Perceptions Of Supervisors Research Articles

Impact of social influence on construction workers' intention-to-use exoskeletons

PurposeLow back disorder is one of the most prevalent and costly injuries in the construction industry. Back-support exoskeletons are increasingly perceived as promising solutions. However, the intended benefits of exoskeletons may not be realized if intention-to-use the device is low. Social influence could increase intention-to-use exoskeletons. This study aims to evaluate the impact of social influence on construction workers' intention-to-use back-support exoskeletons.Design/methodology/approachA field study involving 37 construction workers was conducted, with workers who used exoskeleton for one week, and their peers and supervisors. Data were collected using questionnaires and semi-structured interviews, and analyzed using descriptive statistics and thematic analysis, respectively.FindingsThe workers felt that the exoskeleton is easy to use and the functions are well integrated. Workers' intention-to-use exoskeleton was mainly influenced by employers providing and requiring the use of the device. The attitude of the workers and the perception of peers and supervisors did not have a significant impact on workers' intention-to-use exoskeleton, whereas the subjective norm of construction workers had a positive impact on the intention-to-use exoskeletons.Research limitations/implicationsThe study involved only 37 workers, including 15 workers who used the exoskeleton, and 14 peers and 8 supervisors of the workers.Originality/valueThis study contributes to existing knowledge on the influence of social influence on intention-to-use exoskeletons. The study also highlights how exoskeleton designs and the construction workplace can influence behavioral intention-to-use exoskeletons.

The evaluation of online Modified Objective Structured Examination (MOSE) as postgraduate admissions re-examination: A report from Fujian Medical University, China.

This paper aims to explore the successful implementation of online postgraduate admissions re-examination in China, specifically focusing on the Modified Objective Structured Examination (MOSE). It introduced the specific practice of the online postgraduate admissions re-examination in China and investigated the perceptions of applicants, postgraduate supervisors and admissions staffs about the online MOSE re-examination. Surveys were administrated 3 years after the implementation of online MOSE postgraduate admissions re-examination in China. Separate surveys were conducted with applicants, postgraduate supervisors, and admissions staff members to gather their opinions and suggestions regarding the online MOSE re-examination. A total of 65 applicants, 43 postgraduate supervisors and seven admissions staff members completed the surveys. Over 80% of the applicants agreed that the online MOSE comprehensively evaluated their medical humanities, communication, medical knowledge, and overall competence. Furthermore, 89.30% of postgraduate supervisors believed that the students recruited through online MOSE were either "not significantly different," "better," or "much better" compared to those recruited through on-site re-examination. Admissions staff members also expressed a favorable view of online MOSE re-examination. The online MOSE re-examination is an effective, convenient, and affirmative evaluation method for postgraduate admissions re-examination.

The Perceptions of Supervisors of Library Social Work Interns: Challenges and Recommendations

ABSTRACT Though the number of public libraries that host student interns is increasing around the world, there is a paucity of research about the experience of supervisors in these placements. This study addresses that absence through qualitative interviews with fourteen individuals with experience supervising library-based social work students. An iterative data analysis elucidated four challenges connected to their roles: (1) philosophical differences between libraries and social work; (2) navigating structural/bureaucracy issues in the library system; (3) managing ethical considerations in students’ work; and (4) negotiating the lack of precedence of the library/social work collaborative. Participants further identified specific tactics they took and/or recommended in response to these challenges. The study concludes with recommendations made by the authors based on the study and the research literature.

Supervisory Focus on Strengths: Perceptions of Supervisees and Supervisors

Supervision is an integral part of counselor development and is a requirement for training according to licensing boards, credentialing agencies, professional organizations code of ethics, and the Council for Accreditation of Counseling and Related Educational Programs (CACREP). With the expectation of supervision by these entities, universities and counselor training programs must require students to be actively engaged in supervision while learning to become counselors. Instructions for supervision are clearly articulated in policies and procedures of that counselors must follow (ACA, 2014; CACREP, 2016; Texas State Board of Examiners of Professional Counselors, 2013) including qualifications for supervisors, sexual relationships, frequency of supervision, gatekeeping, and remediation, etc. While the guidelines for supervision are clearly stated, there are no expectations for how supervision is to be presented. The how of supervision is left to the selection of the supervisor including structure, focus, procedures, framework, model, expectations, etc. Keywords: Clinical supervision, professional development, Strengths-based supervision

Learning goal orientation and abusive supervision

Employee learning for competence development is more salient for today’s organizations facing frequent changes from inside and outside, and accordingly, employees’ learning goal orientation (LGO) is noteworthy. This study examines how and why employees’ LGO relates to leadership effectiveness, i.e., employees’ perception of abusive supervision. Competing hypotheses and the mediating mechanisms of a work attitude from LGO, i.e., work enjoyment, and a work behavior from LGO, i.e., compliance behavior, were proposed. In a three-wave panel survey, 304 employees in a variety of occupations completed questionnaires. Results indicate LGO had a negative relationship with abusive supervision and employees with higher LGO had more enjoyment of work, and in turn, less perception of abusive supervision. The positive LGO-abusive supervision relationship was not empirically supported. While employees with higher LGO had less compliance behavior, this reduced compliance did not lead to increased abusive supervision. Hence, the suggestion is that supervisors should let subordinates feel that by performing required tasks, subordinates are learning by doing to facilitate leadership effectiveness. This study uses intrinsic motivation perspective to address an underlying process by which LGO manifests itself in an interpersonal and managerial outcome, abusive supervision. The findings suggest intrinsically motivated actions may mitigate negative perception of supervisors’ interactions. Employees’ intrinsic motivation at work may be a stance to understand their workplace interactions. Goal orientation is an important factor in leadership. Literature shows leaders’ LGO facilitates leadership effectiveness. Corresponding to emerging importance of followers in leadership effectiveness, this study found subordinates’ LGO facilitated their perception of leadership effectiveness in terms of reduced perception of supervisory behavior as abuse. In addition, this study enriches abusive supervision literature by corresponding to a call for examining the characteristics of subordinate and the work in concert to complement the limited work on understanding abusive supervision. Suggestions for future study are provided.

Role of supervisor as clinical teacher – residents’ perspectives of postgraduate medical institute.

Objective: To determine residents' perceptions of supervisors as clinical teachers. Study Design: Cross-sectional study. Setting: Three Public Sector Teaching Hospitals in Peshawar. Period: August 2019 to May 2020. Material & Methods: For assessing the perceptions of residents in the three public sector teaching hospitals located in Peshawar, a structured questionnaire was used. (N=163) residents were taken as a sample. The response rate was 100% from the three teaching hospitals. For analyzing data SPSS version 22 was used and P < 0.05 was considered as significant. Results: Out of the whole sample (N=163), 63.8 % residents were from medical and allied health specialties, and 36.2 % were from surgical and allied health specialties with Mean ± SD = 1.36 ± 0.836. The findings of this study revealed that the vast majority of trainees were found strongly agreed with the questionnaire responses about their supervisor's role as a clinical teacher. Regarding the supervisor’s role as a clinical teacher, negative perceptions in minority of trainees were found with few problems. Conclusion: In their perceptions of a good clinical teacher, most residents emphasize the teacher’s characteristics. It is important to note that the trainees want to establish a positive relationship with their clinical teacher. Clinically, our residents received high marks from their supervisors.

Performance-oriented HR and career development of women managers: the mediation of self-leadership and the moderated mediation of supervisor’s gender equality

PurposeThe purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.Design/methodology/approachThis study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.FindingsThe relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.Originality/valueThis study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

Leaders' Machiavellian traits and servant leadership behaviors – A gender perspective

PurposeTwo studies are designed to address the research questions including an experimental study and a field study. The experimental study manipulated Servant Leadership (SL vs. non-SL), leaders' Machiavellianism (H-Mach vs L-Mach), and leaders' gender (male vs. female), and measured leadership effectiveness. The second study is a survey study that collected data from employees regarding their interaction with supervisors and their perceptions of supervisors' leadership behaviors.Design/methodology/approachLeadership behaviors can correspond to or deviate from leaders' personality traits. This study aims to study the interplay of two seemingly opposite constructs in leadership – a power-pursuing and manipulation-oriented trait (i.e. Machiavellianism) and an other-oriented leadership style (i.e. servant leadership behaviors) by examining whether the effect of servant leadership behaviors on perceived leadership effectiveness varies across high and low levels of Machiavellian traits. Furthermore, built upon gender role congruency theory, the researchers pay particular attention to the (leader) gender's role in the paradox of Machiavellian traits and servant leadership behaviors.FindingsResults from the two studies show that the relationship between servant leadership behaviors and followers' ratings of leaders' effectiveness varies with leaders' Machiavellian traits. More engagement in servant leadership behaviors serves as a remedy for high-Mach leaders to achieve leadership effectiveness, and this remedy effect tends to be greater for women leaders.Originality/valueTo the authors' best knowledge, this is one of the first attempts that examine the interplay of servant leadership behaviors and Machiavellianism on perceived leader effectiveness. The authors also contribute to the gender leadership literature by providing evidence for the contingencies of leaders' genders when employees evaluate leadership effectiveness with consideration for the dual demands for agency and communion from women leaders.

Protean career orientation, supervisor perceptions and organizational career growth: a moderated mediation model

Protean career orientation, supervisor perceptions and organizational career growth: a moderated mediation model

Supervisor Perception of Psychological Contract Breach and Abusive Supervision

Supervisor Perception of Psychological Contract Breach and Abusive Supervision

Entrepreneurial leadership and employee creativity: a multilevel mediation model of entrepreneurial self-efficacy

Purpose The current study, which is based on social learning theory and social cognitive theory, intends to investigate the impact of entrepreneurial leadership on employee creativity at both the individual and team levels. In particular, the authors predict a mediating mechanism at both levels: employees’ entrepreneurial self-efficacy. Further, the authors consider whether the climate of support for innovation is a contextual element affecting the relationship between employees’ perceptions of entrepreneurial leadership and their own entrepreneurial self-efficacy.Design/methodology/approach The research hypotheses were tested using multilevel structural equation modeling on 191 employees nested in 49 entrepreneurial ventures in China.Findings The results indicated that entrepreneurial leadership positively correlates with employee creativity at individual level. Moreover, this study found that individual followers’ entrepreneurial self-efficacy partially mediates the association between individual perceptions of entrepreneurial leadership and employee creativity, whereas team members’ entrepreneurial self-efficacy fully mediates the association between team members’ perceptions of supervisors’ entrepreneurial leadership and employee creativity. Further, this research demonstrates the role of team-level climate of support for innovation as a boundary condition that strengthens the effect of entrepreneurial leadership on individual entrepreneurial self-efficacy.Originality/value Considering entrepreneurial self-efficacy to be a type of entrepreneurial context-specific self-efficacy, this study presents one of the first empirical examples of the mediating function of entrepreneurial self-efficacy in the association between entrepreneurial leadership and employee creativity. Additionally, this research demonstrates the role of team-level climate of support for innovation as a boundary condition that strengthens the effect of entrepreneurial leadership on individual entrepreneurial self-efficacy. Further, this study provides a methodological contribution by simultaneously assessing all three variables of the mediation process at the individual and team levels: entrepreneurial leadership, entrepreneurial self-efficacy and employee creativity.

A study on university staff s perspective on the harmonization of the internal audit system within the framework of International Internal Auditing Standards

Purpose- In this study, it is aimed to determine the problems experienced during the implementation of the internal audit system in state universities, which are a public administration, within the framework of international internal audit standards. Solution suggestions were made to the identified problems. In this research, a field study was conducted to determine the perceptions of senior supervisors working at Dicle University about the internal audit system at the university and their thoughts on compliance with international auditing standards. Methodology- The application part of the research consists of two parts. The first part consists of 5 questions to determine the demographic characteristics of the personnel participating in the research. In the second part of the research, it consists of 26 statements that will determine the opinions of the personnel on the harmonization of internal audit with international internal audit standards within the scope of the study. Findings- In general, it is seen that the participants of the research have an indecision about their working statements. Particularly, while disagreement comes to the fore in statements about international auditing standards, it is observed that the state of agreeing with statements about the role of internal auditing has increased. Conclusion- As a result of this study, it is thought that the internal audit activities of the university staff are insufficient, there is not enough internal auditor in the university and the information about the internal audit activities is insufficient. In particular, the university should attach importance to the awareness-raising activities of the senior management personnel regarding internal audit. Because internal audit activities directly contribute to the efficient work of university personnel. Therefore, in-service training activities should be increased to increase the efficiency of internal audit units in universities. In addition, it is seen that there are not enough internal audit personnel in universities. In particular, universities should allow more internal auditors to work on this issue. Keywords: Internal auditor, internal audit, international internal audit standards, university staff, Law No. 5018. JEL Codes: M40, M42, M49

집단 수퍼비전에서 초심 수퍼바이저의 경험과 인식

Objectives This study aimed to explore the perception and experience of novice supervisors performing teaching functions in group supervision and to analyze their meaning.
 Methods The purposes of this study were four novice supervisors who conducted group supervision with graduate students majoring in counseling psychology at A University. Data were collected through in-depth interviews conducted from November 2021 to January 2022, as well as personal records and session reports, and analyzed using phenomenological research methods.
 Results The analysis resulted in three top-level components, namely “anxiety of novice supervisors,” “unconditional support and encouragement,” and “demand for counseling expertise,” along with six subcategories and twelve units of meaning.
 Conclusions This study aims to explore the perception and meaning of novice supervisors performing teaching functions in group supervision with novice supervisees. It is expected that this study will provide valuable insights for novice counselors to grow into experts in the counseling field through the two significant roles they experience in the process of becoming novice supervisors and novice supervisees.

Postgraduate Students' Perceptions of Supervisor and Qualifications that is Sought in the Supervisor Selection

In postgraduate education, the supervisor is a very important actor in terms of the quality of the education process. Therefore, how graduate students perceive supervisor is important in terms of the quality of the educational process. In this study, it was aimed to determine the postgraduate students’ perceptions of supervisor and qualifications sought in the selection of supervisor. It is thought that determining how the supervising faculty members are perceived by postgraduate students and what the criteria are for the selection of supervisors may contribute to the field in terms of understanding the student and supervisor relationship on an academic basis in postgraduate education. This research is a qualitative study. The phenomenological design was used in the study. 51 postgraduate students studying in various departments at Dicle University, Institute of Educational Sciences participated in the study in the 2017-2018 academic year. As the data collection tool, a semi-structured interview form was developed by the researchers and used in the study. According to research findings, the criteria that graduate students want to consider in the selection of supervisors are seen as “Having a good command of subject”, “Good communication skills”, “Guidance”, “Close to my field of interest”, “Openness to innovation”, “Having the knowledge of method”, “Entrepreneur”, and “Experienced”. The findings of this research can be used in supervisor training programs to be organized in the field of graduate education. Research can be conducted to examine the expectations of the supervisor from the graduate students.

Facilitating Reflection Using Experiential Learning Cycle During Community-Based Education Program

<p style="text-align: justify;">Reflective learning in community-based education (CBE) activities requires the role of a supervisor. The ‘intensive supervision’ based on Kolb's experiential learning can provide guidance for facilitating reflection on CBE experiences through discussion. Accordingly, supervisors must receive training on providing constructive feedback sessions to assist students in reflecting. This study aimed to determine the effect of training on facilitating reflection using experiential learning methods based on the concept of 'intensive supervision' for CBE supervisors. The study design used a training program evaluation with the Kirkpatrick model of levels 1 and 2. The training on facilitating reflection was divided into workshops and mentoring sessions based on the experiential learning cycle. The questionnaire was developed to assess tutoring performance before and after the training based on the perceptions of supervisors (n=10) and students (n=43) and observers' observations during the supervisor tutoring. Descriptive and comparative data analyses were employed. The trainees showed positive reactions to the training. The students’ and supervisors’ perception questionnaires showed a significant difference in the performance of the supervisors who were assessed before and after training. Our results indicated that most of the supervisors’ ability to facilitate reflection changed following the ‘intensive supervision' method. This training helps supervisors learn how to become facilitators and students to feel more assisted in the learning process.</p>

PENGARUH FAKTOR – FAKTOR PERILAKU WARGA ORGANISASI TERHADAP NIAT PINDAH KARYAWAN HOTEL BINTANG TIGA DI KOTA BATAM

This study aims to analyze the relationship between training satisfaction, perceptions of supervisors who listen, organizational citizenship behavior, and intention to move to employees who work in three-star hotels in Batam. The results of the study emphasize the importance of paying attention to factors that influence employee intention to move from the company.

Role conflict, need frustration and supervisor support: a moderated-mediation model of employee voice and silence

PurposeDrawing on the conservation of resources theory, the purpose of this paper is to examine whether role conflict is associated with frustration of employees’ basic needs and whether need frustration is associated with withdrawal in the form of reduced voice and increased silence. This paper also investigates if supervisor support mitigates potential detrimental outcomes of need frustration.Design/methodology/approachIn this survey-based study, 201 full-time employees participated. Self-reports regarding voice and silence behaviors at work were collected as were perceptions of role conflict, need frustration and supervisor support.FindingsThe results of this study support the proposed moderated mediation relationships for both employee voice and silence behaviors. Specifically, need frustration mediates the relationship between role conflict and the two outcome variables. Perceived supervisor support moderates the path between need frustration and both voice and silence behaviors.Practical implicationsEmployees are an organization’s first line of defense against potential accidents, inefficiencies and other organizational crises. When they perceive their needs are not met and they are not supported by their supervisors, employees are likely to seek to protect themselves from further resource loss by withholding feedback even if such feedback may enhance organizational effectiveness and prevent organizational crises.Originality/valueGiven that voice and silence are not opposites of each other, it is important to study both in a single study, as this study does. This study proposes and tests a heretofore untested explanation for the relationship between role conflict and voice and silence. The authors identify a buffer with potential to mitigate the negative effects of need frustration.

Student and Supervisor Perspective on Undergraduate Research in a Teaching-Intensive Setting in Oman

Undergraduate research (UGR) is a valuable experience that can potentially enhance the quality of graduates, and raise awareness of the importance of research and its impact on career development. These outcomes, however, depend on the environment under which students conduct research. The present study assessed the staff and students’ perspective of UGR in an intensive teaching setting at the college of Medicine and Health Sciences (COMHS), Sultan Qaboos University (SQU), Oman. We assessed the perception of supervisors (n = 90) and students (n = 314) of UGR and factors that hinder the research experience. Satisfaction towards UGR among supervisors and students was good (mean = 72.4 ± 13.0) and moderate (mean = 57.8 ±14.2), respectively. The students reported a good satisfaction towards the relevance of UGR (mean = 71.34 ± 20.0), the research skills acquired (63.43 ± 18.9), and interaction with research supervisors (68.47 ± 23.5). Female students were more positive towards UGR than males. The students’ grade in the UGR module was the only independent factor influencing their satisfaction. Similar to the students, supervisors were highly satisfied with the relevance of UGR (mean = 84.4% ± 20.7), the module structure (mean = 73.3 ± 14.6), workload (mean = 73.3 ± 14.6) and the students’ performance (71.8% ± 18). However, supervisors were less positive about the students’ acquired skills (mean = 69.0% ±12.8) and available logistics to support UGR (mean = 67.8% ± 16.3). In summary, supervisors and students in COMHS, Oman, (SQU) regard UGR as valuable and recognize its relevance. Supervisors were more likely than students to report a lack of resources to run UGR. Thus, resources should be maintained to inspire supervisors and sustain an active research environment to inspire students.

Employees Adhere More to Unethical Instructions from Human Than AI Supervisors: Complementing Experimental Evidence with Machine Learning

The role of artificial intelligence (AI) in organizations has fundamentally changed from performing routine tasks to supervising human employees. While prior studies focused on normative perceptions of such AI supervisors, employees’ behavioral reactions towards them remained largely unexplored. We draw from theories on AI aversion and appreciation to tackle the ambiguity within this field and investigate if and why employees might adhere to unethical instructions either from a human or an AI supervisor. In addition, we identify employee characteristics affecting this relationship. To inform this debate, we conducted four experiments (total N = 1701) and used two state-of-the-art machine learning algorithms (causal forest and transformers). We consistently find that employees adhere less to unethical instructions from an AI than a human supervisor. Further, individual characteristics such as the tendency to comply without dissent or age constitute important boundary conditions. In addition, Study 1 identified that the perceived mind of the supervisors serves as an explanatory mechanism. We generate further insights on this mediator via experimental manipulations in two pre-registered studies by manipulating mind between two AI (Study 2) and two human supervisors (Study 3). In (pre-registered) Study 4, we replicate the resistance to unethical instructions from AI supervisors in an incentivized experimental setting. Our research generates insights into the ‘black box’ of human behavior toward AI supervisors, particularly in the moral domain, and showcases how organizational researchers can use machine learning methods as powerful tools to complement experimental research for the generation of more fine-grained insights.

The relationship between nurses' perceived organisational, supervisor and coworker support, psychological well-being and job performance.

To examine the relationship involving nurses' perception of organisational, supervisor and co-worker support, psychological well-being and job performance. The cross-sectional, correlational study was conducted from June 2016 to January 2017 after approval from the ethics review committee of Istanbul Medipol University, Istanbul, Turkiye, and comprised nurses working in public or private sector and being in their current employment for at least one year. Data was obtained using Organisational Support, Co-Worker Support, Supervisor Support, Psychological Well-Being and Job Performance scales. Data was analyzed using SPSS 26. Of the 1056 nurses, 896(84.8%) were women and 160(15.2%) were men. The overall mean age was 30.69±7.53 years (range: 17-59 years) and mean professional experience was 9.31±7.66 years (range: 1-36 years). Organisational, supervisor and co-worker support increased psychological wellbeing. Supervisor and co-worker support had a positive effect on job performance, but organisational support did not. Psychological wellbeing also increased job performance. Psychological well-being had a mediating role in the effect of organisational, supervisor and co-worker support on job performance. There was a positive relationship between perceived support, psychological wellbeing and job performance of nurses.