Quality Of Supervisors Research Articles

Implementation of Regulation of The Minister of Religion Number 2 Of 2012 for Islamic Education Supervisers at Schools in The Department of Education in Sukabumi Regency

Regulation of the Minister of Religion (PMA) Number 2 of 2012 concerning Madrasah Supervisors and Supervisory Islamic Religious Education (PAI) at Schools, is a policy product issued by the Ministry of Religion which gave rise to a new nomenclature, amidst the regulations of School / Madrasah supervisors, namely supervisory functional positions. PAI on Schools. This regulation has implications for the implementation of PAI supervisor duties at schools. This research was motivated by the inadequate implementation of the activities of Islamic Education Supervisors at schools in the Sukabumi District Education Office. The focus of this research is the implementation of Regulation of the Minister of Religion (PMA) Number 2 of 2012 for Islamic Education supervisors at schools in the Sukabumi District Education Office. The purpose of this research is to find out about: 1) Implementation of PMA Number 2 of 2012 for PAI supervisors in the Education Office of Sukabumi Regency; 2) Problems faced by PAI supervisors at the Education Office of Sukabumi Regency in implementing PMA Number 2 of 2012, and 3) Efforts to improve in the future in implementing PMA Number 2 of 2012. This study used a qualitative approach with descriptive methods, data collection was carried out through interviews, observation and documentation study. This is to make a systematic, factual and accurate description of the phenomenon under study. The results of the research findings show: 1) The implementation of PMA Number 2 of 2012 for PAI supervisors at the Education Office of Sukabumi Regency is not running optimally; 2) The root of the main problems faced by PAI supervisors: Policy standards; Budget; Psychological burden; Coordination; and performance appraisal. 3) Improvement efforts are made by: Directorate of PAI by compiling a draft revision of PMA Number 2 of 2012; The Sukabumi District Education Office issues a SK to assign a school supervisor to the PAI supervisor; The Ministry of Religion of Sukabumi Regency has substantially increased the pattern of guidance; PAI supervisors increase creativity and motivation in carrying out their duties and supervisory functions. Recommendations for this study are addressed to the PAI Directorate of the Ministry of Religion of the Republic of Indonesia, in the form of: PMA Revision Number 2 of 2012 so that it is relevant to the regulations of school / madrasah supervisors; Review of Islamic Religious Education (PAI) supervisor nominations in schools; Adequacy of the budget for improving the quality of supervisors; and Strengthen coordination between related institutions.

Penerapan Soft System Methodology dalam Ekstraksi Pengetahuan Tentang Akreditasi Universitas XYZ

As a university, accreditation is a benchmark and recognition of quality standards and definitions of an educational institution (higher education) by parties outside an independent institution. Accreditation is also interpreted as an effort by the government to standardize and guarantee the quality of higher education alumni in order to ensure that quality among universities is not too varied and according to work needs. Management of Higher Education needs to improve quality and be an input for stakeholders who continue to improve the university. Using Soft System Methodology, researchers map and conceptualize models and plans to help XYZ University develop its accreditation values. In this case the Faculty of Science and Technology at XYZ University. From this research it was found that the XYZ University's Faculty of Science and Technology can provide alternative funding and development from all parties and grants as well as cooperation in outside universities that will help this faculty to add facilities, improve the quality of supervisors by using technology at the University's Faculty of Science and Technology XYZ. Recommendations given by researchers are faculties can make a web-based DSS (Decision Support System) accessed by intranet to help download traces of faculty development and can be used as a basis for decision making.

Quantitative analysis of workplace morale in academic librarians and the impact of direct supervisors on workplace morale

Many studies have attempted to measure the workplace morale of academic librarians through related variables such as job satisfaction. Other studies have taken a qualitative or phenomenological approach to understanding workplace morale. This exploratory study has two objectives: (1) to quantitatively measure the workplace morale of academic librarians to set an initial baseline measure for future research and (2) to analyze the variables that impact academic librarian morale with an emphasis on the variables that academic library supervisors directly influence. Findings suggest the workplace morale of academic librarians is predicted by several variables within a supervisor's influence including feedback, work autonomy, and supervisor qualities such as communication, transparency, and empowering subordinates. Outside of a small negative relationship to age and work experience, demographics were largely found to not be a predictor of workplace morale. This study also evaluated workplace morale as a predictor of turnover intention in academic librarians. There was a strong statistically significant negative correlation between workplace morale and the turnover intention of academic librarians.

The actors of teacher supervision

Educational supervision is a process aiming to enhance teaching by developing teacher. The position and the quality of supervisor are of great importance for effective supervision experiences. The purpose of this research is to determine the actors carrying effective teacher supervision. So, school administrators and teachers working in general high schools and supervisors working in provincial directorate of national education in Efeler district of Aydin/Turkey are asked for their opinions. Results show that participants suggest different supervisory actors in different dimensions of teacher supervision. Generally, the school principal, vice-principal, head of the department and student preferences have come to the fore. Teachers, administrators and supervisors suggest different supervisory actors.

Impact of the Quality of Supervisors’ Relationships With Subordinates on Employability and Job Satisfaction of Public Organizations’ Workers

Impact of the Quality of Supervisors’ Relationships With Subordinates on Employability and Job Satisfaction of Public Organizations’ Workers

Validation of a Brief Form of the Supervisory Working Alliance Inventory

The Supervisory Working Alliance Inventory–Trainee Form (SWAI-T) is among the most frequently used instruments for measuring the quality of supervisor–supervisee relationships within counselor supervision. Although the full-scale SWAI-T instrument has proven utility, there are instances when a shorter form may be useful for research and field applications. The current study used secondary data from a pair of cross-sectional studies to test the utility of a brief form of the SWAI-T in a two-step process: (a) reduction of the SWAI-T based on item analyses from an electronic survey of 87 rehabilitation counselors working in a Western state vocational rehabilitation agency and (b) an initial validation study of the instrument using electronic survey responses from a national sample of 228 rehabilitation counselors working in private rehabilitation. The resultant 5-item scale showed evidence of high internal consistency, convergent validity, and minimal differences in psychometric properties relative to the full-scale instrument. An abbreviated supervisory working alliance scale offers practical advantages for select research purposes and for continuous evaluation of supervisory relationships in field environments.

Students’ Perceptions of Supervisory Qualities: What do Students want? What do they believe they receive?

Aim/Purpose: This paper explores students’ perceptions of qualities they believe their ideal supervisor should possess as well as those they see as characterizing their current and past supervisors. Background: Over more than three decades, multiple cultural contexts and diverse methodologies, research studies have demonstrated that what person related human qualities in postgraduate research supervision have greater valence for students than does discipline/research expertise. This paper probes why this might be so. Methodology: Across 15 Australian universities and all disciplines 698 students participated in an opt-in online survey which invited students to provide descriptors of their supervisors’ qualities as well as those of their ideal supervisor. The survey was student centred in that it required them to nominate the qualities of their supervisor/s rather than asking them to respond to statements about supervisors/supervision on a Likert scale. Contribution: This research which was designed to allow students to characterise their actual supervisors and their ideal supervisor in an unconstrained and anonymous way demonstrated their dominant valuing of, firstly, human traits consistent with emotional intelligence and, secondly, the professional aspects of supervision especially in relation to research process. In providing a snapshot of the janus face of supervision, these uniquely student generated perspectives on supervisory qualities provide data not only supportive of previous studies with very different methodologies but also with implications for supervisor development programs and supervisor benchmarking within universities. Findings: The resultant student initiated perceptions of positive and negative qualities of supervisors support the findings of other studies which show that students value and seek cognitive and affective person related qualities in supervisors over discipline/research expertise qualities. For 25 percent of the sample there were no qualities in common between their principal supervisor and their ideal; this increased to 50 percent with one quality in common. Recommendations for Practitioners: In developing and honing individual philosophies of supervision, supervisors should reflect, for example, upon the ways in which they present to and interact with students as individuals, their availability to students, their interest in students' research and career development. Those delivering supervisor development programs should consider the balance in such programs between process- oriented material and human interaction strategies. Recommendation for Researchers: Research in the doctoral space has tended to be summative as in post completion evaluations of the experience or cross-sectional sampling of experience or what is valued as in the current study. Longitudinal research which samples perspectives both within and beyond candidature is needed. This should thus encompass the experiences of those who complete and those who do not over a period of perhaps six years. Impact on Society: Globally since the late 1990s, universities have initiated doctoral training programs and codes of conduct pertaining to the supervisory relationship yet evidence suggests that supervision issues remain vexatious. The sector thus needs to address the efficacy of such programs in ameliorating issues raised by students. The silent acknowledgement of late stage doctoral attrition – and the lack of follow up as to the complex interrelationship of factors prompting such a personally difficult and societally wasteful decision – remains a besetting problem for the sector. Future Research: Two critical issues would usefully guide future research in the doctoral education space. Firstly, the ultimate efficacy of supervisor development programs requires evaluation and follow up. Secondly, the perspectives of those who exit the PhD process virtually without trace need to be investigated and evaluated for policy implications. Further some respondents in this study had supervisory roles themselves and the qualities they attributed to self as supervisor were closer to the ideal than those of real supervisors. This suggests that a more extensive investigation of how supervisors see themselves in the supervisory role would be useful as such research would potentially impact on the nature of supervisor development programs in the future.

Work-related threats and violence in human service sectors: The importance of the psycho-social work environment examined in a multilevel prospective study.

Threats and violence at work are major concerns for employees in many human service sectors. The prevention of work-related violence is a major challenge for employees and management. The purpose of this study was to identify prospective associations between psycho-social work environment and work-related threats and violence in four high risk human service sectors. Questionnaire data was collected from 3011 employees working at psychiatric wards, in the elder sector, in the Prison and Probation Service and at Special Schools. Associations between psycho-social work environment and work-related violence and threats were then studied using a one-year follow-up design and multilevel logistic regression analyses. The analyses showed that quantitative demands, high emotional demands, low level of influence over own work-situation, low predictability, low rewards at work, low role clarity, many role conflicts, many work-family conflicts and low organizational justice had statistically significant associations with high levels of work-related threats. Furthermore, high emotional demands, low predictability, low role clarity, many role conflicts, many work-family conflicts, low supervisor quality and low support from nearest supervisor had statistically significant associations with high levels of work-related violence. Finally, across the four sectors both similar and different associations between psycho-social work environment and work-related violence and threats were found. The results of the study underline the importance of including the psycho-social work environment as a supplement to existing violence prevention methods and interventions aimed at reducing work-related violence and threats.

Provided Leadership and Selected Outcomes of Trainings in Public Organizations

Trainings as well as their impact on employability and employees’ performance have been the subject of interest of theoreticians and practitioners of management for a long time. However, according to the literature study, the outcomes of employees’ trainings also depend on the applied style of leadership as well as on the quality of relationships between supervisors and subordinates. This paper tries to answer the question: what are the relationships between transformational leadership, the quality of supervisors’ relationships with subordinates, employees’ trainings and employability, employees’ quality and effort of work in public organizations? This aim will be achieved by presenting the results of literature study and empirical research carried out in public organizations. <font size="2"><sup>1</sup>The research project has been financed with the funds of the National Centre for Science granted under the Decision No. DEC‑2013/11/B/HS4/00561.</font>

Is adhering to justice rules enough? The role of charismatic qualities in perceptions of supervisors’ overall fairness

Our study challenges the consensus that perceptions of overall fairness are driven solely by adherence to justice rules—that “what seems fair” depends solely on “what seems just.” Building on emerging theorizing on incidental affect and fairness appraisals, we argue that charismatic qualities of supervisors can predict employee perceptions of overall fairness, even when controlling for supervisors’ justice rule adherence. We develop theory for how and when charismatic qualities could exert such effects by drawing on existing models of affect and by introducing a new construct—event frequency—that captures how frequently supervisors make resource allocation decisions. The results of a field study suggest that supervisor charismatic qualities predict overall fairness by arousing positive affect that colors fairness perceptions. The effects of charismatic qualities become stronger as decision events become more frequent, presumably because the information processing associated with those events provides additional opportunities for fairness to be infused with affect.

Applied Sport Psychology Supervision Experience: A Qualitative Analysis

We examined the supervision experience of graduate trainees in applied sport psychology. Semistructured interviews conducted with sport psychology trainees were analyzed through the use of consensual qualitative research methodology. Three domains emerged from the analysis: programmatic factors, supervision process, and supervision content. The results provide insights (e.g., desired supervisor qualities) into the aspects of supervision that trainees feel address their needs, as well as instances in which the supervision experience could be improved. The findings may have implications (e.g., areas of potential growth for sport psychology supervision) for future research directions on supervision in applied sport psychology and could offer potential areas of consideration for current supervisors.

An innovative on-call system for paediatric residency programs: The alternate night float.

Night-float systems, in which residents work consecutive nights, have been increasingly adopted in paediatric programs, but may be detrimental to residents' sleep and mood. To describe the self-reported impact of a novel system consisting of two consecutive weeks of 16 h overnight shifts every second day that was piloted at the Children's Hospital of Eastern Ontario (Ottawa, Ontario). A survey of 28 senior paediatric residents examined their experience with the alternate night-float system in three domains (patient care, resident professional development and well-being) and their comparison of the system with the traditional overnight on-call system. Twenty-six of 28 residents responded. Nearly all (96%) felt familiar with important details of inpatients and that handover was effective (92%). Results were mixed for professional development, with concerns about the quality of supervisors' feedback and perceived difficulty in attending daytime teaching. All residents believed that the night-float system provided a better learning experience compared with the traditional system. Less than 35% considered fatigue to be a notable problem, although 20% increased use of sleep aids or stimulants beyond their typical use. Ninety-six percent believed their workload was appropriate. All residents felt equally or less fatigued under the night-float system compared with the traditional system. Ninety-six percent recommended that the night-float model continue as the on-call system. This novel night-float system is an alternative method of providing paediatric inpatient night coverage because it meets duty hour regulations and has strong resident approval. Studies to examine its impact on residents and patient care in comparison with other systems are warranted.

Research studies and active learning promoting professional competences in Finnish teacher education

The purpose of this study is to investigate how student teachers benefit from authentic researcher experiences as part of their pre-service education. The data were collected by electronic questionnaires (n = 287) at two Finnish Universities. Teacher education programs guided student teachers to use and conduct research in the teaching profession. The results indicate that student teachers value research experiences. Research studies promoted professional competences and supported students' growth toward evidence-based practice and 21st century skills. Active learning experiences reinforced this positive effect. The implementation of research studies, quality of supervisors and integration with other studies were crucial.

Supervisor–Subordinate Relationship, Differentiation, and Employee Creativity: A Self‐Categorization Perspective

AbstractThis study seeks to explore the effect of the quality of supervisor–subordinate relationship (i.e., leader–member exchange; LMX) on employee creativity by examining a moderated‐mediation model. The model focuses on the mediating role of perceived insider status and the moderating role of perceived LMX differentiation in influencing the mediation. Using a time‐lagged research design, we collected data from 358 supervisor–subordinate dyads in a large Chinese diversified company. As predicated, we found that (a) perceived insider status mediated the positive relationship between LMX and employee creativity; and (b) perceived LMX differentiation moderated the strength of the mediated relationship between LMX and employee creativity via perceived insider status, such that the mediated relationship is stronger under high‐perceived LMX differentiation than under low‐perceived LMX differentiation.

Learning experiences of oral hygiene students in the clinical environment

To determine how students used daily and term-based clinical assessment tools, students' experience of clinical teaching and clinical assessment. This was a descriptive, cross-sectional study. The study population included final-year Degree in Oral Health (BOH) students (n = 34). Data were collected by means of a self-administered questionnaire using open- and closed-ended questions. The response rate was 85% (n = 29). Respondents reported that term-based assessment tools were more useful than daily assessment tools in preparing for clinical sessions, in guiding their patient management and as a reflection of their competence. Factors influencing student experiences include authentic learning opportunities such as performing a variety of procedures, patient appreciation and positive reinforcement from supervisors; consistent and appropriate feedback on their performance, feedback in the presence of a patient; supervisor qualities of being patient, respectful, non-threatening and being positive role models; and organizational aspects such as punctuality and availability of supervisors. Inconsistencies were found in student experiences in terms of the quality of feedback received. Assessment experiences include inconsistency between supervisors and not being informed of assessment scores. Regular verbal feedback or being appraised of their assessment scores was reported more frequently for term-based assessment (77%) than for daily assessment (27%). The results of this study suggest that a blueprint defining assessment as a means to drive student learning is inadequate. A more comprehensive approach encompassing all the parameters that impact the learning process may be more useful.

Online supervision: a theory of supervisors’ strategic communicative influence on student dissertations

Online supervision mainly focuses on written communication and electronic drafts, while offline supervision comprises physical and social clues, verbal communication, and drafts of texts. This article focuses on supervisors’ written online communication about drafts of undergraduate student dissertations. Theoretically, these utterances form part of the communicative exchanges performed in the practice of supervision. This means that supervision is an emergent phenomenon that relates to its past, current, and future states. The setting was a dissertation course within a bachelor programme in behavioural science. The data consists of 423 utterances from four supervisors. The utterances were analysed and categorised, and the results show different qualities and degrees of identifications in the supervisors’ communicated utterances. The study shows that the quality of supervisors’ utterances embraces the difference between the application of comments, points of view, instructions, and questions. This implicates the importance of supervisors’ awareness of the nature and the combination of their utterances if they want to increase the student autonomy when supervising online.

How do postgraduate GP trainees regulate their learning and what helps and hinders them? A qualitative study

BackgroundSelf-regulation is essential for professional development. It involves monitoring of performance, identifying domains for improvement, undertaking learning activities, applying newly learned knowledge and skills and self-assessing performance. Since self-assessment alone is ineffective in identifying weaknesses, learners should seek external feedback too. Externally regulated educational interventions, like reflection, learning portfolios, assessments and progress meetings, are increasingly used to scaffold self-regulation.The aim of this study is to explore how postgraduate trainees regulate their learning in the workplace, how external regulation promotes self-regulation and which elements facilitate or impede self-regulation and learning.MethodsIn a qualitative study with a phenomenologic approach we interviewed first- and third-year GP trainees from two universities in the Netherlands. Twenty-one verbatim transcripts were coded. Through iterative discussion the researchers agreed on the interpretation of the data and saturation was reached.ResultsTrainees used a short and a long self-regulation loop. The short loop took one week at most and was focused on problems that were easy to resolve and needed minor learning activities. The long loop was focused on complex or recurring problems needing multiple and planned longitudinal learning activities. External assessments and formal training affected the long but not the short loop. The supervisor had a facilitating role in both loops. Self-confidence was used to gauge competence.Elements influencing self-regulation were classified into three dimensions: personal (strong motivation to become a good doctor), interpersonal (stimulation from others) and contextual (organizational and educational features).ConclusionsTrainees did purposefully self-regulate their learning. Learning in the short loop may not be visible to others. Trainees should be encouraged to actively seek and use external feedback in both loops. An important question for further research is which educational interventions might be used to scaffold learning in the short loop. Investing in supervisor quality remains important, since they are close to trainee learning in both loops.

Optimising Quality of Care and Well-being through Work Engagement: A Study with Midwives

The present study sought to examine the role of employee engagement in the quality of care delivered within midwifery units as well as links between engagement and mental well-being. Questionnaires consisting of standardised measures were distributed through the wards in two large maternity hospitals. This resulted in a total sample of 168 midwives and nurses, representing about 40% of the total midwifery population within the two hospitals. Structural Equation Modelling analysis revealed a best-fit model that demonstrated engagement to be a significant partial mediator between supervisor quality and quality of care and between social support from colleagues and mental well-being. Together, supervisor quality, social support and professional commitment, mediated by engagement, explained 51% of the variance in quality of care at the unit level and 43% of variance in mental well-being (÷2 (28)= 32.6, p = .25, CFI=.993, RMSEA = .03). This study provides compelling evidence for the importance of individual le...

Leader–member exchange (LMX), job autonomy, and creative work involvement

Researchers have claimed that high quality of supervisor–employee relationships (i.e., leader–member exchange; LMX) fosters creativity at work. Moreover, researchers have acknowledged that this relationship is not clear-cut but rather complex. The present study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship. Longitudinal field survey data (N=144) collected in a high-technology firm revealed a positive association between LMX and creative work involvement and confirmed our assumptions on the moderating role of job autonomy. The positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy. Our findings point to the importance of considering the interplay of both, the leader–member relationship and job design issues for increasing employees' creative work involvement.

Developments in research supervisor training: causes and responses

Within the overall theme of this special issue of re-theorising doctoral education, this article examines the outcomes of a policy adjustment in a centralised higher education system, and its impact on research supervision practices. Using Australian doctoral programs as a case study, the focus here is the rethinking of research supervision, and the training and education of supervisors, as a response to various policy, social and educational changes by the Australian government: in particular, to funding formulae and criteria. Following a brief discussion of developments in Australian government policy related to doctoral education in the past 10–15 years, the article addresses the literature that argues the link between the quality of research supervision and candidate completion times and rates, and candidate satisfaction ratings of supervision. Given the explicit link between supervisor quality and completion, a sample of eight Australian universities' programs for supervisors was analysed to see what pedagogical and theoretical issues the universities considered important to address with their supervisory staff as a means of improving quality. The findings suggest that the universities in the sample had, over the period 2000–2010, introduced a considerable range of workshops and seminars for research supervisors. The most common aspects of the programs included supervisor/student relationships; clarification of various expectations; milestones and monitoring progress; roles and responsibilities of supervisors, candidates and institutions, and policies.