organizational and individual outcomes.

A Study on the Differential Effect of Promotion and Prevention Focus Job Crafting on Turnover Intention: the Dual Mediating Effect of Work-related Sense of Coherence and Job strain and the Moderating Effect of Supervisor Support

A Study on the Differential Effect of Promotion and Prevention Focus Job Crafting on Turnover Intention: the Dual Mediating Effect of Work-related Sense of Coherence and Job strain and the Moderating Effect of Supervisor Support

An Open Time Perspective and Social Support to Sustain in Healthcare Work: Results of a Two-Wave Complete Panel Study.

Based on lifespan developmental psychology and psychosocial work characteristics theory, we examined longitudinal relations between calendar age, occupational time perspective, different types of job demands and job resources in relation to sustainable employability (i.e., work ability, vitality and employability) among healthcare workers in Netherlands (N = 1478). Results of our two-wave complete panel study revealed satisfactory fit indices for the metric invariance of the included variables across the two waves (6-month time lag). Our results revealed a negative relation between calendar age and external employability of healthcare workers (limited support for hypothesis 1), and more consistent evidence for positive relations between an open future time perspective and across-time changes in vitality, work ability and external employability (supporting hypothesis 2). Few significant findings were found for relations between specific job demands or job resources and indicators of sustainable employability of healthcare workers (mixed results hypotheses 3 and 4). Our explorative tests of possible moderating effects of age or occupational time perspective in predicting relations between psychosocial work characteristics and indicators of sustainable employability revealed only a significant interaction effect of supervisor support and future time perspective in explaining across-time changes in external employability of healthcare workers (rejecting hypothesis 5 and confirming hypothesis 6). We discuss the practical as well as theoretical implications of these findings, and present recommendations for future research.

Managing One’s Career: The Joint Effects of Job Autonomy, Supervisor Support, and Calling

In the contemporary work environment, which is characterized by change and uncertainty, employees must proactively manage their careers to develop and maintain their competitiveness. Drawing on self-determination theory, this study developed an interactive model that uses job autonomy, supervisor support, and calling to predict career self-management. With a sample of 245 full-time employees in China, the time-lagged survey showed that job autonomy has a direct effect on career self-management, which is moderated by supervisor support and employees’ calling. Furthermore, the three-way interaction indicated that the moderating effect of supervisor support on the relationship between job autonomy and career self-management is stronger when calling is low. Finally, the implications, limitations, and future research directions are discussed.

Work-family enrichment as a mediator effect of supervisor support, self-esteem, and optimism on job satisfaction

Work-family enrichment as a mediator effect of supervisor support, self-esteem, and optimism on job satisfaction

그릿(Grit)이 비서의 경력성공에 미치는 영향 : 상사지원의 조절효과

그릿(Grit)이 비서의 경력성공에 미치는 영향 : 상사지원의 조절효과

Work social support, work engagement and their impacts on multiple performance outcomes

PurposeThe purpose of this paper is to propose a research model in which work engagement (WE) mediates the influence of work social support on job satisfaction (JS), in-role performance (IRP), creative performance (CP) and extra-role performance (ERP).Design/methodology/approachData were collected from cabin attendants via three surveys two weeks apart and their pursers. The aforesaid relationships were assessed through structural equation modeling.FindingsIn general, there is support for the preponderance of hypotheses. Specifically, WE completely mediates the impact of coworker support on JS and IRP, while the impact of supervisor support on CP is completely mediated by WE. WE partly mediates the effect of coworker support on CP and ERP. Furthermore, the effect of supervisor support on JS, IRP and ERP is partly mediated by WE.Practical implicationsManagement should make sure that the work environment consists of supportive supervisors and coworkers who are trained on how they can enhance the cooperation and collaboration among employees. Management should also create an employee platform where cabin attendants can contribute to service delivery process by sharing their experiences arising from passenger requests and problems.Originality/valueThe study extends and contributes to the current service research by assessing the impact of WE simultaneously on three performance outcomes. The study adds to current knowledge by investigating the mediating mechanism linking work social support to the attitudinal and behavioral outcomes. The study also controls the threat of common method variance with at least two procedural remedies, which have been rarely used in the current service research.

Work: covenant, social support and their impacts on multiple performance outcomes

PurposeApplying social exchange and job demands resources theories, this study aims to proposes a research model in which work engagement (WE) mediates the influence of work social support on job satisfaction (JS), in-role performance (IRP) and creative performance (CP).Design/methodology/approachData were collected from cabin attendants via three surveys two weeks apart and their pursers. The aforesaid relationships were assessed through structural equation modeling.FindingsIn general, there is support for the preponderance of hypotheses. Specifically, WE completely mediate the impact of coworker support on JS and IRP, whereas the impact of supervisor support on CP is completely mediated by WE. WE partly mediate the effect of coworker support on CP. Further, the effect of supervisor support on JS and IRP is partly mediated by WE.Originality/valueThe study extends and contributes to the current service research by assessing the impact of WE simultaneously on three performance outcomes. And it adds to current knowledge by investigating the mediating mechanism linking work social support to the attitudinal and behavioral outcomes. It also controls the threat of common method variance with at least two procedural remedies, which have been rarely used in the current service research.

Advancing training and transfer research through the application of nonlinear dynamics

ABSTRACT The study of training transfer as something that occurs over time with its own underlying process has been very limited in the training literature to date. This paper argues that we can better understand how transfer unfolds over time, and why it unfolds in any particular way, by considering important theoretical and mathematical concepts from nonlinear dynamics. We draw on nonlinear concepts, such as attractors, to describe how and when training interventions are likely to succeed and how subsequent transfer may unfold in relation to those concepts. We then explicate how taking a dynamic view of transfer forces us to change how our field currently studies transfer methodologically, and then give an extended example of how such an advancement may provide for richer theories regarding the process of transfer by focusing on the effects of supervisor support over time. We close with some practical recommendations informed by our view.

Exploring Public Employees’ Motivation to Learn and Develop in Turbulent Times. The Role of Perceived Support and Organizational Commitment

ABSTRACT This study responds to the call for additional research concerning factors that affect public- sector employees’ job attitudes and behaviors in a context of budgetary constraints and austerity measures. Given the importance of training and development in the workplace, this research seeks to understand the mechanisms that drive employees’ motivation to learn and develop. The results indicate that the positive effects of supervisor support on employees’ motivation to participate in development activities are likely to become less influential when employees concomitantly perceive that their work organization constitutes an unsupportive environment. Moreover, consistent with the social exchange theory and since reciprocal exchanges between supervisors and subordinates are built on commitment, it is found that affective and normative commitment mediate the positive relationship between employees’ perceptions of supportive policies and motivation to learn and develop.

The effects of supervisor support and self-efficacy on call center employees’ work engagement and quitting intentions

PurposeThe purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement.Design/methodology/approachData were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling.FindingsAs hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions.Originality/valueThough work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.

Perceived Supervisor Support Cure: Why and How to Retain and Reengage Seasonal Employees for the Next Season

The main purpose of this study is to develop and examine a research model that depicts ways to obtain engaged and embedded seasonal employees in the hospitality industry. The model also tests the mediating role of work engagement in the effect of supervisor support on seasonal employees’ job embeddedness and turnover intention. Data were collected from a sample of seasonal employees working at 5-star hotels in Antalya, Turkey. The research model was developed utilizing structural equation modelling. The results demonstrate that supervisor support is key to boosting seasonal employees’ work engagement, which in turn leads to increased job embeddedness and reduced turnover intention. The discussion section offers implications, limitations, and future directions for research.

특급호텔 식음료 직원의 감정노동과 이직의도와의 관계에서 상사지원의 조절효과 연구

특급호텔 식음료 직원의 감정노동과 이직의도와의 관계에서 상사지원의 조절효과 연구

The Effect of Supervisor Support on Employee Voice Behavior based on the Self-Determination Theory: The Moderating Effect of Impression Management Motive

Although numerous studies have adopted social exchange theory to investigate the mechanism through which leadership influences employee voice behavior, few studies have placed their focus on the mediation of employees’ basic psychological needs. To address this research gap, this study adopted self-determination theory to explore how supervisor support encourages subordinates to engage in voice behavior. Furthermore, the moderating effect of impression management motive was clarified. This study adopted structural equation modeling and hierarchical regression approach to analyze 268 sets of data of a pair of supervisor and subordinate. The results revealed that basic psychological needs mediated the relationship between supervisor support and self-determined prosocial motivation, which, in turn, was positively related to voice behavior. In addition, subordinates’ impression management motive weakens the positive relationship between self-determined prosocial motivation and voice behavior.

Immigrants and natives: The effects of supervisor support and job control on changes in vigor

Europe witnesses a surge in immigration, where many of these immigrants are educated and can assimilate with time in proper jobs and acquire needed resources. The mechanisms for resource acquisitio...

The effect of family interference with work on attitudes and behaviors of married working women

This study has following objectives. (1) examining the effects of role pressure at home on work performance for married working women by focusing on FIW(family interference with work). (2) investigating relationship between FIW and employee’s behavior(in-role behavior and extra role behavior) that affects organizational effectiveness. (3) exploring the moderating effects of supervisor support and positive psychological capital on the relation between FIW and job burnout. This research was undertaken using data from 193 married women employees and 67 relevant team managers who have the rights to allocate team tasks and to evaluate employee’s performance. The results can be summarized as follows. (1) FIW has effect on job burnout of married womon employees. (2) job burnout related with FIW has effect on both in-role behavior and extra-role behavior. Especially, job burnout has fully mediating role between FIW and extra-role behavior, compared to partially mediating role between FIW and in-role behavior for married woman employees. (3) moderating effect was shown from supervisor support and positive psychological capital in relationship between FIW and job burnout. This research provides implications on how to understand the married woman employees’ FIW and resolve it. Finally, the implications and limitations of this research and the directions for future study were discussed.

The importance of the supervisor for the mental health and work attitudes of Australian aged care nurses

The work attitudes and psychological well-being of aged care nurses are important factors impacting on the current and future capacity of the aged care workforce. Expanding our understanding of the ways in which the psychosocial work environment influences these outcomes is important in order to enable organizations to improve the management of human resources in this sector. Using survey data from a sample of 222 Australian aged care nurses, regression analyses were employed to test the relative impact of a range of psychosocial work environment variables derived from the demand-control-support (DCS) model and organizational justice variables on satisfaction, commitment, well-being, and depression. The expanded model predicted the work attitudes and well-being of aged care nurses, particularly the DCS components. Specifically, demand was related to depression, well-being, and job satisfaction, job control was related to depression, commitment, and job satisfaction, and supervisor support and interpersonal fairness were related to well-being. The contributions of informational and interpersonal justice, along with the main and interaction effects of supervisor support, highlight the centrality of the supervisor in addressing the impact of job demands on aged care nurses. Psychosocial variables have utility beyond predicting stress outcomes to the work attitudes of nurses in an aged care setting and thus present further avenues of research for the retention of nurses and improved patient care.