Low Supervisor Research Articles

Control and exchange: The impact of work environment on the work effort of low relationship quality employees

Our focus in this study was on uncovering which contextual factors positively influenced the level of work effort of employees who experience a low quality relationship with their supervisor. We use control theory to argue that the higher than unexpected level of work effort is due to the fact that certain work environments can return control to those who otherwise would have little, essentially serving as a substitute for a high quality LMX relationship. Data collected from 1179 employees in two organizations from the southwestern United States demonstrated that, for employees reporting low quality relationships with their supervisor, low supervisor competence, decentralized decision making, and low politics perceptions were related to high individual work effort. The scholarly and practical implications of these findings are discussed, and directions for future research in this area are offered.

Depressive Symptoms among Firefighters and Related Factors after the Response to Hurricane Katrina

The National Institute for Occupational Safety and Health conducted an evaluation regarding physical and psychological health symptoms among New Orleans firefighters 13 weeks after Hurricane Katrina struck the U.S. Gulf Coast on August 29, 2005. This report examines associations between depressive symptoms and concurrent comorbidity. Depressive symptoms were twice as likely among those with either lower respiratory symptoms or skin rash. Firefighters housed with their families were less likely to report depressive symptoms compared to those not living with their families. Perceived low supervisor support was associated with depressive symptoms, whereas participating in group counseling was not. The results underscore the need for the incorporation of physical and psychological health follow-up of emergency responders after natural disasters to better understand, monitor, and treat their health conditions.

Interaction of psychosocial risk factors explain increased neck problems among female office workers

This study investigated the relationship between psychosocial risk factors and (1) neck symptoms and (2) neck pain and disability as measured by the neck disability index (NDI). Female office workers employed in local private and public organizations were invited to participate, with 333 completing a questionnaire. Data were collected on various risk factors including age, negative affectivity, history of previous neck trauma, physical work environment, and task demands. Sixty-one percent of the sample reported neck symptoms lasting greater than 8 days in the last 12 months. The mean NDI of the sample was 15.5 out of 100, indicating mild neck pain and disability. In a hierarchical multivariate logistic regression, low supervisor support was the only psychosocial risk factor identified with the presence of neck symptoms. Similarly, low supervisor support was the only factor associated with the score on the NDI. These associations remained after adjustment for potential confounders of age, negative affectivity, and physical risk factors. The interaction of job demands, decision authority, and supervisor support was significantly associated with the NDI in the final model and this association increased when those with previous trauma were excluded. Interestingly, and somewhat contrary to initial expectations, as job demands increased, high decision authority had an increasing effect on the NDI when supervisor support was low.

Psychosocial Work Environment Predictors of Short and Long Spells of Registered Sickness Absence During a 2-year Follow Up

The objective of this study was to investigate the impact of psychosocial work environment factors on short and long absence spells. Questionnaire data on work environment exposures and registered absence data during 2-year follow up were analyzed with Poisson regression for 1919 employees from the private and public sector. Short spells (1-10 working days) were predicted by low supervisor support, low predictability, and low meaning at work among men and high skill discretion among women. Long spells (>10 days) were predicted by low decision authority, low supervisor support, and low predictability among men and high psychologic demands and low decision authority among women. The variables predictability and meaning at work were developed for this study. Specific psychosocial work environment factors have both common and different effects on short and long absence spells. Effects also differ by gender.

Psychosocial work environment and burnout among emergency medical and nursing staff

The prevalence of burnout syndrome is increasing among doctors and nurses. The aim of this study was to analyse the relationship between the psychosocial work environment and burnout syndrome among emergency medical and nursing staff in Spain. A secondary aim was to determine if the effect of this psychosocial work environment on burnout was different for doctors and nurses. A cross-sectional survey was carried out by means of a mail questionnaire among 945 emergency doctors and nursing staff of Spain. The outcome variable was three dimensions of burnout syndrome [emotional exhaustion (EE), personal accomplishment (PA), depersonalisation (DP)]. The explanatory variable was that psychosocial work environment evaluated according to Karasek and Johnson's demand-control model. The adjusted odds ratios (OR) and their 95% confidence intervals were calculated by logistical regression. The probability of high EE was greater among those exposed to high psychological demands, OR 4.66 (2.75-7.90), low job control, OR 1.65 (1.04-2.63), and low supervisors' social support, OR 1.64 (1.01-2.59). Emotional exhaustion dimension was negatively influenced by low control only among doctors. Those exposed to low job control had a higher risk of low PA, OR 2.55 (1.66-3.94). There was no evidence of negative effect of psychosocial risk factors on the DP. Prevalence of EE and PA was higher among doctors and nurses. The presence of risk factors derived from work organisation within the work place (psychosocial risk factors) increases the probability of presenting burnout syndrome and, above all, EE.

Psychosocial Work Environment and Incidence of Severe Depressive Symptoms: Prospective Findings from a 5-Year Follow-up of the Danish Work Environment Cohort Study

The authors analyzed the impact of psychosocial work characteristics on the incidence of severe depressive symptoms among 4,133 (49% women) employees from a representative sample of the Danish workforce between 1995 and 2000. Psychosocial work characteristics at baseline included quantitative demands, influence at work, possibilities for development, social support from supervisors and coworkers, and job insecurity. Severe depressive symptoms were measured with the five-item Mental Health Inventory of the 36-item Short-Form Health Survey, with a cutoff point of 52. Women with low influence at work (relative risk (RR) = 2.17, 95% confidence interval (CI): 1.23, 3.82) and low supervisor support (RR = 2.03, 95% CI: 1.20, 3.43) were at increased risk for severe depressive symptoms after exclusion of cases at baseline and adjustment for sociodemographic factors, baseline depression score, and health behaviors. Further adjustments for socioeconomic position did not change the result substantially. Additional analyses showed that a one-standard deviation increase on the influence scale resulted in a 27% decreased risk of severe depressive symptoms. Among men, job insecurity predicted severe depressive symptoms (RR = 2.04, 95% CI: 1.02, 4.07). The findings indicate that the work environment influences the risk of developing severe depressive symptoms and that different factors play a role for men and women.

Work-related determinants of return to work of employees on long-term sickness absence

Purpose. The aim of the study is to identify work-related determinants of return to work (RTW) of employees who are on long-term sickness absence.Method. The study was based on a sample of 926 employees on sickness absence (maximum duration of 12 weeks). The employees filled out a baseline questionnaire and were subsequently followed until the 10th month after listing sick. Cox proportional hazards regression analyses were used to identify determinants of RTW.Results. Working in one of the vocational sectors public administration, construction, financial and commercial services, transport, or education (P = 0.00) and having low co-worker support (P = 0.01) were related to longer duration to RTW in the mulitvariate model. Having low supervisor support (P = 0.01) was associated with a higher RTW rate.Conclusions. Vocational sector is a strong predictor of RTW. Especially employees from the sector education are slow as to RTW. The observed association between low supervisor support and RTW was unexpected. However, the study confirms earlier research on the association between low co-worker support and RTW.

Risk factors for first-ever low back pain among workers in their first employment.

Low back pain has been estimated to be the most costly ailment of people of working age. Both work characteristics and individual factors have been identified as risk factors. The first interaction between work characteristics and individual factors occurs when workers start in their first job. To investigate work-related risk factors for first-ever low back pain in young workers in their first employment. A cross-sectional analysis was performed on 278 young workers in their first employment and without a history of low back pain prior to working. Work-related physical factors, psychosocial work characteristics, individual variables and first-ever low back pain were queried by means of a questionnaire. About half of the workers who developed low back pain after job start did so in the first year of employment. An increased risk was observed for (i) long periods of seated work [relative risk (RR) = 3.2, 95% confidence interval (CI) = 1.6-6.4]; (ii) more than 12 flexion or rotation movements of the trunk per hour (RR = 3.0, 95%CI = 1.4-6.4); and (iii) more than 3 years seniority in a job involving lifting more than 25 kg at least once an hour (RR = 3.7, 95%CI = 1.4-9.4). As to psychosocial work characteristics, first-ever low back pain was associated with a combination of low psychological job demands and low supervisor support. Work-related physical factors and psychosocial work characteristics should be considered as risk factors for first-ever low back pain. First-ever episodes of low back pain are common in the first year of employment. This may reflect a lack of work experience or training.

Psychosocial factors at work as predictors of hospitalization for back disorders: a 28-year follow-up of industrial employees.

A prospective cohort study. To study the association of psychosocial factors at work with severe back disorders leading to hospitalization. Some psychosocial factors at work have been related to back pain, but little is known about their predictive role in severe back disorders. Psychosocial factors at work were studied by questionnaire and interview in 1973 among a cohort of 902 metal industry employees. Information on hospital admissions for back disorders from the Finnish Hospital Discharge Register in 1973-2000 was linked to the data. Cox proportional hazards regression was used to estimate the time between the assessment of risk factors and the first hospital admission for intervertebral disc disorders (36 cases) and other back disorders (47 cases). In a model including psychosocial factors and potential confounders, low job control versus high control was associated with a 3.2-fold risk (95% confidence interval, 1.3-7.8) of hospitalization for back disorders other than those of the intervertebral disc. The corresponding rate ratio for low versus high supervisor support was 2.9 (95% confidence interval, 1.3-6.3). Job demands, coworker support, and distress were not independently associated with these disorders. The result did not change when patients with chronic back disorder at baseline were excluded from the analysis. There was no association between psychosocial factors at work and hospitalizations for intervertebral disc disorders. Low job control and low supervisor support seem to increase the risk of hospitalization for back disorders other than intervertebral disc disorders.

High physical work load and low job satisfaction increase the risk of sickness absence due to low back pain: results of a prospective cohort study

Objective: To determine whether physical and psychosocial load at work influence sickness absence due to low back pain. Methods: The research was a part of the study on musculoskeletal disorders,...

Psychosocial risk factors for neck pain: a systematic review.

Neck pain, which is assumed to be a multifactorial disease, is a major problem in modern society. To identify the most important psychosocial risk factors for neck pain, a systematic review of the literature was carried out. The methodological quality of all studies in the review was assessed. Four levels of evidence were defined to assess the strength of evidence for potential risk factors for neck pain (strong, moderate, some or inconclusive evidence). Some evidence was found for a positive relationship between neck pain and high quantitative job demands, low social (coworker) support, low job control, high and low skill discretion and low job satisfaction. Inconclusive evidence was found for high job strain, low supervisor support, conflicts at work, low job security, and limited rest break opportunities. The procedure of the assessment of the methodological quality and the rating system applied to distinguish between high- and low-score studies, had a considerable influence on the level of evidence, indicating that changes in this procedure may have a major impact on the overall conclusions of this review.

Psychosocial risk factors for neck pain: A systematic review

Neck pain, which is assumed to be a multifactorial disease, is a major problem in modern society.To identify the most important psychosocial risk factors for neck pain, a systematic review of the literature was carried out. The methodological quality of all studies in the review was assessed. Four levels of evidence were defined to assess the strength of evidence for potential risk factors for neck pain (strong, moderate, some or inconclusive evidence).Some evidence was found for a positive relationship between neck pain and high quantitative job demands, low social (coworker) support, low job control, high and low skill discretion and low job satisfaction. Inconclusive evidence was found for high job strain, low supervisor support, conflicts at work, low job security, and limited rest break opportunities.The procedure of the assessment of the methodological quality and the rating system applied to distinguish between high- and low-score studies, had a considerable influence on the level of evidence, indicating that changes in this procedure may have a major impact on the overall conclusions of this review.

The Effects of Low Back Pain on the Perception of Job Demands

Patients self-reports on job demands may be used in primary and secondary prevention. This study investigated the relationship between job demands rated by employees on sick leave due to acute/ sub-acute low back pain, active coworkers and supervisors. A 25-item questionnaire assessed exposure to physical and organizational job characteristics. A convenience sample from employees of public transportation and utility companies yielded 63 matched job profiles. The analysis examined agreement on rating of questionnaire items and job profiles.*** Test-retest studies showed that patients and non-patients were consistent in their rating (kappa 0.32–0.93). However, the raters assessed the job demands differently (ri 0.01–0.74). The differences among the raters were significant in 72% of the questionnaire items. Symptomatic individuals rated their jobs as being more demanding compared to their supervisors; workers' scores fall in between the two. This suggests that the non-specific low back pain influences the assessment of job demands even in the early stages of the experience. The questionnaire apparently measures perceptions rather than accurate exposure, rendering it useful in secondary prevention.

Psychosocial job factors, physical workload, and incidence of work-related spinal injury: a 5-year prospective study of urban transit operators.

Five-year prospective cohort study of 1449 transit operators. To investigate psychosocial job factors as predictors of work-related spinal injuries, controlling for current and past physical workload. The association between psychosocial job factors and spinal disorders may be confounded by physical workload. A 1991 prospective study of Boeing workers found psychosocial but not physical factors to be associated with spinal injuries. However, data on physical workload were limited. Recent cross-sectional studies of transit drivers showed both physical and psychosocial factors to be independently associated with back and neck pain. This study was designed to test these findings prospectively. Spinal injuries were ascertained from workers' compensation records, employment history from company records, and psychosocial factors from questionnaires. Logistic regression models adjusted for age, gender, height, weight, vehicle type, and current and past physical workload. During follow-up, 320 drivers reported a first spinal injury. Spinal injury was predicted by psychological job demands (odds ratio [OR], 1.50; 95% confidence interval [CI], 1.33-1.95); job dissatisfaction (OR, 1.56; 95% CI, 1.09-2.23); and the frequency of job problems (OR, 1.52; 95% CI, 1.02-2.26). Marginally significant associations were found for low supervisor support (OR, 1.30; 95% CI, 0.99-1.72) and female gender (OR, 1.49; 95% CI, 0.95-2.32). Compared with full-time work, part-time work was associated with a 2.7-fold reduced risk for spinal injury (OR, 0.37; 95% CI, 0.15-0.93). Cable car crews performing the heaviest physical labor had a threefold increased risk of spinal injury compared with bus drivers (OR, 3.04; 95% CI, 1.85-5.00). Physical workload and psychosocial job factors both independently predict spinal injury in transit vehicle operators.

Effects of supervisor and supervisee theoretical orientation and supervisor-supervisee matching on interns' perceptions of supervision.

Effects of supervisor and supervisee theoretical orientation on supervisees' perceptions of supervisors' models, roles, and foci were studied, as were variables influencing quality of supervision and supervisee autonomy. Interns (N = 84) from 32 nationwide training sites were surveyed. Cognitive-behavioral supervisors were perceived to be in a consultant role and to focus on skills and strategies more than were humanistic, psychodynamic, and existential supervisors, who were perceived more as using the relationship model, playing the therapist role, and focusing on conceptualization. Supervisors were not perceived to differ in their use of growth and skill development models, teacher role, and focus on the supervisee. Women were perceived as more effective supervisors than were men. Perceived effectiveness was predicted by theoretical match and similarity. Supervisee autonomy was predicted by theoretical similarity, low supervisor adherence to theory, and unmatched gender. Of the many published studies of supervision, few have investigated theoretical orientation. Those that have have dealt exclusively with supervisors' orientations (Goodyear, Abadie, & Efros, 1984; Goodyear & Robyak, 1982), especially the theoretical orientation of expert supervisors. The theoretical orientations of supervisees has been rarely studied because most studies of supervision either investigate beginning level trainees, who have not yet developed a theory of therapy, or they compare beginning and advanced practicum trainees (Worthington, 1987). In fact, only a few studies have dealt exclusively with an advanced supervisee population. In one example, Zucker and Worthington (1986) compared predoctoral interns and postdoctoral applicants for licensure. In another example, Rabinowitz, Heppner, and Roehlke (1986) compared interns to predoctoral trainees with less experience. Interns are likely to differ from lower level supervisees in several ways. Interns have usually completed all doctoral level coursework, have seen more clients, and have received more supervision than practicum students who have not yet begun internship. Also, developmental theorists and researchers (see Worthington, 1987, for review) suggest that interns have acquired skills that are different from those of lower level trainees. Interns are more likely to have articulated and implemented their own counseling theories than are lower level trainees (Hill, Charles, & Reed, 1981). Therefore, it is important to investigate the relationship between interns' and supervisors' theoretical orientations, and how such a theoretical interface influences supervision.

Nurse burnout: Work related and demographic factors as culprits

This study was an examination of the combined ability of perceived work environment, demographic, and work-related variables to predict burnout among 314 nurses at a large metropolitan hospital. The three dimensions of burnout measured were emotional exhaustion, depersonalization, and personal accomplishment. High work pressure and low work involvement and supervisor support predicted emotional exhaustion. Task orientation, work pressure, work involvement, and age predicted both depersonalization and personal accomplishment. Burnout among nurses on each of the three work shifts also was examined. Results are discussed from the perspective of how to decrease or to prevent burnout among nurses.

Leader behavior, esteem for the least preferred co-worker, and group performance.

Summary This study investigated relations between Fiddler's esteem for the least preferred co-worker (LPC) measure, leader behavior, and group performance among 53 first-line supervisors of life insurance agents. The overall findings indicated that the relative amount of consideration given to subordinates increased with increased group performance. However, this general trend was particularly marked with respect to low LPC supervisors. It was concluded that LPC measures a triggered behavioral disposition reflecting the degree to which leaders are responsive to task-related feedback.