Influence Of Supervisors Research Articles

The influence of subordinates' proactive personality, supervisors' I-deals on subordinates' affective commitment and occupational well-being: mediating role of subordinates' I-deals

PurposeThis study intends to investigate how an employee's proactive personality and a supervisor's idiosyncratic deals (i-deals) relate to their subordinates' affective commitment (AC) and occupational well-being (OWB), in light of the mediating role of subordinates' i-deals, using proactive motivation theory and the job demand–resource (JD-R) model as theoretical foundations.Design/methodology/approachThe study consisted of 342 employees working in the hospitality industry. To examine the proposed model, the researchers used the structural equation modelling approach and bootstrapping method in AMOS.FindingsThe results affirmed the influence of subordinates' proactiveness on AC and OWB, but no direct influence of supervisors' prior i-deals on subordinates' AC and OWB was established. When investigating the mediational role of subordinates' i-deals, a partial mediation effect was found between subordinates' proactive personality with AC and OWB, whereas full mediation was established between supervisors' i-deals and subordinates' AC and OWB.Practical implicationsThese findings shed light on how i-deals improve AC and OWB for both groups of supervisors and subordinates. In an era of increasing competition amongst organizations operating within the hospitality industry, i-deals serve as a human resource strategy to recruit, develop and retain talented individuals.Originality/valueThe novelty of this research lies in its specific investigation of the combined influence of proactive personality as an individual factor and supervisors' i-deals as an organizational factor on subordinates' i-deals within the context of the hospitality industry. Furthermore, it aims to analyse the potential impact of these factors on AC and OWB.

Stress, Gossip, and Cynism; The mediatory role of Abusive Supervisor towards Emotional Exhaustion in the Banking Industry of Pakistan

The main objectives of this study are to examine stress, cynicism, and gossip's impact on emotional exhaustion. However abusive supervision is used as a mediator to check the governing role between stress, gossip, and cynicism which cause emotional exhaustion to the employees of the education sector of Pakistan. The research is based on primary data and data collected by questionnaire, Google form survey was used to collect the convenient sampling data of education sector employees working in Pakistan. Smart Pls is utilized to assess measurement and structural models. All Hypothesis was tested and results revealed the association between stress, gossip, and cynicism with the mediating role of abusive supervisor influence on emotional exhaustion. Surprisingly gossip has no impact on emotional exhaustion. This study examines the factors that contribute to emotional exhaustion in subordinates raised as a result of abusive supervision. This has a negative impact on the subordinates' mental health and led to mental and emotional exhaustion. The research significantly proved that the mediating impact of abusive supervision on stress, gossip, and cynicism is related to emotional exhaustion.

Relative influence of senior managers, direct supervisors, and coworkers on employee injuries and safety behaviors

This paper aims to examine the relative importance of safety support from three sources—senior managers, direct supervisors, and coworkers—in predicting employee injuries and safety behaviors. While previous research has found that each of these three sources of support is related to better employee safety outcomes, they have never been tested simultaneously in the same model. Using Latané’s (1981) social impact theory as a guide, we hypothesized that safety support from coworkers would be more strongly associated with fewer employee injuries and more frequent safety behaviors than safety support from either senior managers or direct supervisors. We tested this hypothesis in three samples of employees in safety-intensive occupations (Studies 1 and 2: N = 307 and N = 123 railway maintenance workers, respectively; Study 3: N = 205 steelworkers) using relative importance analysis. In Study 1, senior managers were the only source of safety support that significantly related to fewer injuries in the presence of the safety support from the other two sources. In Study 2, coworkers were the strongest predictor of safety compliance, and coworkers and direct supervisors were equally important in predicting safety participation. In Study 3, no source emerged as strongest in predicting safety behaviors. Across all studies, no single source of safety support was consistently strongest in predicting injuries, but all sources of safety support played some role among the three samples in predicting fewer injuries and more frequent safety behaviors. These inconsistent findings call into question the utility of social impact theory in predicting the importance of safety support and suggest that features of context may moderate the relationships. Based on these findings, organizations should ensure safety support from all three sources and consider possible conditions under which sources of safety support may play more or less important roles.

Examining the cross-level mechanisms of the influence of supervisors’ job crafting on frontline employees’ engagement and performance

PurposeFrontline employees’ proactive behaviors (i.e. job crafting) are critical to satisfying customers’ idiosyncratic needs. If the supervisors practice job crafting, their subordinates are more likely to mimic such behaviors. However, there has been limited research on how leaders’ job crafting can influence subordinates’ job crafting. This study aims to examine the cross-level mechanisms (i.e. trickle-down effects) of supervisors’ job crafting on the subordinates’ attitudes and performance. Specifically, such trickle-down effects can be explained via two cross-level mechanisms of the supervisors’ job crafting on the subordinates’ work engagement and performance: social learning mechanism and job demands-resources mechanism.Design/methodology/approachA three-wave cross-lagged study was conducted in two-week intervals. The valid responses from 67 supervisors and their 201 subordinates were collected. The data set was analyzed using multilevel Structural Equation Modeling.FindingsThe results demonstrated that the social learning and job demands-resources mechanisms are not independent. The supervisor’s job crafting improves employment relationships, subsequently encourages subordinates’ job crafting and ultimately enhances work engagement and work performance.Practical implicationsThe findings suggested that hospitality organizations should encourage job crafting among supervisors and managers. A proactive hotel manager can establish strong employment relationships, motivate subordinates to work proactively and obtain positive work outcomes.Originality/valueThe findings enrich the knowledge about the trickle-down effects of supervisors on subordinates in terms of job-crafting behaviors. In particular, this study found a new theoretical perspective that the job demands-resources and social learning mechanisms may not be independent, and the subordinates’ perception of the employment relationship plays a critical role.

Perceived abusive supervision and graduate students’ suicidal ideation: from the perspective of interpersonal psychological theory of suicide

BackgroundIn recent years, the issue of suicide caused by the stress of a contradictory relationship between graduate students and academic supervisors has aroused heated discussion in society. Based on the interpersonal psychological theory of suicide, this study aims to examine the influence of the perceived abusive supervision on graduate students’ suicidal ideation and the parallel mediating roles of thwarted belongingness and perceived burdensomeness.MethodsWe conducted a cross-sectional online survey measuring perceived abusive supervision, interpersonal psychological needs and suicidal ideation among 232 Chinese graduate students. A structural equation model was constructed to test the hypothesis.ResultsThe results showed that abusive supervision directly exacerbated suicidal ideation (β = 0.160, 95% CI = [0.038, 0.281], p = 0.009) and indirectly influenced suicidal ideation through thwarted belongingness (β = 0.059, 95% CI = [0.008, 0.110], p = 0.019) and perceived burdensomeness (β = 0.102, 95% CI = [0.013, 0.191], p = 0.018). The indirect effect accounted for 50.15% of the overall effect.ConclusionsThese findings enrich our understanding of the influence of supervisor–student relationship by integrating the literatures on educational and organizational behaviour, and provide practical insights for psychosocial interventions from the perspective of the interpersonal psychological theory of suicide.

Supervisory Influence and Organizational Culture on the Performance of the Population Service and District Civil Registration Labuhan Batu with Discipline Work as a Variable Intervening

Organizational activities will not run without the involvement of the human element in it. The control element is in humans, so that in the end compared to other factors, humans are the element that most determines the success or failure of an organization in carrying out various activities in order to achieve organizational goals and objectives. This study aims to determine whether supervision and organizational culture affect employee performance through work discipline as an intervening variable in Disdukcapil, Labuhanbatu Regency. The research was conducted on 36 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study indicate 1) there is a significant influence between supervision on work discipline, 2) there is a significant influence between organizational culture variables on work discipline, 3) there is a significant influence between supervision variables on performance, 4) there is a significant influence between cultural variables organizational culture on performance, 5) there is a significant influence between work discipline variables on performance, 6) work discipline variables cannot affect supervisory variables on performance, 7) work discipline variables cannot affect organizational culture variables on performance. Keywords: Supervision, Organizational Culture, Work Discipline, Performance.

ANALISIS SKRIPSI MAHASISWA PRODI TEKNOLOGI PENDIDIKAN FAKULTAS ILMU PENDIDIKAN UNIVERSITAS NEGERI MAKASSAR

The problem in this research is how is the distribution of student thesis research trends and what factors influence the tendency of student thesis research in the Educational Technology Study Program, Faculty of Education, Makassar State University during the last 6 years? The aim is to analyze and describe the distribution of student thesis research tendencies and find out the factors that influence them. The research approach used in this study is a qualitative approach, this type of research is descriptive (descriptive) and uses the case study method. This research was conducted in the library of the Educational Technology Study Program, Faculty of Education, Makassar State University. Collecting data using observation, documentation and interview techniques. The data analysis technique uses the Miles and Huberman model, which consists of data reduction, data presentation, and decision making/verification stages. The results of the study show that over the last 6 years, there has been a change in the focus and scope of thesis research for students of the Educational Technology Study Program, Faculty of Education, Makassar State University. Recently, they are more inclined to use research and development/R&D as much as 46.67%. In addition, the education level chosen as the research location began to be dominated by the Educational Technology Study Program itself. There are 3 factors that influence the tendency of student thesis research in Educational Technology Study Program, Faculty of Education, Makassar State University, namely, student competence, the influence of friends, and the influence of supervisors

Financial and Customs Control: Aspects of Correlation and Problems of Delimitation

In the context of the reform of control and supervision activities, it is important to distinguish between the various areas of state control and supervision in certain areas of regulation. With regard to the customs sphere, one can state the simultaneous use of the categories of financial and customs control without determining the limits of control and supervisory influence. An analysis of the existing positions on the ratio of these types of state control made it possible to identify four methodological approaches to the model of such a ratio. The selected approaches are based on the identification, absorption, delimitation of financial and customs control, substantiation of scientific categories that unite them, consolidating their regulation and implementation. The existing approaches are united by the recognition of the inseparable connection, mutual conditionality of the categories under consideration and are based on theoretical provisions on the complexity of customs law and the comprehensive nature of financial control in public administration. On the basis of the analysis carried out, the concept of partial absorption is proposed to justify the relationship between customs and financial control. The part of customs control related to the payment of customs duties is positioned as an element of state financial control. At the same time, financial control exercised in the field of cross-border movement of goods can be attributed to customs control. In modern conditions, the role of the financial aspects of customs control is gradually decreasing.

Faktor-Faktor yang Mempengaruhi Kecemasan Mahasiswa dalam Menghadapi Praktik Klinik Keperawatan

This study aims to look at the factors that influence student anxiety in facing clinical nursing practice. This research is a quantitative study using a cross-sectional study design approach. The results showed that the majority of respondents (69.14%) were female, 56 people, and most of the 39 respondents (48.1%) of all respondents had moderate anxiety. In addition, 51 respondents (63%) had good knowledge, up to 52 respondents (64.2%) had good skills, 61 respondents (75.3%) had significant supervisory influence, and 46 respondents (56.8% ) had an excellent environmental effect. In conclusion, there is an important relationship between knowledge, skills, supervisors, and the environment with students' anxiety in facing clinical nursing practice.
 
 Keywords: Anxiety, Nursing, Students, Clinical Practice

Why do frontline employees speak up on behalf of customers? The influence of supervisors versus coworkers and the role of intrapersonal factors

Customer-Focused Voice (CFV) – an employees' discretionary expression of constructive ideas that challenge the status quo with the aim to benefit the customer - has been shown to improve service effectiveness. While the importance of supervisors in promoting employee voice is widely acknowledged in the literature, the relative impact of coworkers on voice behaviors is still unclear. To address this knowledge gap, we propose that supervisor support, coworker relationship quality, and intrapersonal employee factors combine to influence the extent to which frontline employees engage in CFV and the role that CFV plays on performance outcomes. The results reveal that supervisors and coworkers influence CFV through their effect on psychological safety, and these indirect effects are significant at higher levels of perspective taking self-efficacy. Perspective taking self-efficacy acts, as well, as a critical moderator to determine the extent to which psychological safety impacts in-role and customer-oriented performance.

Exploring the influence of supervisor and family work support on salespeople’s engagement and unethical behaviors

PurposeSalespeople’s unethical behaviors have been the subject of extensive academic research and practitioner outcry. High pressure, complex selling environments and extant methods of monitoring, control and compensation of salespeople have been found to lead to short-term sales behaviors, such as lying, that are detrimental to both customers and firms in the long run. Furthermore, work and family pressures can lead to unethical sales behaviors. However, research on the impact of the social environment on unethical behaviors in sales is scant. This study aims to examine the impact of social factors (e.g. supervisor support and family work support) on salespeople’s unethical behaviors as a social exchange process in an emerging market context where work and family pressures are high. Specifically, the mediating role of emotional and cognitive engagement on the relationship between social support and unethical behaviors is investigated.Design/methodology/approachAn empirical study was conducted to examine the relationship between social support (family work support and supervisor support), engagement (emotional and cognitive) and unethical behaviors. Survey data were collected from 496 salespeople from multiple industries in India, and partial least squares structural equation modeling was used to test the hypothesized relationships. In addition, post hoc qualitative interviews were conducted with 15 salespeople to corroborate the findings.FindingsSupervisor support is positively related to emotional and cognitive engagement and negatively related to unethical behaviors. Contrary to our hypothesis, family work support is positively related to unethical behaviors. However, this relationship becomes negative when the salesperson is emotionally and cognitively engaged with their work.Research limitations/implicationsThis research enhances the understanding of the antecedents of unethical behaviors in sales. Supervisor support, emotional engagement and cognitive engagement reduce unethical behaviors. However, family work support increases unethical behaviors. The relationship between social support (supervisor and family work) and unethical behaviors is mediated by emotional and cognitive engagement. These findings offer sales managers dealing with increasing work and family pressures and the blurring of personal and professional life a way to motivate their sales force to act in a manner that benefits customers and the firm in the long run.Practical implicationsThe findings offer insights on how sales managers and organizations can help design supportive work environments for their salespeople to help reduce unethical behaviors. The findings also highlight the importance of understanding salesperson family values during the hiring process and keeping salespeople engaged, especially while they work from home, are isolated from their work environment and spend more working hours at home with family members.Originality/valueTo the best of the authors’ knowledge, the current research is the first to investigate the impact of family work support on unethical behaviors. This is timely and valuable as the current COVID-19 pandemic has increased the number of salespeople working from home, reduced sales performance and increased anxiety due to economic uncertainty, all of which could encourage unethical sales behaviors. This paper is also the first to investigate the mediating role of engagement on the effects of social support on unethical behaviors.

Do calling-oriented employees take charge in organizations? The role of supervisor close monitoring, intrinsic motivation, and organizational commitment

Despite a surge in the research on callings, the field of callings requires a better understanding of the workplace implications of callings for employee outcomes. In particular, one important question remains open as to whether calling-oriented employees are willing to engage in proactive, taking charge behaviors to initiate desirable changes in the workplace. Addressing this question is of great importance, as taking charge behaviors are essential to incorporate organizational effectiveness into the current rapidly changing business environment. To explore this question, we draw on a novel theoretical lens of the proactive motivation framework to explicate the functioning of employee calling in that space. Specifically, we propose callings as a distal antecedent of taking charge, while theorizing intrinsic motivation and affective organizational commitment as two distinct motivation bases that link callings to taking charge. Further, we examine supervisor close monitoring as a crucial contingency of these relationships. Our analyses of time-lagged survey data from 188 supervisor-employee dyads revealed that intrinsic motivation and affective commitment connect the relationship between callings and taking charge with a comparable magnitude. Interestingly, our analysis demonstrated that close monitoring weakens the calling-intrinsic motivation relationship but not the calling-affective commitment relationship. Our study deepens the current understanding of the workplace implications of callings by suggesting that calling-oriented employees can serve as proactive change agents in the workplace and by suggesting that, despite being self-directed, their motivation and behaviors are still vulnerable to adverse supervisory influence.

A Social Information Processing Perspective on the Influence of Supervisors and Followers on Women’s and Men's Adaptability to Change

ABSTRACT Research on gender differences in adaptability to changing work conditions has revealed equivocal evidence. We provide a new perspective to this stream by proposing a model, grounded in theory of social information processing, that takes into account individuals’ responses to important others in their environment – namely, supervisors (for non-managerial employees) or subordinates (for managers). The model suggests that the performance of each category of important others can have differential impact on women’s and men's work outcomes amid changes. We use two-wave data collected from employees and managers who transitioned to work from home during the COVID-19 pandemic. We find no differences in adaptability across genders when important others are perceived to be effective. Among employees, when supervisors are perceived to perform poorly, changes at work relate to lower performance among men than among women. Among managers, when followers are perceived to perform poorly, changes at work relate to lower performance among women than among men. We offer recommendations to help men and women sustain performance over the course of a change. MAD statement Investigating inconsistent evidence on gender differences in adaptability to changing work conditions, we suggest that the performance of important others (supervisors, followers) have differential impact on women’s and men's work outcomes amid changes. Data from employees and managers who transitioned to telework during the COVID-19 pandemic reveal no differences in adaptability between men and women, when they perceive important others to function effectively during the situation. Among employees, when supervisors are perceived to perform poorly, changes at work relate to lower performance among men than among women. Among managers, when followers are perceived to perform poorly, changes at work relate to lower performance among women than among men.

The multilevel influence of supervisor helping behavior on employee voice behavior: A moderated mediation model.

Based on conservation of resource theory, this study adopts an experience sampling method to build a cross-hierarchical mode to investigate the internal mechanism between supervisor helping behavior and employee voice behavior. The empirical results from 76 employees’ dynamic data show that the supervisor helping behavior has no significant direct effect on the employee voice behavior; thriving at work plays a mediating role between supervisor helping behavior and employee voice behavior. Psychological availability, as a moderator, not only positively moderates the effect of supervisor helping behavior on thriving at work but also positively moderates the mediation of thriving at work on the relationship between supervisor helping behavior and employee voice behavior. From the dynamic perspective, this study adds to the literature on supervisor helping behavior and employee voice behavior, and it has practical implications on managerial decision-making.

Being ethically resilient during COVID-19: a cross-sectional study of Indian supply chain companies

PurposeThe present study aims to examine the relationship between techno-ethical orientation and ethical decision-making (EDM) in Indian supply chain companies during the COVID-19 pandemic. It also aims to explore the moderating role of technological frames (TF) in the relationship between techno-ethical orientation and EDM.Design/methodology/approachThe relationship between techno-ethical orientation and EDM is examined using correlation and regression analysis. The moderating effect of five dimensions of TFs (personal attitude, application value, organisational influence, supervisor influence and industry influence) is analysed using structural equation modelling.FindingsThe correlation coefficient between techno-ethical orientation and EDM is 0.513. Also, the regression coefficient (β = 0.213) is significant at 0.05, establishing a positive linkage between the two. R-square values showed a 45.2% variation in EDM is explained by techno-ethical orientation. Similarly, all variables of TFs have a positive and significant moderating effect on the relationship between techno-ethical orientation and EDM.Originality/valueThis is one of the pioneer studies exploring techno-ethical orientation’s impact on EDM in supply chain companies.

Chronobiology & Sleep @ Work

In the current symposium we will address the important topics of sleep and chronobiology in work settings. Chronobiology deals with how humans and many other living organisms synchronize their daily biorhythms with the 24h-light-dark cycle of our planet. Individual differences in synchronization (entrainment) settings have important implications for when people are capable of performing at their very best during the workday. Another critical theme in this symposium that is tightly coupled to chronobiological processes is sleep. Sleep is an activity that is controlled by chronobiological processes and that has important implications for performance and employee well-being. By doing so, our symposium aims to stimulate an integrative account of insights from chronobiology and sleep research. We believe that the connection between sleep, chronotype, and work is a compelling area of research that is of great interest to researchers and practitioners who care about organizational performance and employee well-being. Circadian Leadership: A Review and Integration of Chronobiology and Leadership Presenter: Stefan Volk; U. Of Sydney Presenter: Kevin B. Lowe; U. Of Sydney The Effects of Acoustic Simulation During Sleep on Work Presenter: Cristiano L O Guarana; Indiana U. - Kelley School of Business Presenter: Christopher Barnes; U. of Washington Presenter: Jaewook Lee; Indiana U. Can Supervisors Influence Subordinate Homelives to Boost Performance at Work? Presenter: J. Jeffrey Gish; U. of Central Florida Presenter: Brian Gunia; Johns Hopkins U. Presenter: Dan Ni; School of Business, Sun Yat-sen U. It’s a Match: The Relevance of Matching Chronotypes for Couples’ Daily Recovery from Work Presenter: Jette Völker; U. of Mannheim Presenter: Anne Casper; U. of Mannheim Presenter: Sabine Sonnentag; U. of Mannheim Did You Go to Bed on Time? Detrimental Effects of Going to Bed Later than Intended for the Next Day Presenter: Jana Kühnel; U. of Vienna Presenter: Johannes Friedrich Walter Arendt; UMIT Tirol Presenter: Ronald Bledow; Singapore Management U.

Faktor-Faktor yang Mempengaruhi Kecemasan Mahasiswa dalam Menghadapi Tugas Akhir

This study aims to look at the factors that influence students in facing their final project. This research method is quantitative research with a cross-sectional study design. The results showed that the average age of the respondents was 21 years, with the youngest 20 years old and the oldest 22 years old. Most (76.3%) of the research respondents were 45, and of the total respondents, the majority (64.9%) of 24 respondents experienced moderate anxiety. And 31 respondents (83.8%) have high family support then, strong peer influence is 31 respondents (83.8%), the influence of supervisors is vital to as many as 33 respondents (89.2%), and the influence of the environment good as many as 30 respondents (81.1%). The bivariate analysis results showed that the p-values ​​for all variables were < 0.05. In conclusion, there is a significant relationship between support from family, peers, supervisors, and the environment with student anxiety in facing the final project.
 
 Keywords: Student, Anxiety, Nursing, Final Project

The Effect of Supervisor's Supervision and Assessment of Teacher Performance on School Management Effectiveness (Study at Madrasah Ibtidaiyah Kemiri, Tangerang, Banten, Indonesia)

This study intends to discuss the effect of supervisor's supervision on the effectiveness of school management, the effect of evaluating teacher performance on the effectiveness of school management, as well as the influence of supervisor's supervision and teacher performance evaluation on the effectiveness of school management. This study was designed using quantitative research methods of multiple linear regression models. The population in this study 102 respondents. The researcher used 20% for research sampling. Additional data was collected through observation and interviews with the principal and the teacher. The results showed that Supervisor's Supervision and Teacher Performance Assessment had a simultaneous effect on Teacher Management, with the results of regression calculations in the form of F-count of 94,703 and F-value of 8,077, and the results of regression coefficient prove that these two independent variables have direct and good conformity and influence of 70.3% on Teacher Administration and 29.7% residuals.

What you don’t know won’t hurt you: Market monitoring and bank supervisors’ preference for private information

We exploit cross-country variation in banks’ confidential reporting requirements under COREP, the common European supervisory risk reporting framework, as an indicator for banking supervisors’ preference for private information. Our results suggest that a stronger preference for confidential reporting is associated with significantly lower trading volume, return volatility, and absolute returns around banks’ earnings announcements. These findings are independent of the level of countries’ stock market development and supervisors’ resources and legal power, and are consistent with the idea that investors perceive banks’ public reporting to be less informative when supervisors have a strong private informational advantage. Our study adds to the literature on the influence of bank supervisors’ institutional characteristics on market discipline, and highlights the role of private supervisory knowledge in shaping investors’ monitoring incentives.

The Influence of Family Supportive Supervisor Behavior on Employee Creativity: The Mediating Roles of Psychological Capital and Positive Emotion.

In an increasingly complex external environment, innovation is an important way for companies to build sustainable competitiveness. This research discusses employee creativity from the perspective of Family Supportive Supervisor Behavior (FSSB) based on conservation of resource theory, social exchange theory, psychological capital theory and emotional spillover theory. Through a series of surveys of employees in different companies and jobs, we can understand the impact of family-supporting supervisors’ behavior on their creativity. Combined with the survey data, a structural equation model (SEM) is constructed to analyze the mediating effects of psychological capital and positive emotions based on the causal mediation model. The research found that the positive influence of family-supporting supervisors’ behavior on employees’ creativity has three forms. First, supervisors improve employees’ motivation and sense of efficacy by providing various support resources. Second, supervisors can generate positive spillover effects among employees by influencing employees’ psychological state. Third, supervisors stimulate the creativity of subordinates by promoting work participation and mobility. According to the research conclusions, in order to improve the employee creativity, we should provide incentives to encourage supervisors to carry out family support behaviors, identify employee characteristics to help supervisors provide personalized support, cultivate family supportive leaders, and attach importance to emotional support and play the role of psychological capital and positive emotions.