Perceived Supervisor Support Research Articles

Impact of Perceived Supervisor Support, Work Life Balance and Work Engagement in Controlling Turnover Intention in a Pharmaceutical Manufacturing Company

This research aims to determine the effect of perceived supervisor support on turnover intention which is mediated by work life balance and work engagement. This research was conducted at a pharmaceutical manufacturing company in Cikarang, West Java using a non-probability sampling technique, namely purposive sampling. The author distributed an online questionnaire to every worker with permanent employee status with a minimum work period of 1 (one) year to 107 workers. The data analysis method uses the PROCESS Hayes macro bootstrapping method in SPSS. The research results show that perceived supervisor support does not have a significant effect on turnover intention, but work life balance and work engagement fully mediate the influence of perceived supervisor support on turnover intention

Impact of Organisational Politics Perceptions on Doctoral Students’ Engagement and Performance: Exploring the Mediating Role of Supervisor Support

The study investigates the possible linkage of organisational politics with the academic performance of doctoral students, mediated by work engagement and moderated by perceived supervisor support, based on the ‘Broaden-and-Build Theory’. The authors collected multisource data through structured questionnaires from 432 doctoral students and their supervisors, which was analysed using the Structural Equation Modeling (SEM) technique in SmartPLS 4. Analysis showed that organisational politics negatively impacts academic performance with the partial mediation of work engagement. However, perceived supervisor support buffered this association, thus, reducing the indirect effects on academic performance. The findings are useful for the management of Higher Education Institutes/Universities (HEIs) into how and why the perception of organisational politics could lead to poor academic performance of students enrolled in doctoral studies. The findings also direct university management to take necessary measures by which students’ academic performance could be enhanced through their work engagement and perceived supervisor support. JEL Classification Codes: I21

Strengths use support and knowledge sharing: mediating roles of work engagement and knowledge self-efficacy

PurposeThis study aims to examine the influence of perceived supervisor support (PSS) for strengths use on knowledge sharing (KS) intentions, mediated through work engagement and knowledge self-efficacy, based on the job demand-resources theory and the broaden and build theory.Design/methodology/approachStructural equation modeling and bootstrap analyses were performed to examine the research model using data derived from a two-wave questionnaire survey of 162 employees from five health-care organizations.FindingsThe results indicate that PSS for strengths use promoted KS intentions fully mediated through work engagement and subsequently through knowledge self-efficacy. However, there was no direct relationship between PSS for strengths use and KS intention.Originality/valueThe contribution of this research to the literature on KS is to find the effectiveness of a strengths-based approach in promoting KS intentions across boundaries and identifying mediating factors that link PSS for strengths use to KS intentions.

The Effect of Perceived Organizational and Supervisor Support on Nurses' Turnover Intention in Bangladesh: Does Work-family Conflict Play a Role?

This study examined whether work-family conflict mediates the effects of perceived organizational support and perceived supervisor support on turnover intention among nurses in the healthcare sector in Bangladesh. Data collected from 383 participants were analyzed using structural equation modelling. Both perceived supervisor support and perceived organizational support were found to have a significant negative association with nurses’ intention to leave. The study further revealed that the connection between perceived support and turnover intention among nurses in Bangladesh was positively mediated by work-family conflict; it was shown that work-family conflict increases turnover intention. This study recommended that, hospitals should focus on creating a socially interactive environment and addressing work-family conflicts, as selected variables can as these factors can mitigate nurses’ turnover intentions through job satisfaction and increase overall well-being among nurses. An increase in job satisfaction may ultimately improve patient care within healthcare organizations. This study aimed to provide support to human resource managers in the development of strategies that can effectively reduce nurse turnover, which is a critical issue in Bangladesh and other countries facing similar challenges.

The Mediating Effects of Perceived Organizational Support and Perceived Supervisor Support in the Relationship between Clinical Nurses’ Organizational Citizenship Behavior and Turnover Intention

The Mediating Effects of Perceived Organizational Support and Perceived Supervisor Support in the Relationship between Clinical Nurses’ Organizational Citizenship Behavior and Turnover Intention

Effect of perceived supervisor support and social support on employees work engagement: how career optimism mediates the relationships

Effect of perceived supervisor support and social support on employees work engagement: how career optimism mediates the relationships

Strategic Training Practices and Firm Performance among Human Resource Management Consultancy Firms in Nairobi Kenya

Firm performance is essential for competitiveness, but many firms struggle with executing functional strategies, resulting in poor outcomes. In a dynamic market, strategic training is critical to maintaining superior performance, especially with growing global competition. Despite significant investments in employee training, the effect of strategic training on firm performance among HR consultancy firms in Nairobi, Kenya, remains underexplored. This paper aimed to examine the role of strategic training practices in firm performance. The study examined the effects of employee motivation to learn, the impact of perceived supervisor support and the effect of employee training attitudes on firm performance in HR consultancy firms. The study was grounded on learning organization theory. An explanatory research design was adopted, utilizing questionnaires to collect data from 185 human resource management consultancy firms in Nairobi. The data was analyzed using descriptive and inferential statistical methods to draw meaningful insights. The study highlighted the crucial role of strategic training and employee commitment in enhancing firm performance. Additionally, motivation to learn, supervisor support, and positive training attitudes showed strong positive correlations with performance in Nairobi’s HR consultancy firms. The regression analysis indicates these variables explain 2.3% of the variance in firm performance (R² = 0.023). The motivation to learn (β=0.079, p=0.009), supervisor support (β=0.128, p=0.022), and training employee attitude (β=0.196, p=0.013) were found to be statistically significant predictors of firm performance. In conclusion, strategic training practices such as motivation to learn, supervisor support, and employee attitudes significantly enhance firm performance. The study recommends that HR consultancy firms in Nairobi prioritize fostering employee motivation through continuous professional development and training. Strengthening supervisor support via leadership programs and promoting positive attitudes toward training, aligned with employee career goals, will enhance both individual growth and firm performance.

Pengaruh Flexible Working Arrangements dan Perceived Supervisor Support terhadap Work Engagement dan Employee Performance: Studi Empiris pada Organisasi Keuangan Pemerintah di Indonesia

Organizations generally look for ways to achieve high performance from employees but sometimes ignore the important role of work engagement, as in the case of public sector organizations, especially after the COVID-19 pandemic. The main objective of this research is to determine the effect of flexible working arrangements and perceived supervisor support on work engagement and employee performance. We surveyed 321 civil servants who carry out flexible working arrangements at Government Financial Organization. We identify the effect of flexible working arrangements and perceived supervisor support on work engagement and the role of work engagement as a mediator of flexible working arrangements and perceived supervisor support on employee performance using a covariance-based structural equation modeling (CB-SEM) approach. The findings show that flexible working arrangements and perceived supervisor support have a positive and significant effect on work engagement and employee performance through the mediation of work engagement. Furthermore, work engagement has a positive and significant impact on employee performance. This study contributes to an investigation into the predictors that influence employee performance considering the limited research on work engagement and employee performance in the Indonesian public sector, especially after changes in work patterns after the COVID-19 pandemic.

한국직장인의 상사지원인식과 자발적 ESG 행동 간에 자기결정성 욕구의 매개효과에 관한 연구

The purpose of the study is to empirically test whether Korean employees’ perceived organizational support has positive influences on their self-determination needs (relatedness, autonomy and competence) and autonomous Environmental, Social, Governance (ESG) behaviors at work place. Specifically, we examined the impact of perceived supervisor support (PSS) on voluntary ESG behavior and the mediating role of self-determination needs (relatedness, competence, and autonomy). After collecting survey data from Korean employees in Seoul, Gyeonggi and Busan areas, one hundred thirty responses were included for hypotheses testing using SPSS 23.0. The results of the study are summarized as follows. First, Korean employees’ PSS showed a statistically significantly positive influence on autonomous ESG behaviors at work place. Second, there was a significantly positive relationship between Korean employees’ perceived supervisor support and their self-determination needs. Third, their needs for self-determination have been found to be positively related to autonomous ESG behaviors at work place. Last, it has been detected that employees’ self-determination needs mediate the relationship between PSS and their autonomous ESG behaviors at work place. While defining the characteristics of employee ESG behaviors in Korean organizations, ESG internalization process and relevant factors in Korean organizational culture have been suggested.

Unveiling Employee Turnover Phenomena in South East Asia’s Largest Population

Generation Y is known as a generation that grew up with technological advances, creating more dynamic, creative, and career development-oriented employees. However, they are also known as having a low level of loyalty. It is caused because Gen Y tends to have high turnover intentions. Companies need to understand the values of Gen Y to develop management strategies so employees can be maintained. Employees who feel their contribution is valued by their organization will have a high commitment to the company. It also happens when they feel the supervisors show concern for them. This study aims to identify the role of person-organization fit, perceived organizational support, and perceived supervisor support on the turnover intention of Jakarta’s Gen Y employees. The analytical method is quantitative, with 428 samples. The results of this study shall be considered for companies to determine the exact strategies for Gen Y employees.
 Keywords— Generation Y; Turnover Intention; Person-Organization Fit; Perceived Organizational Support; Perceived Supervisor Support

How to unleash innovative work behavior of SMEs workers through clan culture? “Testing the mediating role of knowledge sharing”

PurposeThe purpose of this paper is to examine perceived supervisory support (PSS) and the impact of the antecedents of sharing knowledge, namely, clan culture (CC) as well as trust in innovative work behavior (IWB).Design/methodology/approachThis research focuses on small and medium-sized enterprise (SME) employees, especially SMEs located around tourist attractions in Indonesia. Data collection was carried out by distributing questionnaires. The distribution of the questionnaire was carried out in two ways, namely, the offline and online systems via the Google form. Data analysis tool using structural equation modeling.FindingsThe findings reveal that PSS, knowledge sharing (KS), CC as well as trust are positively related to IWB. In addition, it was also found that KS was proven to mediate CC relationships as well as the trust which had a positive relationship with IWB.Research limitations/implicationsThe research design uses cross-sectional data. This means that the measurement of variables is based on self-reports and is carried out at one time, which can lead to method bias that can affect the results of the study. Thus, further research is recommended to collect data longitudinally, which will make the findings stronger.Practical implicationsTheoretically, this study extends previous research by outlining a set of organizational elements that tend to influence KS behavior and their impact on IWB in the SMEs context.Social implicationsManagers and owners of SMEs need to create a CC because the creation of a family or CC will more easily foster a culture of sharing knowledge within the organization, which will ultimately increase IWB.Originality/valueThis study emphasizes that it is not only internal factors within employees that can foster IWB but there are external factors that play an important role in increasing IWB, such as CC, PSS, trust and KS. And to the best of the authors’ knowledge, this is the first study to include all the constructs in one model and the context of SMEs.

Diary Study on Microaggressions, Identity Shifting, and Mental Health among Black Women in STEM Graduate Programs During COVID-19: The Mediating Role of Perceived Supervisor Support

Black women in STEM graduate programs may develop coping strategies, such as identity shifting, to minimize gendered racial stressors, especially in the context of COVID-19. Identity shifting is the process of altering one’s speech, behavior, perspective, and appearance. Past studies found a positive association between identity shifting and mental health outcomes among young Black women; however, research on the mental health of Black women in STEM graduate programs is limited. The present study utilized a Black feminist standpoint theoretical framework to examine daily experiences of gendered racial microaggressions (GRM), identity shifting, perceived supervisor support (PSS), and mental health outcomes among 102 Black women in STEM graduate programs. Participants completed online daily questionnaires for 10 workdays using Qualtrics. We hypothesized that identity shifting and GRM would positively predict anxiety and depressive symptoms. Additionally, we hypothesized that PSS would significantly mediate the relationship between GRMs and mental health outcomes. Results showed that women with higher experiences of GRM and shifting reported more depressive and anxiety symptoms. PSS did not mediate the relationship between GRM and mental health outcomes. The results of this study can be used to develop culturally tailored support programs to create inclusive environments for Black women in academia.

A Study on impact of Perceived Supervisor Support on Employee Stress in Aviation Sector

Purpose: The purpose of this study is to find the impact of Perceived Supervisor Support on Stress.
 Design/Methodology/Approach: This study is based on descriptive cum causal research design and a sample of 200 employees was randomly selected from various Aviation employees working at the ground level. 
 Originality/value: The study examined the impact of Supervisor’s Support on Employee Stress.

Mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers

PurposeWhile existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers.Design/methodology/approachBased on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression.FindingsThe outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance.Practical implicationsBy enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted.Originality/valueThe results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance.

PENGARUH PERSON-JOB FIT DAN PERCEIVED SUPERVISOR SUPPORT PADA ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN PEMEDIASI KEPUASAN KERJA PADA PT MEGA JAYA LOGAM KLATEN

This study aims to examine the influence of the variables person-job fit (P-JF), perceived supervisor support (PSS), and job satisfaction (KK) mediated by organizational citizenship behavior (OCB). The population in this study were employees of PT Mega Jaya Logam Klaten, with a sample size of 50 respondents. Data were collected through direct surveys and then processed using multiple linear regression analysis. The results showed that P-JF had a positive and significant effect on job satisfaction. PSS has no significant effect on PSS. P-JF, PSS, and KK have no significant effect on OCB.

성과압박이 비윤리적 친조직 행동에 미치는 영향: 상사 및 동료지원인식의 조절효과

In today's performance-driven competitive environment, employees’ unethical
 pro-organizational behavior has received increasing attention in academia and practice due
 to the seriousness of organizational misconduct and cheating. Accordingly, based on
 Conservation of Resources and Social Information Processing theories, this study examines
 the effects of performance pressure on employees' unethical pro-organizational behavior.
 Moreover, we investigate the moderating role of perceived supervisor and coworker
 support in the relationship between performance pressure and employees' unethical
 pro-organizational behavior. Based on a survey of 225 police officers in the Chungbuk
 Provincial Police Agency, the results are as follows. First, performance pressure is
 positively related to employees' unethical pro-organizational behavior. Second, perceived
 supervisor support moderates the relationship between employees' performance pressure
 and their unethical pro-organizational behavior. Specifically, the positive relationship
 between performance pressure and employees' unethical pro-organization behavior is
 weaker when perceived supervisor support is high than when it is low. Third, unlike the
 result for perceived supervisor support, the interaction term of perceived coworker support
 with performance pressure is not significant for employees' unethical pro-organizational
 behavior. Based on these findings, this study aims to provide theoretical and practical
 implications by identifying antecedents of employees' unethical pro-organizational behavior, which has been occurring in recent organizational contexts and can have
 destructive effects on organizations and society as a whole, and suggesting ways to
 effectively mitigate it.

The Intuitive and Counterintuitive Effects of Supportive and Abusive Supervision on Hotel Employees

When studied independently subordinate perceived supervisor support and abusive supervision have unequivocally contrary effects on subordinate outcomes that are critical to the performance of hospitality organizations. Although both supportive and abusive supervisor behaviors occur in the subordinate–direct supervisor exchange relationship, the simultaneous effects of these two constructs have yet to be illuminated. Drawing on the within-domain exacerbation hypothesis and the whiplash effect, we propose a conceptual framework that captures both the independent and interactive effects of subordinate perceived supervisor support and abusive supervision on hotel employees. Using a sample composed of 194 direct subordinate-supervisor pairings from 119 hotel property departments and 18 Chinese hotel properties, we illuminate the contrary, relative, and interactive effects of perceived supervisor support and abusive supervision on subordinate hotel employees’ job stress as well as their (supervisor-rated) individual-oriented organizational citizenship behavior. Implications and limitations of the current study and avenues for future research are discussed.

A Review of Research on Organizational Citizenship Behaviors

As a significant research object in the realm of organizational behavior, organizational citizenship behavior (OCB) has received extensive attention from researchers since it was proposed. Through a comprehensive analysis of a large number of English and Chinese literature, this article sorts out five important theoretical basis, including individual positive affect, social exchange theory, psychological contract, covenant relationships and equity theory. It also clarifies the concept and development of OCB and provide an overview of the current research in this field. Job satisfaction, perceived fairness, perceived supervisor support, and leadership styles have all been found to have significant effects on OCB. In academic circles, there are three main views about the association between OCB and organizational performance, showing that their relationship is still not clear enough. It turns out that positive effects are still the mainstream, while more and more scholars are studying on negative effects. Overall, this review article provides a comprehensive theoretical and practical reference for studying OCB and offers insights and guidance for the future development trend.

Perceived Supervisor Support Dan Job Demand Terhadap Burnout Pada Karyawan PT. XYZ

This study aims to determine: (1) The effect of perceived supervisor support on employee burnout at PT XYZ in Kolaka Regency. (2) The effect of job demand on employee burnout at PT XYZ in Kolaka Regency. This research uses a quantitative method approach. Data collection in this study used observation, literature study, questionnaires. The population of this study were employees of PT XYZ in Kolaka Regency. Meanwhile, the sample in this study amounted to 55 people. Testing research instruments using validity tests and reliability tests with SPSS 25.0. The data analysis technique used in this study is the model instrument test (outher model) and structural model testing (Inner model) with Smart PLS 3.0. Based on the results of the study, it is known that there is a negative and significant influence between the variable perceived supervisor support on burnout as indicated by the T-statistic value of (1.977) with a P-value of (0.024). while the job demand variable has a positive and significant effect on burnout as indicated by the T-statistic value of (6.131) with a P-value of (0.000).

Unlocking deflection: The role of supervisor support in police officer willingness to refer people who inject drugs to harm reduction services

BackgroundResearch is needed that investigates the relationship between police behaviors, attitudes, and perceived supervisor support as an implementation strategy of improving drug policy reforms. MethodsWe hypothesized that officers with more positive attitudes and practices would be more likely to report the perceived support of their supervisors. Data includes a sample of 1227 police officers who completed Project ESCUDO, a police education training program in Tijuana, Mexico. A negative binomial distribution was used to estimate associations between police behaviors and attitudes and perceived supervisor support. ResultsOfficers who reported perceived supervisor support accounted for 29.2% (n=470) of the sample. Officers who referred people to social services were more likely and officers who broke syringes were less likely to report perceived supervisor support compared to officers who did not engage in these practices. Officers who believed: MOUD reduced criminal activity, “referring people who use drugs to social services is part of my job”, and “laws that treat addiction as a public health problem make my job easier”, were more likely to report perceived supervisor support. Beliefs that drug addiction is a disease, laws that treat addiction as a public health problem make their job easier, and talking to other law enforcement officers about infectious diseases were not significantly associated with perceived supervisor support. ConclusionsOur research highlights the importance of incorporating police supervisors as key actors in assuring officers’ practices reflect current drug law reforms as well as embrace patient-centered approaches to managing encounters people who use opioids and inject drugs.