Superior-subordinate Relationship Research Articles

The Effect of Employee Engagement, Job Satisfaction, and Superior-Subordinate Relationships on the Desire to Change Job and its Implications in Employee Resignation

Purpose: This research aimed at (1) analyze the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; (2) analyze the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation.
  
 Material and Method: This research was a quantitative research design. The sources of data used were primary data and secondary data. The sample used was health workers’ employees (doctors, nurses, midwives, analysts and pharmacists) in a private hospital in Denpasar, totaling 83 people. The data collection technique used was a questionnaire. While, the data analysis technique used was Partial Least Square (PLS).
  
 Findings: The result of this research showed that (1) work engagement has a negative and significant effect on employees' desire to change jobs; (2) Job satisfaction has a negative and significant effect on employees' desire to change jobs; (3) The relationship between superiors and subordinates has a negative and significant effect on employees' desire to change jobs; (4) Desire to change jobs has a positive and significant effect on employee resignation; (5) Work engagement has a negative and significant effect on employee resignation; (6) Job satisfaction has a negative and significant effect on employee resignation; (7) The relationship between superiors and subordinates has a negative and significant effect on employee resignation.
  
 Research practical & Social Implication: This implication is to give understanding the effect of work engagement, job satisfaction and superior-subordinate relations on the desire to change jobs; the effect of the desire to change jobs, work engagement, job satisfaction and the relationship between superiors and subordinates on employee resignation.
  
 Originality/value: The phenomenon of employee resignation is also faced by a private hospital (RS) in the Denpasar city every year. The phenomenon that occurs is the high level of desire to change jobs. The high rate of employee resignation is a serious problem in this private hospital, the management has invested a lot of money for various costs such as education, training and so on which is basically to increase employees’ knowledge and skills.

Does Leader-Member Exchange (LMX) Ambivalence Influence Employees' Constructive Deviance?

The ambivalent experience of superior-subordinate relationships is widespread in organisations and has gradually become an important factor influencing employees to actively engage in extra-role behaviours. However, employees' constructive deviance is extremely important for organisational development as they are important extra-role behaviours for organisational innovation and change. Owing that academic research on the antecedents of employees' constructive extra-role behaviours has lacked attention to individual emotional variables such as the leader-member exchange ambivalence, by drawing on self-control resource theory and social cognitive theory, this study examined the effects of leader-member exchange ambivalence on employees' constructive deviance, as well as the role of ego depletion and role-breadth self-efficacy. Based on a two-point questionnaire survey of 332 employees from different industries in China, the study tested hypotheses with SPSS 27 and AMOS 27 and found that the more leader-member exchange ambivalence, the less likely they were to engage in employees' constructive deviance, leader-member exchange ambivalence affected employees' constructive deviance through ego depletion, and when role-breadth self-efficacy is high, the lower the ego depletion of employees with leader-member exchange ambivalence, the more likely they are to engage in employees' constructive deviance. This study is intended to guide organisations to pay attention to the problem of individual internal conflict arising from superior-subordinate relationships, to remove the barriers to constructive transgression by individuals, and to truly exploit the innovative capacity of individual organisations. The study suggests that managers should pay attention to the negative effects of employees' perceived ambivalent experiences of supervisor-subordinate relationships, maintain consistency, and build positive social exchange relationships with their employees. Organisations should strengthen the training of leaders and employees to eliminate the serious internal attrition that organisations face from social network relationships. And employees should face the limitations of resources and reduce dependence on the leader-member exchange relationship as the dependence for their work attitudes and behaviours.

Problems of dependence of local self-government bodies on territorial administration in the RA / Проблемы зависимости органов местного самоуправления от региональных органов власти в РА

An important issue is to clarify the relationships between different levels of management. The nature of the relationship between the central government and local governments mainly comes down to control-partnership. However, in reality they have the nature of a superior-subordinate relationship. Partnership relations are still very weak. As part of the article, we discussed the main reasons for the dependence of local governments on regional authorities and ways to solve them.

REMOTE WORKING: A TREND OR A MUST?

The study of remote working's impact on the superior-subordinate relationship reveals that it is essentially creating a new model of the modern workplace. Considering the current worldwide pandemic caused by the COVID-19 disease, the need of teleworking has become even more crucial for companies' continued existence. We conducted our research on Lebanese SMEs because of how they have evolved over the last several years in light of local realities. Researchers utilized a method other than random sampling while studying 420 remote professionals. Most employees (70%) gave their complete and honest answers. The poll included respondents from different Small-Medium Enterprises. However, 83% of the respondents were female and 17% were male. Respondents' personal information was not given any consideration and their responses were kept anonymous. SPSS was used to analyze the collected data and generate results. Workers highly appreciate the support they get from their line managers and top management, which ties all three of these beliefs together. A global pandemic's influence on Lebanon's economy and workforce is felt by everyone, from CEOs and managers to employees. It is during these times that attention changes to workers, who would perform better if they were acquainted with the ways of their workplaces.

A Weapon is No Subordinate

Abstract The doctrine of superior responsibility is occasionally presented as a potential solution to the ‘responsibility gap’ allegedly created when the employment of autonomous weapon systems (AWS) results in violations of international humanitarian law, which would amount to war crimes. This article analyses several challenges to the applicability of the doctrine of superior responsibility in these circumstances. In fact, superior responsibility is premised on the existence of a superior–subordinate relationship between individuals. The type of control required for this relationship to exist is different from the kind of control exercised over weapons, including AWS. Additionally, the doctrine requires the commission of an underlying crime in all its elements by a punishable subordinate. Nonetheless, superior responsibility remains a useful framework to demarcate the scope of the supervisory duties of the superior in relation to the prevention of war crimes. Understanding the limitations of this doctrine will be important in guiding the discussions concerning the level of human control that should be retained over AWS.

Charismatic leadership accountability under international criminal law

Existing modes of liability in international law have been derived from the experiences of the Holocaust and the Nuremberg Trials. Since then, international criminal responsibility has developed in how it addresses and responds to international crimes, albeit primarily in the context of warfare characterised by well-organised hierarchical structures where leaders possess a defined scope of influence and ‘effective control’ over their subordinates. Charismatic leadership breaks down this strict understanding of organisations and ‘effective control’ and demonstrates the need for a broader understanding of international criminal liability. It introduces scenarios where despite the absence of a formal, hierarchical organisation or superior–subordinate relationship, the leader plays a determining role in crime commission and directly and effectively shapes their subordinates’ behaviours. This article examines whether such situations are captured by the existing framework for leaders’ liability under international criminal law, using Colombian ex-president Álvaro Uribe Vélez and the crimes committed during and after his presidency as a case study. In doing so, the article underlines the tensions and shortcomings of the current modes of liability when seeking accountability of charismatic leaders while stressing the need to reconceptualise and revisit classic modes of liability to answer to less formalised leadership styles.

The Effect of Work Capability, Superior-Subordinate Relationships and Work Situation on Job Performance in Bank Syariah Indonesia, Medan Raya Area with Job Satisfaction as an Intervening Variable

This study aims to investigate the effects of work ability, relationship between superiors and subordinates, and work situation on job satisfaction and performance at Bank Syariah Indonesia, Medan Raya Area. This type of study is quantitative in nature and has an associative focus. This study used a saturated sample; the whole population was sampled, including as many as 42 employees of Bank Syariah Indonesia, Medan Raya Area, who held officer or supervisory level positions. The findings of this study indicate that all ten hypotheses about seven direct and three indirect relationships were shown to have a significant effect. The conclusions and suggestions are presented at the end of this paper. Keywords: Work Capability, Superior-Subordinate Relationships, Job Satisfaction, Job Performance.

Superiors’ Participatory Management Behaviour: Perception of Agriculture Officers in Banking Sector

The quality of the superior-subordinate relationship can significantly impact various aspects of participatory management behaviour. The study was conducted in 2022 to assess the superiors’ behaviour as perceived by a randomly selected 180 agriculture officers working in public sector banks in the state of West Bengal. Superiors’ behaviour was assessed based on the four domains; motivation, communication, coordination, and empathy which included 20 aspects on which responses of the selected agriculture officers were obtained on a 5-point continuum scale. Superiors’ behavioural characteristics were derived by mean perception score. Superiors’ motivating nature was found to be most admired by the respondents. Using ANOVA and post hoc tests, significant differences were identified between the groups of agriculture officers categorised based on the job experience in the banks with respect to various dimensions of superiors’ behaviour. Respondents with experience of >10 years perceived overall superiors’ behaviour lowly (68.49) as compared to the other two groups with experience of up to five years (75.86) and >5-10 years (75.27), respectively. Such differences based on experience need to be addressed to create a more cohesive and thriving work environment for the agriculture officers in the banking sector to provide better financial assistance to the farmers.

Empowerment and the quality of superior-subordinate relationships in the international business environment

The aim of this paper is to identify and explore nature of superior-subordinate relationship and the different uses of empowerment in organizations where employees and managers are of different nationalities. The hypothesis formulated in the study was that a correct relationship fosters empowerment, but this is conditioned by whether or not the work environment is an international one. The research was conducted using the CAWI technique on a non-randomly selected sample of 277 respondents, and confirms a positive correlation between empowerment and the quality of relationships, and also between empowerment and the type of relationship. Moreover, the perception of relationships is modified when an international working environment is considered. In all models, the formal relationship proves to be an irrelevant factor in the use of empowerment. As far as the origin of the superior is concerned, when the superior is a foreigner, the quality, and not the type of the relationship, is the crucial factor. However, an informal relationship becomes important when there are no foreigners. This may cause certain threats in a situation where the company expands internationally.

The relationship of the leader member exchange mediated by the perception of romantic relationships at workplace

 This study aims to examine the relationship between Leader-Member Exchange (quality of the direct leader-subordinate relationship) with Motivation and Commitment mediated by the Perception of Romance in the workplace. This analysis uses the dependent variable (commitment and motivation) and the independent variable (LMX (quality of direct superior-subordinate relationship) and perceptions of romantic relationships at work). The sampling method used in this study used a purposive sample distributed to all employees in the South Jakarta Area, with an unknown population and SEM sampling with the gameshow formula with a sample size of 100 respondents. The data analysis method in this study used Partial Least Square (PLS), with Smart PLS running on computer media. The results of this study show that all variables are valid and reliable. Thus, the superior-subordinate relationship also positively impacts the perception of romantic relationships in the workplace. Interestingly, LMX towards commitment and motivation mediated by perception of romantic relationship has a positive impact but is not significant. Therefore, this study suggests that the company arrange a clause or policy regarding the relationship between employees.

SALARY AND BENEFITS ADMINISTRATION TOWARDS JOB SATISFACTION AMONG FACULTY MEMBERS IN THE PRIVATE JUNIOR HIGH SCHOOLS OF MALABANG, LANAO DEL SUR

This study identified the personal profile, employees‟ benefits, perception of the employees on the adequacy and equitability of their salaries, and the level of job satisfaction of the faculty members in the private junior high schools of Malabang, Lanao Del Sur. The study was conducted at Malabang, Lanao del Sur. The respondents were the faculty members in the private junior high schools of Malabang, Lanao Del Sur. The findings of this study revealed that in terms of the profile of the respondents, the majority of them were young, female, single, at least college graduate, contractual employees, receiving the minimum wage prescribed under the BARMM Law. As to the benefits enjoyed by the faculty members, they almost received the monetary benefits and only a few on the non monetary benefits except for the Ramadhan bonus and hazard pay. In terms of the perception of the respondents on the adequacy and equitability of their salaries, they all agreed on the phrases stated in the questionnaire. The findings as to the level of job satisfaction in terms of “Job Status” revealed an overall mean score of 3.07, interpreted as “satisfied”; in terms of “Benefits Received”, the variable obtained a mean score of 2.40, interpreted as “unsatisfied”; as to “Basic Needs Fulfilment” it obtained an overall mean score of 3.0, interpreted “unsatisfied”; “Superior-subordinate Relations” obtained an overall mean score of 2.98, interpreted “unsatisfied”; Also “Advancement and Growth” obtained an overall mean score of 2.88, interpreted “unsatisfied”; “Teaching Experience” obtained an overall mean score of 2.93, interpreted “unsatisfied”. Some implications on policy formulation can be deduced from the findings of the study. Firstly, they want a salary increase and most of them are unsatisfied with the new minimum wage order provided under BARMM No. 01; secondly, they recommended additional benefits such as Summer pay, Ramadhan bonus,Christmas bonus, Cost of Living Allowance, Hazard pay, and Retirement benefits to allow them to meet both ends in this time of economic crisis. Policies on salary and benefits in private junior high schools should be seriously coordinated with the DepEd for additional subsidies for the faculty members. It is recommended that attention and immediate action should be given on the adequacy and equitability of salary. Setting up policies regarding salary is one way that the administration must do. Also conducting an evaluative survey on wage and salary scheme implementation is another way. This is to know whether these faculties are satisfied of the salary they received. It is also recommended that teachers in private junior high schools should enjoy some privileges besides their tenure of office such as Additional Benefits (Summer pay, Ramadhan bonus, Christmas bonus, Cost of Living Allowance, Hazard pay, and Retirement benefits), Private school should invest in the teachers growth and development, both faculty and administrators should endeavour to improve their educational attainment and attendance in seminars and training. They should at least earn a master's degree; the Government should also provide additional financial as a subsidy to the faculty employees in the private junior high schools.

The Airblue Flight 202: Communication and Decision Making in Crisis

The case study on Airblue chronicles the events that led to the biggest plane crash in the aviation history of Pakistan. Airblue flight 202 destined from Karachi to Islamabad crashed while attempting to land under adverse weather conditions. The flight carried 146 passengers and 6 crew members; all died in the crash. Later investigations identified gross errors in judgment and decision making by the cockpit crew and unprofessional attitude as the sole cause of the crash. The case study documents the events that unfolded prior to the crash and identifies a number of major factors that are important while communicating and making decisions under critical situations. It touches upon the themes of superior-subordinate communication and relationships, empowerment, sense of responsibility under life-threatening situations, making sense of crises, the role of initiative, self-confidence, and reliance on others. The case is suitable to be taught on topics dealing with communication, decision making, teamwork, and leadership in crises, at the graduate level (MBA) and in executive training courses on team building, leadership and crisis management. It highlights the situations which emerge as crises and where teamwork is paramount for the effective achievement of goals. Furthermore, it focuses on the possible relapses when effective teamwork and communication are not in play.

Orientasi Perilaku Dominan dalam Praktik Kepemimpinan di Pondok Pesantren

This study discusses leadership practices at the Pondok Pesantren Darussalam Sumbersari Kencong, Kepung Kediri. This study uses a qualitative method with a phenomenological approach based on the phenomenon of the rise of adults returning to learning to read the Qur'an. Data mining techniques used interviews with Islamic boarding school caregivers and several administrators. As reinforcement, the researchers conducted documentation and field observations. The results indicate that the leadership of the Darussalam Islamic Boarding School Sumbersari Kencong Kepung Kediri has a relatively high intensity of attention to people and tends to be oriented towards superior-subordinate relationships. The culture at Darussalam Islamic Boarding School Sumbersari Kencong Kepung Kediri prioritizes taste responsibility. It does not prioritize results as long as it is a blessing so that employees are more ta'dim.

Brief Acceptance Commitment Therapy (B-ACT) Kelompok untuk Menurunkan Gejala Stres Kerja pada Pekerja Sosial

There are several sources of stress that social workers probably have, which are heavy workload, conflict in superior-subordinate relationships and family problems. The main purpose of this study was to see the effect of group based brief acceptance commitment therapy (B-ACT) in reducing work stress. The design of study used a pretest-posttest one group design. The subjects involved in this study were seven workers at a nursing home. The data were obtained through interviews, observation, and questionnaires. Statistical analysis using Wilcoxon Signed-Rank Test indicated that B-ACT is not significantly effective in reducing work stress. However, a trend of positive improvement was observed, indicating the potential benefit of B-ACT for reducing work stress in social workers. Limitations of this study are explained in the discussion section.

Articulated dissent and immediacy: a cross-national analysis of the effects of COVID-19 lockdowns

PurposeIn the midst of the COVID-19 pandemic, this study aims to explore how working remotely might impact the superior–subordinate relationship. Specifically, this study examines how immediacy explains articulated dissent, considers how an individual’s attitudes toward online communication predicts immediacy and articulated dissent and compares these relationships in England, Australia and the USA.Design/methodology/approachThree nations were examined: Australia, England and the USA (n = 1,776). Surveys included demographic questions and the following measures: organizational dissent scale, perceived immediacy measure, computer-mediated immediate behaviors measure and measure of online communication attitude.FindingsThe results reveal supervisors’ computer-mediated immediate behaviors and perceived immediacy both positively predict dissent. Some aspects of online communication attitudes positively predict computer-mediated immediate behaviors and perceived immediacy. In addition, attitudes toward online communication positively predict dissent. National culture influences some of these relationships; in each case the effects were substantively larger for the USA when compared to the other nations.Originality/valueThis study is the first to cross-culturally analyze dissent and immediacy. In addition, this study considers the extent to which the COVID-19 pandemic influences the superior–subordinate relationship.

Computer-mediated immediate behaviors and their impact on structural divergence in superior-subordinate relationships

ABSTRACT The COVID-19 pandemic brought about significant changes in how people communicate with, and participate in, organizations. This study used structurational divergence to explore the extent to which, during the time of COVID-19, organizational members experienced communication tensions between superiors and subordinates. This study of 956 participants’ experiences suggests that, during a time of upheaval when there is less opportunity for face-to-face communication, supervisors must be cognizant of their use of computer-mediated immediate behaviors. If they do this well, they can ameliorate subordinates’ experiences of structural divergence and reduced efficacy of organizations.

İZMİR BÜYÜKŞEHİR BELEDİYESİ İTFAİYE DAİRESİ BAŞKANLIĞININ AFETLERDE ETKİNLİK KAPASİTESİNİN DEĞERLENDİRİLMESİ

Araştırmanın temel amacı İzmir Büyükşehir Belediyesi İtfaiye Dairesi Başkanlığının afet 
 süreçlerindeki etkinlik kapasitesinin ölçülmesi ve bu yolla toplumsal dirençliliğin arttırılmasına katkı 
 sağlamaktır. Bu amaç doğrultusunda çalışmada ulusal ve uluslararası afet ve itfaiye terminolojisi 
 açıklandıktan sonra İzmir Büyükşehir Belediyesi İtfaiye Daire Başkanlığının mevcut durumu üzerinde 
 durulmuştur. Çalışmanın son bölümünde ise daire başkanlığı bünyesinde aktif olarak çalışmakta olan 
 ve en az bir afet olayında görev alan itfaiye personelleriyle kurum içerisinde yer alan eksikliklerin 
 tespiti amacıyla yapılan mülakat görüşmesinin çıktılarına yer verilmiştir. Çalışma nitel araştırma 
 yöntemi olarak kabul edilen yapılandırılmış mülakat yöntemine dayandırılmıştır. 
 Çalışmada itfaiye personelleri tarafından ifade edilen sorunların başında liyakatsiz personel 
 alımı, iletişim, personel ve diğer kurumlarla olan koordinasyon eksikliği gelmektedir. Bu eksikliklerin
 itfaiye teşkilatı kaynaklarının etkin ve verimli kullanılmasındaki engellerin başında geldiği sonucuna
 varılmıştır. Büyük zararların meydana geldiği afetler sonrası yaşanan ruhsal sorunlar, müdahale 
 sürecinde personellerin kişisel ihtiyaçlarının karşılanmasında yaşanılan eksiklikler ve üst ast 
 ilişkilerinin etkin yürütülememesi personeller tarafından üzerinde durulan diğer eksiklerdir. 
 Uzmanlığı ön plana çıkartan eğitim planlaması, liyakata dayalı personel alımı ve yükselme 
 standartlarının belirlenip objektif olarak uygulanması, afet süreçlerinde etkin kurumların işbirliğini 
 geliştirecek faaliyetlerin arttırılması, belediye bütçesinin doğru yönetilmesi ve görevli personelin 
 görev tanımlarının önceden belirlenmesi sorunların çözümünde önerilen yöntemlerin başında 
 gelmektedir.

The First Element of Command Responsibility - The Existence of the Relationship of Superior - Subordinate In the International Customary Law

Proper understanding of the constitutive elements of the command responsibility is the key to its proper application in practice, and the relationship between superior and subordinate as well as effective control is certainly one of the more complex issues that is insufficiently elaborated in the professional public and the public at large. The constitutive elements of the superior's command responsibility have their roots in the customary international law. One of these elements, without which there is no command responsibility of the superior, is the existence of a superior-subordinate relationship, which at its core implies existence of the effective control of the superior over the subordinate. The ad hoc tribunals of the former Yugoslavia and Rwanda paid particular attention to interpretation of this element of command responsibility in their jurisprudence. The goal of the authors is to show the context in which this first element of command responsibility gained "its place" in the international customary law and international conventional law as well as to show how the first element has been interpreted in jurisprudence. Therefore, in the context of this first element, the paper deals with the analysis of customary international law, international agreements and individual decisions of international ad hoc tribunals.  

호텔종사원이 지각한 상사의 감성역량이 이직의도에 미치는 영향에 있어 LMX의 조절효과

This study verified the effect of the emotional competency of the bosses perceived by hotel employees on turnover intention and the moderating effect of LMX in these relationships. As a result, the following results were obtained. First, as a result of verifying the relationship between the emotional competency of the boss on turnover intention, it was found that only the attitude competency of the emotional competency of the boss had a negative effect on the turnover intention. It was found that if the boss is achievement-oriented to seek new opportunities while overcoming difficulties, it is positive in self-awareness and evaluation, and has the ability to control his impulsive emotions, the intention to turnover decreases. Second, as a result of verifying the moderating effect of LMX in the relationship between the boss's emotional competency and turnover intention, it was found that LMX showed a moderating effect in the relationship between the attitude competency and turnover intention among the emotional competency of the boss. In other words, it was found that a higher perception of the boss's attitude capability and a high perception of the LMX at the same time resulted in lower turnover intention. Therefore, it will be necessary to strengthen the attitude competency among the boss's emotional competencies, and to make the superior-subordinate relationship a friendly relationship and the support of the organization.

Kultura organizacyjna jako moderator związków pomiędzy zaufaniem organizacyjnym a jego determinantami i następstwami

The paper includes analysis of the results of field studies conducted among employees of 20 organizations (N=601). The analyses were aimed at determining the impact of organizational culture has on the relationships between the “soft” (psychological and social) factors that characterize them. In particular the impact of organizational culture was considered on the relationship between the antecedents and outcomes of organizational trust. The statistical method used was moderation analysis (Hayes, 2018). The studies were based on a questionnaire that included 13 scales as measures for the variables considered. The analyses provides two main conclusions. The first is for researchers dealing with the soft aspects of the organization’s functioning, especially those related to the role of trust in the organization. The second is addressed to practitioners and relates to the quality of knowledge on employee management. The conclusion for the researchers concerns the need to take into account the specificity of a given organization when describing organizational phenomena. This concerns the tacit factors that go beyond the standard characteristics (industry type, size of the organization, number of employees, etc.), in particular those aspects of the organizational culture related to organizational trust. The failure to do so may lead to inadequate advice for executives regarding the methods used to develop the organization’s potential. The conclusion for practitioners is the need to pay attention to how employees perceive the organizational culture of their company. The omission of this fact may adversely affect the strategy of building a climate of trust, which can lead to a decrease in teamwork quality and a reduction in the superior-subordinate relationship.