Impact Of Supervisors Research Articles

Impact of Supervisor's Interactional Justice and Interpersonal Affect on Subordinates' Performance Rating: A Signalling Perspective

AbstractThe complexity of performance evaluation and the insufficiency of objective measures to make informed performance decisions is an ongoing challenge. We suggest that extracting supportive information from social cues during supervisor–subordinate interactions can aid in navigating these complexities. The current study assesses how signals transmitted during supervisor–subordinate interactions play a crucial role in providing additional information for evaluations. We propose the ‘signalling chain’ concept based on signalling theory, which elaborates on the reciprocal exchange of signals between the sender and receiver, ultimately mitigating information asymmetry for both parties. We collected data from 253 matched supervisor–subordinate dyads to study the proposed relationships and analysed the data using structural equation modelling techniques. The findings show that the supervisor's signals of liking and relational fairness from interpersonal affect and interactional justice positively influence the subordinate's organizational commitment. The findings also suggest that subordinates reciprocate their obligation to the supervisor by being committed to the organization that counter‐signals involvement and identification to supervisors and aid in performance evaluation. We discuss the theoretical and practical implications of our study and offer future research directions.

The impact of supervisor and research community support on PhD candidates’ research engagement

ABSTRACT Supervisor and research community support are among the key determinants of a positive experience for PhD candidates. Yet, empirical evidence of the individual variation in experienced social support among PhD candidates is still limited. In this study, we adopted a person-centered approach to detect distinct social support profiles and their relationship with the experiences of research engagement. We also examined how certain background variables explained belonging to a profile. The data were collected in spring 2021. Altogether, 768 PhD candidates from a Finnish university participated in the study. We detected three distinct social support profiles (High, Moderate and Low research community and supervisor support) that systematically differed from each other in terms of the levels of PhD candidates’ research engagement. Additionally, we discovered that writing a monograph, working alone (not in a group), being in latter phases of studying, and being a domestic PhD candidate, raised the odds of belonging to a profile with lower levels of support. The results from this study can be used in developing doctoral education and supervision practices.

Practicum in teacher education: the role of psychological detachment and supervisors’ feedback and reflection in student teachers’ well-being

ABSTRACT Practicums allow student teachers to gain teaching experience, yet little research exists assessing the impact of recovery and supervisors’ feedback and reflection on students’ well-being during this phase. Based on the Job-Demands-Resources-Recovery model, this study investigated the mediating role of recovery in terms of psychological detachment in the relationship between workload and emotional exhaustion in student teachers during their practicum. Additionally, the impact of supervisors’ feedback and reflexion on psychological detachment was assessed. A structural equation modelling analysis with the data of 276 student teachers revealed that workload was positively related to emotional exhaustion and this relationship was mediated by psychological detachment. Feedback and reflection were negatively related to psychological detachment and, through this path, negatively affected emotional exhaustion. Hence, experiencing psychological detachment might be crucial in preventing early dropouts due to reduced mental health among student teachers. Methodological perspectives to consider the content of thinking about work are discussed.

The Impact of Supervisor’s Dark Triad Personality Traits and Workplace Ostracism on Subordinates’ Knowledge Hiding Behavior Within Government Organizations in Cairo

The Impact of Supervisor’s Dark Triad Personality Traits and Workplace Ostracism on Subordinates’ Knowledge Hiding Behavior Within Government Organizations in Cairo

Impact of supervisors' research style on young biomedical scientists' capacity development as measured by REDi, a novel index of crossdisciplinarity.

The challenge for medical schools in Japan is to develop research activities for innovation. This study aimed at analyzing the connection between the research output of “promising researchers” (next-generation leaders in terms of research activity) and their supervisors' past research activities to identify those factors that impact researchers' performance. Activity was analyzed from the viewpoints of productivity, coauthorship networks, and research impact using a novel index called the Research Diversity Index (REDi) that quantifies crossdisciplinarity. Research funding, which has not yet been fully utilized in correlation studies of the characteristics of authors, was also considered in this study. For the promising researchers extracted using betweenness centrality scores within coauthorship networks, there were diachronic correlations between the records of the promising researchers and those of their supervisors. Supervisor leadership as measured by the number of last-authored publications and extent of networking had a positive effect on the promising researchers productivity. Supervisors' research style of integrating knowledge from multiple fields, as measured by REDi, was negatively correlated with the publication impact of promising researchers, suggesting that REDi is useful as a novel indicator of research quality not being captured by existing indices. It was also noted that establishing an academic presence through extensive collaborations could be advantageous for obtaining research funding, especially from top-down government programs. The possible implications of this study for promoting research activities are the importance of incorporating new doctorates into research groups at an early stage and that of promoting interinstitutional, crossdisciplinary collaborations.Classification codeMSC: 62P10 Applications of statistics to biology and medical sciences; meta-analysis.JEL: Z1Z10 Cultural Economics • Economic Sociology • Economic Anthropology- General.

Employees’ CSR attributions and pro-environmental behaviors in the hotel industry: the key role of female supervisors

ABSTRACT This study suggests that employees’ pro-environmental behaviors are determined by their attributions regarding the reasons why hotels engage in corporate socially responsible initiatives. Furthermore, the role of supervisors’ corporate social responsibility (CSR) perceptions in shaping frontline employees’ CSR attributions is studied. Finally, we examine whether the impact of supervisor’s CSR perceptions on employee attributions differs according to the supervisor’s gender. The results showed the influence of substantive CSR attributions on pro-environmental behaviors, as well as the influence of supervisors’ CSR perceptions on employees’ substantive CSR attributions. It is also found that when the supervisor is a woman, the effect of her CSR perceptions on employees’ CSR substantive attributions was stronger. Additionally, women’s CSR perception also significantly influenced employees’ CRS symbolic attributions, although to a lesser extent. These findings have important theoretical and practical implications to promote sustainable economic growth and reduce the environmental impact on the hotel industry.

A Structural Estimation Approach to Study Agent Attrition

Worker attrition is a costly and operationally disruptive challenge throughout the world. Although large bodies of research have documented drivers of attrition and the operational consequences of attrition, managers still lack an integrated approach to understanding attrition and making decisions to address it on a forward-going basis. To fill this need, we build a structural model that both captures the firm’s decision to terminate a worker’s employment (involuntary attrition) and uses an optimal stopping problem process to model a worker’s decision to leave the firm (voluntary attrition). We then estimate the parameters of the model and conduct counterfactual analyses on the population of 1,118 agents serving one client over 3 years for an Indian business process management company. Our model reveals a number of interesting findings. We find that supervisors have a strong impact on whether employees stay because they reshape the way that agents make their decisions. We also find that the impact of supervisors on agent attrition is more significant than the impact of salary. For example, increasing salary by 20% decreases the total attrition level by 5%. However, if agents were managed by the best supervisors, among those that manage similar agents, the attrition rate decreases by 10%. Altogether, our paper contributes to the burgeoning literature on people operations and managerial practice. This paper was accepted by Serguei Netessine, operations management.

상사의 진성리더십이 공무원의 혁신적 업무행동에 미치는 영향

상사의 진성리더십이 공무원의 혁신적 업무행동에 미치는 영향

A Vignette-based Randomized Controlled Trial to Evaluate the Impact of Supervisor's Role on Research Practices of Doctoral Students

A Vignette-based Randomized Controlled Trial to Evaluate the Impact of Supervisor's Role on Research Practices of Doctoral Students

Does my attitude toward meetings matter The impact of supervisors' and team members' team meeting attitudes on counterproductive meeting behaviour and outcomes

Team meeting attitudes and counterproductive meeting behaviour are important predictors of meeting success. However, the link between team meeting attitudes and counterproductive meeting behaviour has not been studied yet. This study aims to examine positive team meeting attitudes as a predictor of counterproductive meeting behaviour, which in turn, is expected to negatively impact individual (i.e., employees' emotional strain) and team (i.e., meeting effectiveness and team performance) outcomes. Using team data and multilevel modelling, we further analyse the importance of supervisors' team meeting attitudes for team members' team meeting attitudes and meeting success. Results supported that team meeting attitudes of supervisors, teams, and individual team members are negatively linked to counterproductive meeting behaviour, which in turn, is negatively linked to meeting effectiveness and team performance as well as positively linked to emotional strain.

Impact of supervisors’ safety violations on an individual worker within a construction crew

Safety violations are prevalent on a construction site; thus, it is necessary to understand the supervisory practices that facilitate the propagation of these behaviours. This research explores this phenomenon by investigating an integrative model regarding the social contagion effect of supervisors’ safety violations within a construction crew. The findings indicate that individuals are more likely to break safety rules when perceiving their supervisors’ safety violations. This research distinguishes between situational and routine safety violations. Specifically, supervisors’ situational safety violations are more socially contagious than their routine safety violations. Furthermore, supervisors’ situational safety violations have indirect effects on individuals, mainly through leader–member exchange and workers’ safety involvement. By contrast, supervisors’ routine safety violations have indirect effects on individuals, mainly through management safety commitment and enforcement of safety rules and procedures. In addition, workers with a low education level are more likely to perform situational safety violations, whereas workers lacking work experience are more inclined to perform routine safety violations. Theoretical and practical implications and associated research limitations are also discussed in this paper.

Burnout among Community Corrections Officers: Do Supervisor and Coworker Support Matter?

ABSTRACT The purpose of this study was to evaluate factors that predict burnout among community corrections staff, with a particular focus on the impact of supervisor and coworker support. Using the Maslach Burnout Inventory, we evaluated the impact of supervisor and coworker support, individual attributes, job characteristics, and workplace perceptions on emotional exhaustion, depersonalization, and personal accomplishment among our sample of nearly 300 probation/parole and residential officers. Additionally, we assessed which set of variables (support, individual/job characteristics, or workplace perceptions) had the greatest impact on each measure of burnout. Our results indicated that supervisor support negatively impacted emotional exhaustion and depersonalization, but that coworker support was not significant for any of the three burnout measures. Additionally, models predicting emotional exhaustion and depersonalization were somewhat similar, whereas the personal accomplishment model was significantly different. Lastly, workplace perception variables had a stronger influence than individual/job characteristics or social support variables on all three burnout components. However, social support had a greater impact than individual/job characteristics for depersonalization and personal accomplishment.

Impact of Supervisors’ Perceived Communication Style on Subordinate’s Psychological Capital and Cyberloafing

Drawing from Conservation of Resources Theory (COR), the purpose of this paper is to examine the impact of supervisor’s perceived communication style (passive, aggressive, and assertive styles) on subordinates PsyCap and cyberloafing. The study also tests the mediating role of PsyCap in the relationship between perceived communication style (CS) of supervisor and cyberloafing. In total, 680 full-time managerial employees from seven diverse firms in India were studied through questionnaire survey. Standard instruments were used to assess the constructs. Results revealed that perceived CS of supervisors-assertive, aggressive and passive styles have an impact on cyberloafing. PsyCap partially mediated the relationship between supervisors perceived assertive and aggressive perceived CS and cyberloafing. Theoretical contributions and managerial implications of the study are discussed.

Impact of Supervisors’ Perceived Communication Style on Subordinate’s PsyCap and Cyberloafing

Drawing from Conservation of Resources Theory (COR), the purpose of this paper is to examine the impact of supervisor’s perceived communication style (passive, aggressive, and assertive styles) on ...

Linking Supervisors' Work Role Salience to Employees’ Work-Family Conflict and Turnover Intention

Using hierarchical linear modeling, we examined the impact of supervisors’ work role salience on employees’ work-to-family conflict and turnover intention, taking into account the mediating role of...

领导创造力期望对团队创造力的影响 <sup>*</sup>

领导创造力期望对团队创造力的影响 <sup>*</sup>

Development and Validation of the Inclusive Supervision Inventory for Student Affairs

Development and Validation of the Inclusive Supervision Inventory for Student Affairs Matthew R. Shupp (bio), Amy B. Wilson (bio), and Carmen M. McCallum (bio) Satisfaction of student affairs professionals and attrition from the field are longstanding concerns (Marshall, Moore-Gardner, Hughes, & Lowery, 2016; Silver & Jakeman, 2014). Supervision and the critical role of the supervisor are well documented (e.g., Cilente, Henning, Skinner, Kennedy, & Sloan, 2006; Shupp & Arminio, 2012; Tull, Hirt, & Saunders, 2009). Ineffective supervision has been linked to lack of support and trust, supervisees not feeling valued, lack of support for professional development, lack of transparency, and poor communication (Cilente et al., 2006; Marshall et al., 2016). Student affairs supervisors play an important role in setting the tone and creating inclusive work spaces where individuals are valued and diversity is embraced (Stock-Ward & Javorek, 2003). While multicultural competence has been examined among various groups of student affairs professionals (e.g., Mueller & Pope, 2003; Weigand, 2005; Wilson, 2013), the impact of supervisors’ multicultural competence on the supervisory relationship has not been thoroughly examined within the field of student affairs. Furthermore, no psychometrically sound or conceptually based instrument exists within the field of student affairs to evaluate supervisors’ multicultural supervision practices. Therefore, we sought to describe the development and validation efforts of the Inclusive Supervision Inventory for Student Affairs (ISISA). LITERATURE REVIEW AND CONCEPTUAL FRAMEWORK Supervision in Student Affairs Despite the recognition of supervision as a critical component of student affairs work, there are relatively few theoretical models or approaches (Cooper, Saunders, Howell, & Bates, 2001; Stock-Ward & Javorek, 2003). Synergistic supervision is one of the more prominent models within student affairs, characterized by joint-effort, two-way communication and a focus on competence and goals (Winston & Creamer, 1998). Several studies have affirmed the positive impact of synergistic supervision as an effective model of practice within student affairs (Arminio & Creamer, 2001; Shupp & Arminio, 2012). Stock-Ward and Javorek (2003) proposed a developmental model of supervision for student affairs based on a clinical psychology model, emphasizing the need for supervisors to build rapport and structure within the supervisory relationship. Despite its importance, a meta-analysis of 30 years’ worth of supervision literature within student affairs points to a lack of rigorous research methodology or a validated research instrument from which [End Page 122] to develop an empirically based model of supervision (Cooper et al., 2001). Multicultural Competence in Student Affairs Multicultural competence, defined as a tripartite model of multicultural awareness, knowledge, and skills, was used as a construct of inquiry in this study based on its previous establishment as an essential competency for student affairs professionals (Pope, Reynolds, & Mueller, 2004). A strong and positive correlation has been recognized between the frequency of diversity conversations between supervisor and supervisee and the supervisees’ overall multicultural competence, as well as the frequency of feedback from supervisors regarding diversity initiatives or interactions and the supervisees’ multicultural competence (e.g., Mueller & Pope, 2003; Weigand, 2005; Wilson, 2013). Despite the extensive research on multicultural competence within student affairs, very little research has specifically examined what multiculturally competent supervision looks like in practice. Multicultural Supervision Within counseling, supervision research has demonstrated that a lack of interpersonal awareness and unintentional racism negatively affected the supervisory relationship (e.g., Fong & Lease, 1997; Lopez, 1997; Priest, 1994), whereas supervisors’ awareness of racial and cultural factors and provision of activities for multicultural development positively affected the supervisory relationship (e.g., Helms & Cook, 1999; Lawless, Gale, & Bacigalupe, 2001). The counseling and clinical research on multicultural supervision provide greater understanding of how effective supervision is informed through a multicultural lens but does not provide a conceptual model for practice. In addition to these perspectives, we considered our own positionality as it relates to multicultural supervision strategies. Two of the three researchers are former mid- and senior-level student affairs professionals with almost 30 years of combined supervisory experience in the field. The third researcher is a faculty member with more than 15 years in academic affairs and student affairs and an interest in intergroup dialogue, which emphasizes the importance of multicultural competence in practice. METHOD Qualitative Data Collection The creation and validation of the Inclusive Supervision Inventory for Student Affairs (ISISA) are rooted in a mixed-methods...

Supervisor practice when guiding therapists working with depression: the impact of supervisor and patient characteristics

AbstractCurrently recommended psychotherapies for depression are not always delivered in a consistent manner. There is an assumption that the use of clinical supervision will ensure reliable treatment and patient recovery. However, there is limited research supporting this assumption. This study explored the role of supervision in the treatment of depression. In particular, it examined how supervisors’ own characteristics and those of patients can influence the focus of supervision sessions. Clinical supervisors who worked with cognitive behavioural therapy (CBT) therapists treating depression cases were asked to indicate their supervision focus for three different patient vignettes. These vignettes varied in clinical complexity. Participants’ intolerance to uncertainty and their self-esteem were also assessed. Supervisors tended to focus their supervisees on the use of evidence-based therapeutic techniques for both straightforward and complex cases. However, their approach was less evidence-based for diffuse cases. Three supervisory types emerged: an ‘Alliance- and Technique-Focused’ group, a ‘Case Management-Focused’ group, and an ‘Unfocused’ group. Personal characteristics of the supervisors varied across the groups. The content of supervision sessions is influenced by factors from outside the therapy process. These factors might cause supervisors to avoid focusing on evidence-based aspects of therapy, thus feeding therapist drift. Suggestions are made for new supervision protocols that consider the supervisor's personal characteristics.

The Impact of Leadership Style on Moral Identity and Subsequent In-Role Performance: A Moderated Mediation Analysis

This study investigated the impact of supervisors’ servant leadership (i.e., leadership that starts with a leader who wants to serve) on supervisees’ moral identity and subsequent in-role performance. Data from 226 supervisor–supervisee dyads were collected from several domestic and multinational companies operating in the Kingdom of Saudi Arabia. Confirmatory factor analysis was conducted to confirm the factorial validity of the measures that were employed in this study. The hypothesized moderated mediation model was tested using hierarchical multiple regression analysis. Based on social learning theory, the results showed that supervisees’ moral identity served as the psychological mediating mechanism through which supervisors’ servant leadership led to supervisees’ increased in-role performance. Furthermore, the results also supported supervisees’ avoidance orientation as the dispositional boundary condition of this mediating effect. This study contributes to both the servant leadership and moral identity literatures by addressing questions with useful theoretical and managerial implications.

The presence of a feedback-seeking role model in promoting employee feedback seeking: a moderated mediation model

Despite an increasing number of studies that show a positive relationship between the supportiveness of a feedback source and feedback seeking, little is known about the impact of supervisors’ demonstration of feedback-seeking behavior on promoting employees seeking feedback from them. In addition, although previous studies have shown that feedback seeking is an interactive process and is emotionally charged, to our knowledge, no studies have investigated the role that the source’s emotion regulation played in the feedback seeker’s seeking frequency. The present article developed a moderated mediation model to fill this void and tested it with data from a sample of 215 supervisor–subordinate dyads from China. We hypothesized and found that supervisors’ feedback seeking from subordinates were positively related to subordinates’ feedback seeking from supervisors, mediated by the perceived value and cost of the feedback seeking. The results also supported the moderating roles of supervisors’ emotion regulation in the mediation model.