Perceived Supervisor Support Research Articles

Lone wolf tendency and ethical behaviors in sales: Examining the roles of perceived supervisor support and salesperson self-efficacy

Lone wolf salespeople prefer to work independently, prioritize their own interests, and are prone to focus on outcomes rather than on processes. While conventional wisdom would suggest that salesperson lone wolf tendency and ethical behaviors are negatively related, this relationship has hitherto not been examined in the academic literature—nor have any factors that may impact this important linkage. To address this gap, we draw from both ethical decision-making theory and social cognitive theory to propose a novel conceptual framework and study hypotheses. We empirically tested our ideas using a survey-based dataset consisting of 135 business-to-business salespeople. Specifically, the relationship between salesperson lone wolf tendency and ethical behaviors is examined as well as two social cognitive aspects (i.e., perceived supervisor support and salesperson self-efficacy) that potentially act as important boundary conditions that distinctively alter the salesperson lone wolf tendency-ethical behaviors negative relationship. Results reveal that, whereas higher levels of perceived supervisor support weaken the negative relationship between salesperson lone wolf tendency and ethical behaviors, higher levels of salesperson self-efficacy strengthen the salesperson lone wolf tendency-ethical behaviors negative relationship. Implications of our research for scholars and managers are also discussed.

Sexual Harassment and Employee Engagement: Exploring the Roles of Gender, Perceived Supervisory Support, and Gender Equity Climate

The creation of inclusive workplaces in which individuals can thrive constitutes an important goal for many organizations. Despite recognition of this fact, persistent adverse workplace experiences, such as sexual harassment, threaten to relegate inclusion to mere rhetoric. While previous research has identified several outcomes of sexual harassment, we examine the relationship between sexual harassment and employee engagement, a strong driver for improved service delivery, organizational performance, and employee motivation. Building on the job demands-resources model, we consider three moderators that may influence this relationship: gender, perceived supervisory support, and the gender equity climate. The results indicate that sexual harassment has a negative relationship with employee engagement, but that this relationship differs between male and female employees. However, we found no significant moderating effects of perceived supervisory support and gender equity climate. The article ends with a discussion of the findings and implications for theory and practice.

Retention and turnover of staff undertaking degree studies: insights and evidence from South Africa

PurposeSocial exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that more innovative individuals, who are particularly important to organisations, may be more likely to change jobs. The purpose of this study is to test how the innovativeness of an individual differs in its contribution to retention when subjected to different mediating and moderating influences indicated in the literature, for a cohort of employees that are undertaking degree studies while working.Design/methodology/approachTo test theory that suggests certain implications for employee turnover, the part-time studies unit of a large South African university offering degree studies by evening classes was sampled, yielding 323 useable responses, with a response rate of about 30%. Structural equation modelling (SEM) is used to test a theoretical model predicting certain mediating and moderating influences on the relationship between individual innovativeness and turnover intentions.FindingsIndividuals with higher innovativeness self-report higher turnover intentions, which seem to be reduced by the mediating effects of perceived supervisor support and job satisfaction. Perceptions of distributive justice and core self-evaluations, which may be associated with an individual's evaluation of the social exchange relationship, are found to directly enable retention.Originality/valueA model of moderation and mediation relationships between employee innovativeness and turnover intentions is derived from the literature and tested, offering novel insights into how to retain valuable staff in this context.

The Influence of Gender Discrimination, Supervisor Support, and Government Support on Saudi Female Journalists’ Job Stress and Satisfaction

From the perspectives of Saudi female journalists, the current study examined the predictive associations between gender discrimination, supervisor support, government support, and work-related outcomes (i.e., job stress and job satisfaction). Supporting our predictions, regression analyses results revealed that perceptions of gender discrimination were positively and perceptions of supervisor support were negatively associated with job stress. In addition, we found that perceptions of supervisor support and government support had positive associations with job satisfaction. Findings are discussed considering women’s participation in the media industry in Saudi Arabia in relation to gender discrimination, supervisor and government support of women.

Work from home during COVID-19: the role of perceived hope, intrinsic spirituality and perceived supervisor support on job involvement

PurposeThis study aims to explore the influence of perceived hope, intrinsic spirituality and supervisor support on job involvement at the time of work from home during the COVID-19 pandemic.Design/methodology/approachThe sample included 263 employees working from home (WFH) for the first time in their careers due to COVID-19. The authors applied structural equation model and multigroup analysis (MGA) in SmartPLS3 to examine the hypothesized relationships, and artificial neural network (ANN) analysis to determine the relative influence of the antecedents.FindingsResults indicate that both personal (such as perceived hope and intrinsic spirituality) and job (supervisor support) resources determine job involvement during remote working, with a moderating impact of age on the relationship between intrinsic spirituality and job involvement. The ANN analysis shows that perceived hope is the most influential determinant of job involvement when employees work from home.Practical implicationsThis study suggests that when employees work remotely, organizations can generate higher job involvement by conveying a higher perception of hope and spirituality and providing supervisor support through planned hope interventions, promoting prosocial behavior and making changes in leadership style (check on instead of check-in).Originality/valueThis study extends the job demands-resources (JD-R) model with new insights into the impact of personal and job resources on job involvement during the new normal remote working era.

Understanding the antecedents of workplace happiness

This study aims to understand the factors that are predictors of workplace happiness felt by individuals, by looking at the effect of work climate, perceived supervisor support, and perceived organizational support. The research was conducted quantitatively by giving questionnaires to the respondents, namely 185 employees of private companies in the city of Bandung, West Java. The data obtained were then processed using Structural Equation Modeling with SPSS 25 software. The research findings indicate that work climate, perceived supervisor support, and perceived organizational support have a positive effect on workplace happiness, either partially or simultaneously. This research also provides implications and suggestions for future researchers and practitioners in organizations.

Perceived Supervisor Support for Health Affects Presenteeism: A Cross-Sectional Study.

We investigated the relationship between perceived supervisor support for health (PSSH) and presenteeism by adjusting for psychological distress and employee work engagement. These are the mediators of the two paths shown in the job demands-resources model. A cross-sectional study was conducted using a questionnaire survey among 15,158 non-managerial employees from seven companies in Japan considered to have relatively high perceived organizational support for health (POSH). PSSH was evaluated with a single question, “My supervisor supports employees to work vigorously and live a healthy life”, on a four-point scale. Presenteeism was estimated using the quantity and quality method. Multilevel logistic regression analyses nested by company were conducted. Lower PSSH was more likely to be associated with presenteeism, but after adjusting for psychological distress evaluated by K6 and for work engagement, the relationship between PSSH and presenteeism weakened. Our results suggested that lower PSSH is linked to presenteeism through both psychological states because of its role as a resource, and other independent factors, even with relatively high POSH. Increased PSSH could act as a measure against presenteeism in the workplace. To achieve this, it is important to create an environment where supervisors can easily encourage employees to improve their health.

The influence of clan culture and supervisor support on Korean female managers’ subjective career success: mediating role of leadership competencies

PurposeThe purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers.Design/methodology/approachA structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies.FindingsThe results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.Research limitations/implicationsThe respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely.Originality/valueThere is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

The Relationships among Supervisor Support, Affective Commitment, and Altruistic Behavior

Purpose:The main purpose of this study is to research the mediating effect of “employees’ affective commitment to the organization” in the relationship between “perceived supervisor support” and “these employee’saltruistic behavior”.Design/methodology/approach:Dataset of the study consisted of 215 questionnaires gathered from nurses working in two private hospitals in Ankara.SPSSstatistical programwas used for data entryand analyses. “Hierarchical regression” and “Sobel test”analyses were employedfor hypothesis-testingin this study.Findings:According to the analysis results in terms of participants in this study, nurses’ perception of support from immediate supervisors directly affects their affective commitment to the hospital in a significant and positive way. And then, their affective commitment has a direct, significant and positive effect on their altruistic behavior. In addition, perceived supervisor support affectsnurses’ altruistic behavior in a significant and positive way both directly and indirectly through their affective commitment. Therefore, nurses’ affective commitment to the hospital has a partial mediating role in the mechanism established within the scope of the study.Discussion:In this study, answer is sought for the question of “is it possible to contribute to the hospital through the enhancing effects of an increase in nurses’ perception level of supervisor support on their levels of affective commitment to the hospital and altruistic behavior?”. According to the research results, it is possible to contribute to the hospital thanks to the mechanism established in this study.

How Classy Servant Leader at Workplace? Linking Servant Leadership and Task Performance During the COVID-19 Crisis: A Moderation and Mediation Approach.

The COVID-19 pandemic has caused a record global crisis, particularly and extremely, for the service sectors. Due to extensive security measures, many service sector employees have to work remotely to maintain services. Drawing upon the conservation of resources theory, this research investigates the impact of servant leadership on the task performance of employees in virtual working environments during the COVID-19 crisis. Our theoretical model was tested using data collected from 335 individual employees in the education sector of Pakistan. SPSS version 26.0 was applied to find the hypothesized relationship between the study variables. To find the indirect mediating effect, we applied Model 4; for moderation, we applied Model 1; and for the moderation and mediation effect, we applied Model 7 of the Process Macro model of Hayes. The results of the study revealed that servant leadership is positively related to task performance in a virtual environment during crises. Furthermore, psychological empowerment partially mediates the relationship between servant leadership and task performance. Perceived supervisor support positively moderates the relationship between servant leadership and task performance. Moreover, the indirect effect of servant leadership on task performance via psychological empowerment is moderated by perceived supervisor support. The results provided guidance to the educational sector on how to lead effectively in times of crisis when service sector employees work predominantly in virtual environments. The theoretical and practical implications of these findings are discussed.

Retaining Women in Male-Dominated Occupations across Cultures: The Role of Supervisor Support and Psychological Safety

ABSTRACT Despite the efforts to increase female representation in male-dominated occupations, many organizations are still challenged by a female talent shortage and high turnover in such jobs. We look at perceived supervisor support (PSS) as one factor that may reduce turnover intentions of female employees in male-dominated occupations via enhanced perceptions of psychological safety. Further, we integrate social exchange and social identity theories, with research on cross-cultural management, to develop and test a moderated mediation model in which the relationship between PSS and employee turnover intentions via psychological safety is conditional on employee gender and national levels of gender equality, utilizing a sample of 5,578 R&D employees across 24 countries. Our findings have theoretical and practical implications for retaining female employees in male-dominated occupations across the globe.

Exploring Perceived Organizational Support to Improve Account Officer Performance

The purpose of this study was to identify Perceived Supervisor Support, Quality of Work Life on the performance of Account Officers with Perceived Organizational Support mediation. Data were collected from account officers of Islamic banking in North Sumatra as many as 385 respondents. The data analysis technique uses Structural Equation Modeling with SmartPLS. The results showed that Perceived Supervisor Support, Perceived Organizational Support affect performance, Quality of Work Life has no effect on performance and Perceived Organizational Support, Perceived Supervisor Support has an effect on Perceived Organizational Support, Perceived Organizational Support is an intervening variable between the influence of Perceived Supervisor Support on performance, and Perceived Organizational Support is not an intervening variable between the effect of Quality of Work Life on Account Officer performance. This study contributes to a greater understanding of the mediating role of perceived Perceived Organizational Support on the relationship between Perceived Supervisor Support, Quality of Work Life. Originality This research explores the mediation of Perceived Organizational Support between Perceived Supervisor Support and , Quality of Work Life on Performance, and Perceived Supervisor Support and Perceived Organizational Support are important antecedents in improving Account Officer performance.

Daily supervisor support, engagement and prosocial behavior: how turnover intentions reduce the resources to pay it forward

PurposeThe authors test the daily perceived supervisor support (PSS) to job engagement relationship with respect to employees' extra-role displays. Additionally, the authors propose employees' turnover intentions (TIs) to minimize these indirect effects when high.Design/methodology/approachIn Study 1, employees in a field sample responded to a repeated survey spanning ten days to test the proposed model. Study 2, then, used a scenario-based experiment with online panelists as a further test of the model.FindingsDaily job engagement was found to mediate the relationships of daily PSS with OCBI, where high TI reduced this indirect effect in Study 1. Similar indirect and conditional indirect effects were supported for OCBI and OCBO likelihood in Study 2.Practical implicationsThe paper highlights the importance of supervisors' ongoing supportive behaviors extended to their subordinates along with an awareness of employees' TI behavioral signals.Originality/valueThis study adds to research examining the reinforcing nature of PSS on employees' engagement and subsequent citizenship behavior. It also offers a potential boundary condition to such indirect effects by proposing TI as influencing such daily motivational effects.

Interactional Justice and Deviant Workplace Behavior: The Mediating Role of Perceived Supervisor Support in Hotel Industry of KP-Pakistan

In the field of organizational behaviour, interactional justice and perceived supervisor support have a critical role in directing employees’ behaviour in either positive or negative direction. Keeping this in mind, this paper looks at the effect of interactional injustice on employees’ deviant behaviour with perceived supervisor support as a mediator. To link the study variables, equity and social exchange theories were used. The extensive literature on destructive deviance has been reviewed. To empirically test the relationship, a two-phase sampling technique (first clustering and then purposive) was applied through which 160 responses from the Hotel and Tourism industry of KP province were collected. A single structured adapted questionnaire was employed. The findings of the study reveal the presence of a negative relationship between interactional justice and deviant workplace behaviour. Further, the results demonstrated that perceived supervisor support mediates this relationship. All the results of the study are statistically significant. The study has theoretical as well as practical implications. Theoretically, the results of the study would help the organizational behaviour scholars to understand the issue in a different organizational environment. Practically, the findings will assist managers to understand the critical role of the supervisor which is instrumental in enhancing the morale of employees at the workplace. This will help them understand how supervisor support can affect the frequency and intensity of deviant workplace behaviour. The study has some limitations like sampling, subjective opinion of the participants, and limited numbers of the variables. In future, this research can be replicated in other sectors like education, health, banking, and other industries.

Examining the mechanisms linking responsible leadership and work engagement: the mediating roles of general distributive justice climate and perceived supervisor support

Examining the mechanisms linking responsible leadership and work engagement: the mediating roles of general distributive justice climate and perceived supervisor support

Corporate volunteering, positive relationships at work, affective commitment, and work engagement: A mediated moderator model

Purpose: The aim of this study is to test for moderating role of corporate volunteering in relationships between perceived supervisor support, positive relationships at work, work meaningfulness, and work engagement.Methodology/approach: The study is based on a survey conducted on a sample of 724 Polish employees, both involved and non-involved in corporate volunteering.Findings: Results of the study suggest that employee participation in corporate volunteering moderates the link between positive relationships at work and work engagement, and the link between perceived supervisor support and work engagement mediated by positive relationships at work.Implications: Results of the study are consistent with previous studies, which have been proved theoretically by the conservation of resources theory (COR) and self determination theory (SDT). Besides, the findings deliver practical implications. Companies are recommended to design employee-friendly volunteering activities to meet employee needs, and attract those employees who have never participated in volunteering.Originality/value: The study explains the effects of corporate volunteering. It also contributes to the field of organizational behaviors by arguing for the direct and indirect positive relationships between perceived supervisor support and work engagement.Keywords: corporate volunteering, affective commitment, work engagement, positive relationships at workPaper type: Research paper

How do followership behaviors encourage job performance? A longitudinal study

Followers have often been reported as recipients in previous leadership studies and have usually been associated with negative connotations. Drawing from self-determination theory (SDT) and social exchange theory, we argued that followers can be proactive and that followership behaviors are positively related to leader–follower relationships. The purpose of this study was to examine how followership behaviors promote job performance in terms of perceived supervisor support (PSS) and dyad tenure. Data from a three-wave survey of 219 leader–follower dyads in high-tech manufacturing firms were analyzed using structural equation modeling. The results indicated that active engagement (AE) and independent critical thinking (ICT) were positively related to PSS and that PSS mediated the relationship between followership behaviors and job performance. Additionally, dyad tenure positively moderated the relationship between AE and PSS but negatively moderated the relationship between ICT and PSS. This study revealed that followers’ support for leaders can encourage supervisor support, which may result in high job performance. Furthermore, considering the important roles of followers found in this study, leaders should endeavor to support and promote followership.

Antecedents of organizational identification: implications for employee performance

PurposeThis study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions.Design/methodology/approachA sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis.FindingsResults of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility.Research limitations/implicationsIt is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for.Practical implicationsThis study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society.Originality/valueUnderstanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.

Transforming people practices by re-structuring job engagement practices for generation z: an empirical study

PurposeThis paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z.Design/methodology/approachA total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model.FindingsAll three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS.Research limitations/implicationsA conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business.Practical implicationsThe outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations.Originality/valueJOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

Can job crafting be a remedy for struggling with work alienation? The moderator effect of perceived supervisor support

Drawing on self-determination theory, this study focuses on the relationship between job crafting and work alienation and the moderating effect of perceived supervisor support. Based on theoretical discussions, this study examines (1) whether a negative relationship exists between job crafting and work alienation; (2) whether and how perceived supervisor support moderates that relationship. Findings are based on the data collected from a survey of 203 participants working in Turkey. The results indicate job crafting’s negative association with work alienation. Perceived supervisor support is a moderating variable, fostering employee job crafting that, in turn, leads to reduced work alienation.