Perceived Supervisor Support Research Articles

Perceived organizational support, graduate research supervision and research completion rate

PurposeThis paper aims at examining graduate research supervisors' perceptions of organizational and job supervisors' support and their influence on research completion rate. While research supervision has been mainly examined from pedagogical perspectives, little emphasis has been placed on the human resource management (HRM) activity for academics. This review paper draws from organizational support and social exchange theories (SET) to examine the influence of perceived organizational support (POS) and perceived supervisor support (PSS) in research supervision work.Design/methodology/approachThe paper is a narrative literature review of identified relevant readings on organizational support and social exchange, research supervisors' perceived support and their implications for research.FindingsResearch supervisors examine their perceptions of administrative, professional, financial and socio-emotional support from their universities and job supervisors. They in turn feel obligated to reciprocate, for example, through commitment, engagement and performance, towards meeting their goals with the organization, the job supervisor and the student.Research limitations/implicationsThe study relied on a literature review; hence, the findings may not reflect actual expressions of research supervisors' perceptions.Practical implicationsThe paper shows the application of organizational support and social exchange theories in academic work. It emphasizes the importance of support, perception and reciprocation through an exchange relationship. The research support framework is a guide to managing the relationships among the parties involved in research work.Originality/valueThe paper considers research supervisors as key human resources (HRs) that espouse supportive HRM practices from both the organization and the job supervisor. This is unlike most studies that have employed only pedagogical approaches in explaining research. It further develops a research supervision support framework.

Complementary variable‐ and person‐centred approaches to the dimensionality of workaholism

AbstractThis research relies on complementary variable‐ and person‐centred approaches to investigate the underlying dimensionality of the workaholism construct. In three studies (Study 1: N = 343 workers; Study 2: N = 654 firefighters in Sample 1 and N = 247 administrative and technical employees in Sample 2; and Study 3: N = 153 nurses in Sample 1 and N = 359 educators in Sample 2), the results showed that employees' workaholism ratings simultaneously reflected a global overarching workaholism construct, which co‐existed with two specific dimensions (working excessively and compulsively). In Study 1, global levels of self‐determined motivation were associated with higher global levels of workaholism, whereas perceived supervisor support was negatively related to global levels of workaholism. We then examined the distinct configurations, or profiles, taken by workaholism dimensions (global workaholism, and specific working excessively and compulsively; Studies 2 and 3) and psychological detachment (Study 3). Studies 2 and 3 also documented the associations between these workaholism profiles, and correlated predictor (e.g. supervisor support, workload) and outcome (e.g. emotional exhaustion, work performance) variables. Three of the four profiles identified were similar across studies (Low Global and Average Specific Workaholism,Average Global and Specific Workaholism and High Global and Average Specific Workaholism), whereas one profile was different across studies and samples. In both studies, the High Global and Average Specific Workaholism profile was associated with the worst correlated outcome variables (e.g. high levels of emotional exhaustion, low levels of job satisfaction).

Impact of Perceived Supervisor Support and Rewards and Recognition Toward Performance Through Work Satisfaction and Employee Engagement in Employee Marketing Banks

The company as an organization has a dependency on individuals within the company itself. Employees as individuals in the company are part of the organizational structure that has a major role in determining the achievement of company goals. In the perspective of employees, direct supervisors' attitudes and actions can increase employee engagement or even create an atmosphere where an employee becomes disengaged (feeling not part of the company/organization). In addition to marketing employees, rewards and recognition are generally used as the main motivation to improve their performance.For this reason, the purpose of this study is to determine the role of perceived supervisor support, rewards, and recognition, employee engagement on performance mediated by job satisfaction. The study was conducted with a survey using a questionnaire where respondents used 170 marketing employees in the banking industry in Tangerang. Data were analyzed using Structural Equation Model (SEM). The results showed there was a relationship between rewards and recognition of employee engagement, there was a relationship between rewards and recognition of performance, there was not a relationship between perceived supervisor support for performance. Employee engagement mediates the relationship between rewards and recognition of job satisfaction. Job satisfaction mediates the relationship between employee engagement on performance.

Supervisor support and turnover intentions of yacht captains: the role of work–family conflict and psychological resilience during the COVID-19 pandemic

PurposeThe purpose of this study was to investigate work–family conflict’s (WFC) mediating role and psychological resilience’s (PR) moderating role on the perceived supervisor support (SS) of yacht captains and their turnover intentions (TI) during the COVID-19 pandemic.Design/methodology/approachThe authors followed a quantitative approach and conducted a questionnaire survey of 320 Turkish yacht captains. The data were analyzed using SPSS 22 (Process macro v3.4) and AMOS 22 statistics package programs.FindingsPerceived SS has direct and indirect effects on TI with WFC being the intermediate variable. WFC’s effect on TI varies according to the yacht captains’ levels of PR.Practical implicationsThis study empirically uncovered the impact of supervisor support and PR levels, the most important factors for ensuring hospitality employees exhibit positive organizational attitudes and behaviors. This study shows that the success of yacht captains in this stressful work environment depends on positively perceived SS and PR levels. PR regulates the relationship between WFC and TIs. Thus, supervisors should prioritize meeting their employees’ expectations to effectively and efficiently manage their human resources, and supervisor support is essential for meeting these expectations.Originality/valueAccording to the authors’ knowledge, this study is the first to assess the effect of supervisor support on TI, the mediating role of WFC and the moderating role of PR. In addition, the authors aimed to fill the research gaps on yacht captains, as a profession requiring expertise and field experience, and on PR in the tourism industry.

Employee engagement and commitment to two Australian autism employment programs: associations with workload and perceived supervisor support

PurposeAlthough there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.Design/methodology/approachA total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.FindingsPerceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.Originality/valueThis research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

Supervisor support and work engagement: The mediating role of psychological safety in a post-restructuring business organisation

The present study aimed to examine employee perceptions of supervisor support, psychological safety, and work engagement in a restructuring mining organisation. Participants were 253 employees of a South African mining organisation (male = 65%; African = 57%; skilled supervisory technicians = 44%; and employees with 10–15 years’ experience = 23%). They completed self-report measures of supervisor support, psychological safety, and work engagement. Following structural equation modelling, results indicated that employee perception of improvement in supervisor support enhance both psychological safety and work engagement amongst retained employees. The results further indicated psychological safety to mediate the relationship between supervisor support and work engagement, thereby confirming the importance of psychological safety amongst retained employees. Psychological safety and work engagement would be important to workforce adaptation with business organisation restructuring.

Bullying, supervisor support, relaxation, and personal and work outcomes: Testing a moderated mediation model.

To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off-job time mediating these effects. Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning. Cross-sectional data were collected from a sample of 290 nurses who completed measures of bullying, perceived supervisor support, relaxation, need for recovery, sleeping problems, job satisfaction, emotional exhaustion and work performance. Results revealed that bullying was significantly linked to job satisfaction, sleeping problems, need for recovery and emotional exhaustion through relaxation, but only among nurses who perceived high levels of supervisor support. These results revealed that high supervisor support may be detrimental for nurses adding up to a negative cycle of stressors to maladaptive outcomes through lack of relaxation. Health care organisations and managers should consider addressing work environment factors, such as bullying, in addition to supervisor support in their efforts to facilitate the positive effects of nurses' relaxation during non-work time.

Stressors, Coping Mechanisms, Perceived Supervisory Support, and Well-Being Among Nurses During Accreditation Surveys: a Study from UAE

Organizational psychology applies psychological theories to improve the physical and mental well-being of employees, increase productivity, and improve competitiveness. Accordingly, the authors adopted the interactional and transactional theories of stress to study the effect of the hospital accreditation stressors on the well-being status among nurses mediated by their coping mechanisms. Also, the study will evaluate the moderating effect of supervisory support on this relationship. To achieve these goals, the authors used a cross-sectional, causal, and quantitative methodology with a convenience sample of 416 nurses from several public hospitals from the emirate of Abu Dhabi. The study revealed an insignificant direct effect for accreditation stressors on the well-being status of the nurses. These effects were significant when mediated by the nurse's coping mechanisms. Furthermore, the study revealed insignificant moderation effects for supervisory support on the nurse's coping mechanisms. The outcome of this study could help supervisors and interested researchers fill the gaps related to accreditation stress.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Relationship of perceived supervisor support, self-efficacy and turnover intention, the mediating role of burnout

PurposeThe purpose of this paper is to study the effect of two positive organizational factors: the perceived supervisor support (PSS) and the self-efficacy (SE) on nurses' burnout (BO), which concurrently affect the turnover intention (TI) and the mediating role of BO in this relationship.Design/methodology/approachA cross-sectional survey-based study of a sample of 552 Lebanese registered nurses from 19 Lebanese hospitals was conducted.FindingsThe authors’ findings confirm that PSS and SE both reduce the level of BO and the turnover intention significantly. The higher the perceived supervisors' support and the nurses' SE, the less they experience BO. BO has partially mediated the relationship of the PSS and SE on TI. This study reveals that supervisors' support is well perceived by Lebanese nurses, whose s is relatively high, while their levels of BO are considered moderate. However, BO levels vary proportionally with demographic variables, namely age, work experience, gender, marital status and education.Originality/valueThis study provides new evidence on the relationship between PSS, SE and BO and turnover intention of Lebanese nurses. It is unique in studying the role of nurses' SE with regard to BO and TI and improving the quality of nurses' work life. It shows the significance of the supervisors' role in supporting the psychological state of nurses. The context of the study, Lebanon, is also novel as it differs from advanced economies institutionally, culturally and in legal frameworks that govern the employee–supervisor relationships.

상사지원인식이 리더십 효능감을 매개하여 직무스트레스에 미치는 영향: 성별의 조절된 매개효과

본 연구는 여성관리자패널을 활용하여 상사지원인식이 남녀관리자의 직무스트레스에 미치는 영향과 리더십 효능감의 매개효과에 대해 알아보고, 상사지원인식이 리더십 효능감에 영향을 줄 때 성별에 따라 그 효과가 다른지를 조절된 매개효과를 통해 분석하는 데 목적이 있다. 이를 위해 여성관리자패널 7차 자료를 활용하였으며 남성관리자 자료를 분석에 포함하였다. 대상의 일반적 특성을 확인하기 위해 SPSS statistics v25를 이용하여 빈도분석과 기술통계분석을 실시하였고, 연구 가설 검증에는 PROCESS MACRO v3.5를 활용한 매개효과 및 조절된 매개효과 분석을 적용하였다. 분석 결과 상사지원인식이 직 무스트레스에 미치는 영향에서 리더십 효능감이 매개 역할을 하는 것으로 확인되었다. 또한 리더십 효능 감의 효과를 통제했을 때에도 상사지원인식이 직무스트레스 사이에 유의미한 부(-)적 관계를 확인하여 부분 매개함을 알 수 있었다. 두 번째 가설인 상사지원인식과 리더십 효능감 관계에서의 성별 조절 효과 를 확인한 결과 성별이 리더십 효능감에 직접 영향을 주지는 않았으나, 상사지원인식과의 상호작용을 투 입했을 때는 유의미한 결과를 도출하였다. 이런 결과를 토대로 직무스트레스 관리에 있어 상사의 지원과 같은 조직 내 지원이나 대인관계의 영향과 더불어 근로자의 효능감도 같이 관리해야 한다는 것과 조직에 서 리더십 효능감 증진방안에 대해 성별을 고려한 방법을 활용할 것을 제안하였다.

When Supervisor Support Backfires: The Link Between Perceived Supervisor Support and Unethical Pro-supervisor Behavior

Perceived supervisor support is widely studied in terms of its positive outcomes. This paper, in contrast, investigates employees’ unethical pro-supervisor behavior as a negative consequence of perceived supervisor support. Drawing upon the multifoci approach of social exchange theory and the reciprocity principle, we hypothesized that perceived supervisor support can engender unethical pro-supervisor behavior via employees’ feelings of reciprocity towards the supervisor. Building on the instrumental reasons that underlie social exchanges, we further hypothesized that this mediation relationship is stronger for employees high in Machiavellianism. We collected data for three experimental studies from full-time MBA students of a European business school (Study 1: N = 72) and from U.S. working professionals (Study 2: N = 320; Study 3: N = 325), and the results provided consistent support for our proposed model. Taken together, the current study highlights the “dark side” of perceived supervisor support, in that it can lead to unethical behavior and that this effect can be accentuated by employees’ Machiavellianism.

The Impact of Personality Traits on the Burnout promoting Effect of poor Supervisor Support

The skill of supervisors to provide adequate social support is an indispensable prerequisite for the economic success of the organization. The two-way relationship (dyad) between the leader and the led, is in the focus of this investigation. For this research in the field of social support, the moderating effects of personality traits have been considered. The question arises, as to whether they can compensate or moderate inadequate social support from supervisors and its effects on burnout. The sample comprises of managers in middle management (N=338) from different German automotive suppliers. In the examination, the Survey of Perceived Supervisor Support (SPSS), the German version (MBI-D) of the Maslach Burnout Inventory and the 10-Item Big-Five Inventory (BFI-10) were used. It was postulated that “neuroticism”, “openness” & “conscientiousness” have no, but “extraversion”, “agreeableness” have a moderating effect between “perceived supervisor support” and the three burnout dimensions. After all, no moderating effect for all Big-5 traits was observed. Nonetheless, a negative significant correlation between the personality dimensions “openness” and the MBI dimensions “emotional exhaustion” (r=-.245, p<.05) and “depersonalization” (r=-.301, p<.01) was found. Furthermore, there is a significant connection between “neuroticism” with the MBI dimension of “reduced personal accomplishment” (r=.396, p<.01).

Motivación por el servicio público de los profesionales de los centros de atención primaria: ¿qué es más importante el entorno o el apoyo directivo?

ObjectiveExplain the Public Service Motivation of health professionals based on (a) the social environment of their workplace and (b) the perceived supervisor support. DesignObservational, cross-sectional, quantitative, retrospective, and uncontrolled study. SettingForty primary care centers belonging to the Gran Canaria health area, primary care. ParticipantsSix hundred and five health professionals from primary care centers. 46% doctors and 54% nurses. Non-probability convenience sampling with a response rate of 53.3%. Main measurementsThe dependent variable is the Public Service Motivation of health professionals. The independent variables are the social environment of the primary care centers and the perceived supervisor support. Data were analyzed using multilevel linear regression and multiple linear regression. ResultsThe following variables of the environment of the healthcare centers: income of the population, percentage of people older than 65 years, and the amount of population assigned to the centers, do not influence the Public Service Motivation of health professionals. On the contrary, the support they receive from their superiors does have a significant impact on both the compassion factor (β: 0.38; CI: 0.21–0.32) and the commitment to the public interest (β: 0.37; CI: 0.20–0.31). ConclusionsThe perceived supervisor support has a significant influence on the Public Service Motivation of health professionals. However, the social environment does not affect this type of motivation.

Fostering innovative behavior in the aviation industry: The role of perceived supervisor support and work group diversity

The research primarily seeks to understand how supervisor support can directly and indirectly enhance the service innovative behavior (SIB) of flight attendants via work engagement. Moreover, although there has been some research on the effect of group diversity on organizational performance, the results have not been consistent. Thus, this study addresses this gap by investigating how work group diversity can make variance in the relationship between work engagement and innovative behavior of flight attendants. The sample size of 242 flight attendants working at the central airport in Ho Chi Minh City, Vietnam, has been taken for the study. To test hypotheses, structural equation modeling and bootstrapping were employed. This study provided an evidence for the positive nexus between perceived supervisor support and SIB. Additionally, the results shed light on a mediation mechanism of work engagement for the association between flight attendants’ perception of their supervisor and innovative behavior. Furthermore, tenure diversity and job position diversity in a work group were proved to play a moderating role in the relationship between work engagement and service innovative behavior. Specifically, flight attendants are more willing to exhibit innovative behaviors when working in a homogeneous group in terms of tenure and job position rather than in a heterogeneous group. The empirical results contributed to the diversity management literature and broadened the understanding of how to activate the service innovative behavior of employees. From a managerial perspective, managers should pay attention to the characteristics of employees when organizing teamwork. AcknowledgmentThe authors are grateful to the anonymous referees of the journal for their extremely useful suggestions for improving the quality of this paper.

A multi-study approach to examine the interplay of proactive personality and political skill in job crafting

AbstractThe current research examines the combined role of proactive personality and political skill in job crafting and work engagement by integrating the job demands-resources (JD-R) model and trait activation theory. Self-reported survey responses collected from three samples – university students (study 1,N= 363) and panel data (study 2,N= 300 and study 3,N= 206) – were analyzed using the PROCESS macro. Results revealed that political skill strengthened the relationship between proactive personality and work engagement and between proactive personality and job crafting when trait activated. Furthermore, perceived supervisor support did not interact with the job crafting–work engagement relationship with trait activation, suggesting that proactive individuals rely on self-resources to improve engagement when presented with trait-relevant situational cues. The findings extend JD-R theory to offer the interplay of proactive trait and political skill in facilitating overall job crating. JD-R is identified as a contextual condition for trait activation.

The Relationship among Psychological Ownership, Job Crafting, and Job Engagement : The Role of Perceived Supervisor Support and Moderated Mediation Effect

본 연구는 기업을 이루는 조직구성원의 심리적 주인의식이 직무열의에 미치는 영향에 있어서 잡크래프팅의매개효과와 상사지원인식의 조절효과를 고려함으로써 기존의 문헌을 확장하였다. 심리적 주인의식은 조직기반 심리적 주인의식과 직무기반 심리적 주인의식 가운데 이제까지 비중이 더 낮게 다뤄져온 직무기반 심리적주인의식에 초점을 맞추었다. 상사지원인식은 특히 직무기반 심리적 주인의식과 잡크래프팅 간의 관계를 조절할 뿐만 아니라 직무기반 심리적 주인의식이 잡크래프팅을 통해 직무열의에 영향을 미치는 간접효과 또한조절할 것으로 기대하였다. 본 연구의 가설들을 검정하기 위해 다양한 산업 군에 속한 국내 기업체 근무자500명을 대상으로 설문조사를 하여 모아진 자료를 바탕으로 실증 분석을 하였고, 그 결과 직무기반 심리적주인의식과 직무열의 간 관계에서 잡크래프팅의 부분매개효과를 확인할 수 있었다. 즉, 직무기반 심리적 주인의식이 직무열의에 긍정적인 영향을 미치게 되는 메커니즘(블랙박스)을 확인할 수 있었다. 또한 상사지원인식은직무기반 심리적 주인의식과 잡크래프팅 사이의 관계를 조절하는 것으로 나타났으며, 매개경로(심리적 주인의식 → 잡크래프팅 → 직무열의)도 유의미하게 조절하는 것으로 나타나 조절된 매개효과도 검증되었다. 이러한연구결과를 바탕으로 본 연구의 이론적 및 실무적 시사점을 논의하고 한계점과 향후 연구에 대한 제언도밝혔다.

Revisiting the emotional intelligence and transformational leadership debate: (How) does emotional intelligence matter to effective leadership?

Orientation: Empirical evidence supports the notion that emotional intelligence (EI) and transformational leadership (TFL) are related and confirms the positive effect of this leadership style on follower attitudes and performance. However, more insight is needed into the nomological net of variables that affect outcomes of effective leadership, as experienced by the follower of a leader who exhibits TFL behaviours, being influenced by various EI competencies.Research purpose: This study developed and tested a structural model that depicts the nature of the relationships between EI competencies, TFL behaviours and three outcomes of effective leadership.Motivation for the study: We argued that more insight into how (1) different components of EI affect TFL behaviours, and how (2) different components of TFL behaviours, in turn, affect outcomes of effective leadership, could be valuable in designing targeted interventions to increase employee commitment, job satisfaction (JS) and perceived supervisor support (PSS).Research design/design and method: The cross-sectional data included a sample of 267 respondents, with 85 leader–follower dyads that were analysed with partial least squares modelling. Self and other ratings were employed.Main findings: Nine of the 19 postulated relationships in the structural model were supported. Three of the four TFL components were shown to be influenced by various components of EI. Only PSS was significantly affected by idealised influence as a TFL behaviour.Practical/managerial implications: Increased understanding of which EI competencies influence TFL behaviours may be useful in the development of leaders by guiding targeted EI intervention strategies to increase leadership effectiveness.Contribution / value-add: This study confirmed the notion that EI competencies seem to be hierarchically ordered, whilst also providing insight into the differential impact of these competencies on TFL behaviours.

Perceived supervisor support and learner’s career curiosity: the mediating effect of sense of belonging, engagement and self-efficacy

PurposeThis study investigates the relationship between perceived supervisor support (PSS) and learner career curiosity and tests the mediating role of sense of belonging, engagement and learning self-efficacy.Design/methodology/approachThe authors used a three-wave repeated cross-sectional data collected from 509 final-year undergraduate students of 11 Nigerian public universities, who had completed the compulsory work placement to analyze the influence of PSS on learner’s career curiosity via a parallel mediation involving sense of belonging, engagement (behavioural, emotional and cognitive) and self-efficacy.FindingsThe results show that engagement mediates the path through which PSS influences career curiosity. However, the authors found no evidence that sense of belonging and self-efficacy mediated the relationship between PSS and learner’s career curiosity in this population.Originality/valueThe findings of this study highlight the importance of PSS as a resource that influences learner’s career curiosity, particularly during a work placement.

Analyzing the relationship between structural empowerment and perceived supervisor support*

During the last decade, organizational and strategic management theories have exponentially concentrated on the concept of structural empowerment and organizations have prioritized to work with the employees who take the initiative and respond creatively to the challenges of the job to struggle in an increasingly competitive external environment. In this sense, structural empowerment represents organizational policies, practices, and structures that grant employees greater latitude to make decisions and exert influence regarding their work and refers to a formal horizontal decentralization of authority that decisional power flows to employees from the formal structure. Additionally, it is assumed that structural empowerment helps to create a positive perception and has an impact on employees’ perceived supervisor’s support that denotes the degree to which employees’ shape impressions that their supervisor appreciates their contributions in work and is caring about their well-being. From this point of view, owing to intense competition within the private healthcare sector in Turkey, employees’ structural empowerment and perceptions related to their supervisor’s support play a vital role in providing high-quality services and care for patients. In this respect, the present study aimed at examining the relationship between structural empowerment and perceived supervisor’s support in the private healthcare sector’s employees who have especially close interactions with patients as customers. In this regard, the questionnaire has been applied to 240 employees working at the five private hospitals and the data obtained from the questionnaire has been analyzed through the “SPSS 26.0” program. As a result of the analysis, it has been signified that there is a strong positive correlation between structural empowerment and the perceived supervisor’s support. Also, it has been seen that the structural empowerment’s sub-dimensions that are opportunity, formal power, and informal power have a statistically significant relationship with the perceived supervisor support’s sub-dimensions, tangible and intangible.