Moderating Effect Of Supervisor Support Research Articles

Local government internal auditor stress and burnout: Supervisor support as a moderating variable

This study aims to empirically examine the direct relationship between stress arousal and burnout and the moderating effect of supervisor support on the relationship between the two dimensions experienced by local government internal auditors. This study uses an online survey method with a questionnaire. The sample for this study was 155 local government internal auditors from 17 City/Regency Government Inspectorate Provinces from Southern Sumatra. Based on the data analysis using SEM-PLS, the results of this study indicate that stress arousal is positively related to emotional exhaustion and depersonalization but not to reduced personal accomplishment. The results of this study also indicate that supervisor support is able to moderate the relationship between stress arousal and burnout. Supervisor support can reduce the effects of stress arousal on emotional exhaustion and depersonalization experienced by local government internal auditors and strengthen the effects of stress on personal accomplishment. Theoretically, this study supports the conservation of resources theory, which shows that supervisor support is a resource that acts as an effective coping strategy in reducing the effects of stress arousal and preventing burnout. The results also provide insights for policymakers to develop interventions for communication and monitoring based on personal conditions to improve interpersonal relations between supervisors and subordinates.

The need to be unique and the innovative behavior: The moderating role of supervisor support.

The purpose of this study is to examine the moderating effect of supervisor support on the relationship between the need to be unique and the innovative behavior. People not only strive to belong to a group but also want to be unique from others and feel exceptional. Individuals’ innovative behavior is one of the things that makes them feel different from other people. Because developing a new idea, supporting this idea, putting this idea into practice, and the positive achievements of this idea distinguish people who exhibit innovative behavior from others. It depends on the behavior of supervisors whether people who break away from typical practices and procedures to feel unique and special continue to act in innovative ways. In this context, it is vitally essential for supervisors to support people who display innovative behavior. The research was conducted on employees working in the education sector in Mersin. We employed the confirmatory factor analysis (CFA) to examine the fitness of the model and moderation was tested. As hypothesized, the need to be unique had a significant and positive effect on innovative behavior. This finding is consistent with existing literature and thus advance knowledge on need to be unique and innovative behavior, particular in education sector. Nonetheless, it has been determined that supervisor support doesn’t have a moderator role on the relationship between the need to be unique and innovative behavior. Although there are some researches in the literature on consumer experiences about the need to be unique and innovative behavior, but literature on education section is sparse and still long way to go to evaluate its’ reflections on the workplace.

Anxiety, job satisfaction, supervisor support and turnover intentions of mid-career nurses: A structural equation model analysis.

To explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions; and to examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover intentions. Work-related anxiety is a well-known predictor of employee burnout. Research suggests the prevalence of stress in the workplace varies by occupation, with stress among nurses one of the highest. We employed data from the 2015 national survey of licensed registered nurses (n=1,080). We assessed the conceptual model using partial least squares structural equation modeling (PLS-SEM). Work constraints, work/family conflict, and negative team orientation lead to anxiety, which diminished job satisfaction and ultimately increased turnover intentions. Supervisor support weakened the job dissatisfaction-turnover relationship. These findings suggest that the common experiences reported by health care professionals lead to anxiety and ultimately turnover intentions and emphasize the role of supervisor support. The supervisor's role is crucial to the implications of workplace-generated anxiety for nurse job satisfaction and turnover intentions. As such, nurse managers need to develop tangible strategies to help nurses navigate these contextual constraints.

The Moderating Effect of Supervisor Support on Flexible Working Arrangement and Work-Family Conflict Relationship: A Conceptual Paper

Workforce competitiveness trends have shown significant changes over the years. Multiple role conflicts have seen an increase in both dual-earner families and single-parents. Regardless of whether it is single parents or working couples, both must manage family and work obligations daily. As such, many companies are adopting flexible working arrangement in their organizations. This study aimed to discover the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. The population for the study consisted of Malaysian organizations that adopted a flexible working arrangement. The flexible working arrangement here includes adoptions of flexible working time, compressed work-week practices and working from home. The companies involved were derived from TalentCorp Malaysia Flexible Working Arrangement report, 2015, in collaboration with Malaysian Federation Employer. The surveys form would be disseminated to the organization selected from the list through their respective Human Resource Department. The findings would explain the moderating effect of supervisor support on the flexible working arrangement and work-family conflict relationship. Findings from this study are deemed to be beneficial for the employers in general and human resource ministry in overcoming the turnover of productive employees due to the inability to balance work and family needs. The findings would also minimize the brain drain suffering by Malaysian organizations. An effective strategy could be developed so that the work-family conflict issues could be overcome.

Turnover Intention of Employees, Supervisor Support, and Open Innovation: The Role of Illegitimate Tasks

Recently, the small and micro enterprises have earned significant fame in the management and entrepreneurship discipline. Researchers have examined the turnover intention of employees working within formal organizations, but ignored the employees working within small and micro enterprises. The aim of this study is to analyze the moderating effects of supervisor support on the relationship between illegitimate tasks and turnover intention of the employees of small and micro enterprises. An interview-administered questionnaire approach was used for data collection, and the snowball sampling technique was employed in this study to contact employees who were working within small and micro enterprises. The sample size was 420 employees from Lahore city (the provincial capital city of Punjab, Pakistan). Results showed that supervisor support would moderate the impact of illegitimate tasks on turnover intention, and a high level of support available from supervisor to the employee at the workplace would make them less likely to leave the organization as opposed to an employee who has less supervisor support at the workplace. The study reveals that supervisor support in small and micro enterprises is necessary to reduce or eliminate stress in the environment. Consequently, this study implies that the managers and supervisors of small and micro enterprises should provide logic and explanation to their subordinates and motivate their subordinates as to why they are assigned that particular task instead of any other employee and how important it is. This study contributes to the field of small and micro enterprises by evaluating the relationship between illegitimate tasks and turnover intention. This study is unique because management scholars have more often studied employees’ behavior in large corporations rather than in small and micro enterprises.

Linking Work-Life Balance and Employee Well-Being: Do Supervisor Support and Family Support Moderate the Relationship?

This study used the Partial Least Squares (PLS) method to investigate the influence of work-life balance (WLB) on individual well-being (career satisfaction and psychological well-being) among an Open Distance Learning (ODL) university’s staff. Furthermore, the moderating effects of supervisor support and family support on the relationship between WLB and both components of individual well-being were also examined. Data were collected via an online survey, in which 94 academic, academic support, and operational staff working in one of Malaysia’s ODL universities took part. The findings confirmed that the WLB of this institution’s employees influenced their career satisfaction and psychological well-being. Besides that, supervisor support and family support were found not to moderate the relationship between WLB and individual well-being. In addition, the findings have contributed to an improved understanding of the WLB of an ODL university’s staff.

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.

호텔 종사원의 감정노동이 감정고갈에 미치는 영향: 상사 및 동료지원의 조절효과를 중심으로

The purpose of this study was to investigate the relationship between emotional labor and emotional exhaustion of hotel employees, and to investigate the moderating effects of supervisor support and coworker support. A self-administrated survey was conducted for employees of special class 1 hotels in Seoul for 2 months from May 1st to June 30th, 2017. The responses of 314 people were used in the analysis.BR Emotional dissonance of hotel employees has an effect of raising emotional exhaustion, and emotional effort has an effect of reducing it. Supervisor and coworker supports showed no moderating effect in the relationship between emotional dissonance and emotional exhaustion. However, the supports showed a statistically significant negative moderating effect in the relationship between emotional effort and emotional exhaustion. Hotel companies should continually pursue efforts to improve job satisfaction and mental health of employees by actively seeking for factors that can alleviate emotional exhaustion.

How Burnout Affects Turnover Intention? The Conditional Effects of Subjective Vitality and Supervisor Support

Although numerous researchers in the literature have tried to show that low levels of supervisory support contributing to job burnout and turnover, the moderating effects of supervisor support and subjective vitality on this interaction still keep unclarified. This paper examines the effect of burnout on turnover intention of 295 employees, who are employed in Turkish health sector. It is also aimed whether supervisor support and subjective vitality have moderating effects on job burnout-turnover intention relationship. The findings show that the two dimensions of burnout namely emotional exhaustion and depersonalization positively affects turnover intention. Moreover, the moderating effects of supervisor support and subjective vitality on the relationship between burnout (emotional exhaustion and depersonalization) and turnover intention are statistically significant. Specifically, the levels of subjective vitality and supervisor support increases, the burnoutturnover intention relationship gradually strengthens. Managerial applications and further research directions are provided.

EFFECT OF CAREER GROWTH OPPORTUNITIES AND REWARDS SATISFACTION ON TURNOVER INTENTION: MEASURING MODERATING EFFECT OF SUPERVISOR SUPPORT

Purpose: Expansion of pharmaceutical firms in Pakistan the turnover intention has become a major problem in the current era. The purpose of current study is to analyze the role of career growth opportunities and rewards satisfaction on turnover intention “measuring moderating effect of supervisor support”. Methodology: This study is based on pharmaceutical sector of Pakistan and used survey form to collect primary data from professional and management audience they belonged to pharmaceutical sectors. Findings: Finding of the study demonstrated that the supervisor support moderates the strength of the relationship between career growth opportunities and turnover intention and also moderates the effect of rewards satisfaction and turnover intention. Furthermore, current study revealed that the career growth opportunities, rewards satisfaction, and supervisor support have a positively significant direct effect on turnover intention.

항공사 승무원의 이직요인이 직무만족에 미치는 영향에 관한 연구 -상사지원 조절효과를 중심으로-

본 연구에서는 개인적 이직요인과 업무적 이직요인이 직무만족에 미치는 영향과 이들과의 관계에서 상사지원의 조절효과에 대하여 분석하고자 하였다. 상사지원이 낮은 집단과 높은 집단에서 유의한 차이가 나타난 경로는 직무탈진감 <TEX>${\rightarrow}$</TEX> 직무만족, 업무과부화 <TEX>${\rightarrow}$</TEX> 직무만족의 경로에서만 집단 간 유의한 차이가 있는 것으로 나타났다. 직무탈진감 <TEX>${\rightarrow}$</TEX> 직무만족과 업무과부화 <TEX>${\rightarrow}$</TEX> 직무만족 경로에 대한 집단 간 영향력 차이에 대한 분석 결과 낮은 집단의 영향력이 더 높다고 말할 수 있으며, 일 가정에 대한 갈등은 상시지원이 높은 집단과 낮은 집단 모두에서 직무만족에는 영향을 주지 못하는 것을 알 수 있다. 연구 결과에서 알 수 있듯이 개인적 이직의도 중 경력개발/기회부족이 직무만족에 미치는 영향에 대해 상사지원의 조절효과에 따른 집단 분류에서 각 경로가 차이점을 나타내고 있다는 것은 매우 의미 있는 결과이다. 이러한 결과는 승무원 신입교육을 시작으로 상위 Class에서 필요한 직무교육을 받아야만 해당 Class에서 근무할 수 있으며, 진급의 수요 공급의 차이가 매우 크다고 볼 수 있다. 이러한 과정에서 조직 내 상사의 지원은 진급과 직무자 업무에 대한 자긍심을 갖게 할 수 있는 해결책으로 작용함과 조직의 충성도 또한 높아지게 만드는 중요한 요인으로 볼 수 있다. 여성근로자가 대부분인 승무원 집단에서 상사는 개개인의 정서를 어루만져 더 나은 기회를 갖을 수 있도록 해주어야 하며, 이로 인해 상사와의 진실되고 두터운 인간관계 형성을 위해 최선을 다해서 노력하여야 한다. The purpose of this research is to understand influence of personal turnover factors and work turnover factors on job satisfaction in career decision-making and to analyze the moderating effects of supervisor support in their relations. Meaningful difference between one group with high supervisor support and other group with low supervisor support is demonstrated in regard with a course; job burnout <TEX>${\rightarrow}$</TEX> job satisfaction, and work overload <TEX>${\rightarrow}$</TEX> job satisfaction. Hence from a perspective of the course of job burnout <TEX>${\rightarrow}$</TEX> job satisfaction and work overload <TEX>${\rightarrow}$</TEX> job satisfaction, it can be argued that a group with low supervisor support yields more influence. Also it is shown that conflicts on balancing between job and family do not have influence on job satisfaction for either group with high supervisor support or with low supervisor support. As the result of the research shows, it bears a quite significant meaning that career development/lack of opportunity out of personal turnover intentions disclose difference between these two groups with different levels of supervisor support. Especially, a group of flight attendants which females are consisted of a majority of employees would require that their supervisors have more emotional interactions with each employee, so as that better opportunity would be given to the employees. To this end, utmost efforts are needed that deep and genuine relations with a supervisor can be built up.

Supervisor support as a moderator between work schedule flexibility and job stress

PurposeThe purpose of this study is to examine the moderating effect of supervisor support on the relationship between work schedule flexibility and job stress.Design/methodology/approachFor the study a survey methodology was used and 232 software developers attached to offshore outsourced software development firms responded.FindingsIt was found that supervisor support moderates the relationship between work schedule flexibility and job stress.Originality/valueThe findings of this study will provide useful information for both practitioners and academics to better understand the nature of strategies to be adopted in mitigating job stress.

Impact of Work Design on Employee Psychological Strain among Malaysian Technical Workers

This study represents an attempt to test the impact of work design on employee well-being in Malaysia, a country characterized as collectivistic and having high power distance. Specifically, my research sought to examine the direct effects of psychosocial work characteristics on psychological strain. Also, the present study assessed the moderating effects of social support on the relationships between job demands and psychological strain. Self-reports on the study variables were obtained from 429 technical workers in a large telecommunication company in Malaysia. I used multivariate analyses to examine the direct and moderating effects hypotheses. The findings confirmed the direct effects of job demands, job control, and social support on psychological strain. The results also provide evidence for a moderating effect of supervisor support, but not for co-worker support. This research makes several theoretical contributions, and provides information concerning the Job Demands-Resources (JD-R) model and their application to a culture characterised by high collectivism and high power distance. The findings may help human resource practitioners understand how work design influences employees’ well-being. Implications are discussed to enhance better mapping of interventions at individual and group levels.