Supervisory Behavior Research Articles

Home-Based Telework in Information Technology Companies: Testing of the Effect of Family Supportive Supervisor Behavior and Gender on Employee Innovation

Home-Based Telework in Information Technology Companies: Testing of the Effect of Family Supportive Supervisor Behavior and Gender on Employee Innovation

WILL ABUSIVE SUPERVISION EFFECTON EMPLOYEE TURNOVER, PERFORMANCE AND COMMITMENT? EMOTIONAL EXHAUSTION AS A MEDIATOR

Supervisor behaviors have implications on employee emotion. Ideally, a supervisor can create a conducive working environment that supports the positive psychological states of employees. Emotional exhaustion is one phenomenon that becomes a focus of this study. In this research employee emotion exhaustion can be related to abusive supervision. This study proposes to investigate the relationship among abusive supervision, emotional exhaustion, turnover intention, work performance, and organizational commitment. Emotional exhaustion is treated as a mediator. A total of 161 employees were involved as participants. Results showed that (1) abusive supervision was positively related to emotional exhaustion, (2) emotional exhaustion was positively related to turnover intention, and (3) emotional exhaustion was negatively related to work performance and organizational commitment. In addition, emotional exhaustion could mediate the relationships between the independent variable and the three dependent variables. Contributions of this work are addressed. The limitations of the study were also described.

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction.

While emerging studies pay much attention to the supervisory support-employee performance relationship, the supportive supervisor consequences on employees' attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees' helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees' helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees' loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees' helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3-5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees' helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees' helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees' helping behavior. However, failed to moderate social and affective engagement relationships with employees' helping behaviors.

Potential buffering effect of being a right-hand subordinate on the influence of abusive supervision

PurposeThe purpose of this paper is to borrow the concept of right-hand person as a specific type of work arrangement and propose a moderated mediation model highlighting the important role of work arrangement in affecting the relationship between abusive supervision and subordinate work outcomes.Design/methodology/approachThe authors tested the hypotheses with a sample of 275 supervisor–subordinate dyads in China (68.8% response rate).FindingsResults showed that if the subordinate was a right-hand person of the supervisor, abusive supervision played a relatively weaker role on the subordinates' performance and organizational citizenship behaviors through leader–member exchange (LMX).Practical implicationsAbusive supervision is a major concern in contemporary organizations, and the current research found that work arrangement such as being a right-hand subordinate could buffer its negative effects. This finding indicates that it is important for organizations and supervisors to make clear work and role assignments.Originality/valueAbusive supervision has received a lot of research attention in the past decades. On top of the nature of supervisory abusive behaviors, researchers have investigated its antecedents and consequences. However, little is known concerning the roles of the work arrangement for the subordinate that may affect the impact of abusive supervision on subordinate work outcomes. This study empirically tests that being a right-hand subordinate may weaken the negative effect of abusive supervision on subordinate performance and organizational citizenship behaviors, which highlight the importance of work arrangement in studying abusive supervision.

Why and when surface acting interferes with family functioning: The role of psychological detachment and family-supportive supervisor behaviors.

Emotional labor is a well-documented work stressor that may have important implications for preschool teachers. Integrating conservation of resources theory and the stressors-detachment model, this study seeks to develop a moderated mediation model in which two forms of surface acting (i.e., faked positive emotions and suppressed negative emotions) would be indirectly associated with poor family functioning via psychological detachment, and the indirect association would be moderated by family-supportive supervisor behaviors. This study was investigated among 411 preschool teachers in Chinese society. Results revealed that both faked positive emotions and suppressed negative emotions led to impaired family functioning, and lack of psychological detachment mediated the detrimental effects. The moderated mediation analyses further showed that the mediated path became weaker for preschool teachers received more family-supportive supervisor behaviors. These findings deepen our practical and theoretical understanding of why and when surface acting impacts preschool teachers' family lives.

Integrating the Decision-Making Process in the Work- Family Field: An Action-Based Approach

The aim of this article is to integrate the decision-making process in the work-family field using an action-based approach. Drawing from the theory of Pérez López, we develop a conceptual framework as a way of understanding the internal decision-making process among managers in the work-family field. We use the core concepts of his theory, motivational structure, and motivation learning, and link them with caregiving ambition and family-supportive supervisor behaviors to build our framework. This iterative model illustrates how motivational factors influence caregiving ambition and family-supportive supervisor behaviors from which motivation learning is derived, and future decisions are constantly shaped.

Anti-Black racism in clinical supervision: asynchronous simulated encounters facilitate reflective practice

Background Racist interactions in clinical practice remain a pervasive reality for Black healthcare providers. We sought to develop a framework to inform supervisors’ actions when confronting racism in clinical practice and protecting trainees under their oversight. Methods We conducted a prospective study in which experienced supervisors responded to seven short, videotaped interactions between: 1) Black trainees and a simulated patient (SP) in a racist role; 2) the trainees and their respective supervisors; and 3) the trainees and their supervisors together with the SP. The clinical exchanges exemplified different types of racist (entrenching) or antiracist (uprooting) behaviors by the supervisors. After viewing each clip, participants wrote their reflections confidentially; they later joined a structured debriefing together. We used thematic analysis to identify supervisors’ behavioral patterns when confronting racist interactions. Results Based on the input of 52 participants recruited into five two-hour-long sessions, we categorized the behaviors of supervisors facing anti-Black racial injuries involving learners under their oversight. We organized supervisor behaviors into five interlocking domains, each with a range of possible themes: 1) Joining: from conciliatory to confrontational in communicating with the aggressor; 2) Explicitness: from avoiding to naming racism; 3) Ownership: from individual to shared responsibility of the event and the response to it; 4) Involving: from excusing to including the aggrieved party when confronting the aggressor; and 5) Stance: from protective to paternalistic in supporting the learner’s autonomy. Conclusions Our qualitative findings can provide a framework for facilitated discussion toward reflective practice among healthcare providers who may have experienced, witnessed, or intervened in anti-Black racist interactions. They can also help medical educators to inform faculty development to fight anti-Black racism in clinical practice. The video materials we developed are available for viewing and download and can be used or adapted as springboards for reflective discussion or faculty development activities.

Novice supervisees’ anxiety in counselling supervision: a phenomenological study

ABSTRACT Anxiety is a factor that affects the supervisee’s learning and professional development process, performance while working with the client, counselling self-efficacy, supervisory relationship, and benefit from supervision. Anxiety, which developmental models accept as a developmental feature of novice supervisees (NS), may arise from the supervisee, factors related to the client, how the supervision process is carried out, and supervisor behaviours. This study aimed to reveal how NS experience anxiety during the supervision process. In this phenomenological study, 10 NS were interviewed. The findings obtained as a result of the content analysis revealed three basic structures as the source of anxiety, indicators of anxiety, and strategies for coping with anxiety. The results provide a framework for supervisors to recognise the anxiety of NS, understand its source, and deal with it effectively.

Reactions from the Dark Side: How Does the Dark Tetrad Affect Responses to Daily Abusive Supervision Today and Tomorrow?

Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive supervision and subordinate responses more fully. We surveyed 102 full-time employees from the U.S. who responded to 932 daily surveys assessing personality, workplace behaviors, and justice perceptions. Daily abuse led to lower perceptions of justice and increased retaliation on the same day, but not the following days. Rather, employees who engaged in workplace deviance more often reported more abusive supervision, potentially as a justification for their behavior. Further, justice perceptions predicted increased reports of abuse, indicating that this may be a circular relationship instead of a unidirectional one. Finally, narcissism exacerbated the relationships explored. These results can be used to implement interventions directed at both supervisor behavior and subordinate perceptions and behaviors.

Why and when family‐supportive supervisor behaviours influence newcomer organizational socialisation

AbstractThis study examines why and when family‐supportive supervisor behaviour (FSSB) influences newcomer organizational socialisation. Specifically, we draw from the social information processing perspective to suggest that FSSB promotes newcomer proactive behaviours and organizational socialisation. We argue that newcomer gender and family motivation moderate the positive effect of FSSB on newcomer proactive behaviours and propose a moderated mediation model and hypothesise that the indirect effect of FSSB on newcomer organizational socialisation via newcomer proactive behaviours is contingent on newcomer gender and family motivation. A time‐lagged study of 202 newcomer–supervisor dyads supports all our hypotheses. We also discuss the theoretical and practical implications of our results.

The company Christmas party and employee happiness

Many companies host an annual Christmas or holiday party which, for many employees, represents a fun, meaningful, and ritualized event closely linked to the organization’s culture. However, the factors that relate to employees’ satisfaction or dissatisfaction with this event, as well as to their positive and negative affect associated with this event, are currently not well understood. Accordingly, the current study aimed to explore how employee characteristics (e.g., demographics, employment characteristics, attitudes), organizational characteristics (i.e., human relations, open systems, rational goal, internal process culture), and event characteristics (e.g., location, activities, heavy drinking, inappropriate behavior of supervisors or colleagues, ritual features) are related to employee happiness. Data were provided by 359 employees from various organizations in Germany, who completed an online survey at the beginning of January 2019. Results showed that a human relations culture, an external location, fun activities, informality, and symbolism predicted higher employee satisfaction with the Christmas party. In contrast, heavy drinking and formality predicted higher dissatisfaction with the Christmas party, and longer organizational tenure, a human relations culture, a speech, providing both alcoholic and non-alcoholic beverages, and symbolism predicted lower dissatisfaction. Furthermore, employee age, organizational identification, involvement in planning, a human relations and an internal process culture, a speech, providing both alcoholic and non-alcoholic beverages, heavy drinking, supervisor and coworker inappropriate behavior, formality, and symbolism were differentially associated with high- and low-arousal positive and negative affect. These findings suggest several directions for future research on company parties and have practical implications for organizations and party planning committees.

Employee's performance and Kaizen events' success: does supervisor behaviour play a moderating role?

PurposeThe study's goal was to identify the factors contributing to the practical completion of Kaizen events (KEs). The effect of the work-study man's characteristics, the supervisor's conduct and the autonomy of the Kaizen team are analysed in this study.Design/methodology/approachData were collected from 249 respondents working in the manufacturing sector in India, mainly those who had been involved in Kaizen projects. Three-step procedures, namely, exploratory factor analysis, confirmatory factor analysis and partial least squares, have been applied to test the research hypotheses through structural equational modelling.FindingsThe exploratory factor analysis extracted in-role performance, creative performance and human aspect as latent variables explaining work-study man's performance (eigenvalue = 1). The study's findings indicate that the performance of work-study man (in-role, creative and human) and supervisors' conduct is directly related to the success of KEs. It was shown that supervisors might influence the outcomes of KEs only by moderating the human aspects. Additionally, the degree of autonomy of the Kaizen team was found having a significant positive relationship with the success of KEs.Practical implicationsThe current study suggests that in-role and creative performance are prime assets of a work-study man. At the same time, the human aspect is a delicate issue that can affect the supervisor's behaviour. Therefore, the study implies that work-study men have the tactics and abilities to work with other co-workers to make a Kaizen project successful.Originality/valueAlthough the significance of Kaizen projects has been widely emphasised, past research has failed to establish what factors contribute to the success of Kaizen efforts. Similarly, the supervisor's critical role has been highlighted several times. However, it is unclear how their conduct influences the relationship between work-study man's performance and the effectiveness of Kaizen projects. This study contributes significantly to organisational culture and human resource management by answering these questions.

«ВРАЖДЕБНОЕ» ПОВЕДЕНИЕ РУКОВОДИТЕЛЯ В ОРГАНИЗАЦИИ: ПРОЯВЛЕНИЯ, ПРЕДПОСЫЛКИ И ПОСЛЕДСТВИЯ

Abusive supervisory behaviour is a significant problem in today’s workplace that can have serious consequences for both employees and organisations. The purpose of this article is to provide a comprehensive review of research and theoretical work on the topic of abusive supervision by examining its manifestations, preconditions and consequences. The paper begins with a conceptualisation of the concept. It then discusses the factors that contribute to the emergence of hostile supervisory behaviour, such as organisational culture, personality traits and situational factors. It also examines the negative effects of this type of supervisor behaviour on employees, including decreased job satisfaction, increased stress and decreased work productivity, as well as consequences for organisations, such as increased employee turnover and reduced productivity.

The Surprising Positive Asymmetry in the Impact of Organizational Justice on Police Outcomes

Abstract As police organizational justice research continues to mature, this article examines whether an asymmetry exists between positive and negative supervisory experiences on officer perceptions of police performance. The study builds on new theoretical developments in organizational justice that argues for better capturing the independent roles of just and unjust supervisory behaviour. A generally held, but untested, view in the organizational behaviour literature suggests a negative bias: perceptions of unjust supervisors affect employee outcomes more than those viewed as procedurally just. This cross-national test of the impact of supervisory procedural justice finds the existence of a strong positive bias across officer attitudes on police-citizen interactions and rule compliance. Specifically, officer perceptions of just supervisors have a greater influence on officer attitudes toward procedural justice, procedural injustice, and rule compliance in their interactions with the public.

Effects of family supportive supervisor behavior on employee outcomes and mediating mechanisms: A meta-analysis

Effects of family supportive supervisor behavior on employee outcomes and mediating mechanisms: A meta-analysis

Supervisor’s Emotional Intelligence and Personality of Supervisor as Determinants of Employee Job Anxiety: A Systematic Literature Review

The employee job anxiety has been a concept which has been gain more attention in the present world specially in relation with the changes of environment and economy. Available literature has been provided evidence to prove the fact that supervisors can be anxiety provoking factor within organization and emotional intelligence and personality can shaped the behavior of supervisors. However, despite the available evidence there were no reviews to be found in relation to this area. Hence, this review aims to highlight the gap in the existing empirical studies and to provide suggestions for future research. This study has conducted the review by searching papers through Google Scholar and Emerald Insight which have been published in 1990-2022. As with the findings of selected articles the gap in the existing studies have been able to be highlighted and there were many empirical studies were available in relation to job anxiety. Accordingly, suggestions for future studies have been given based on the findings of the review.

Managing work and nonwork responsibilities when labour protection is weak: The role of family supportive supervisor behaviours

AbstractKnowledge concerning the reconciliation of work and life in developing countries with weak labour protection and little governmental support (e.g. statutory work–life support) is still very limited. In this mixed‐method study, we explore how employees manage their work and nonwork responsibilities in Lebanon—a developing country with poor national and organisational work–life support. Findings from a qualitative study of 10 blue‐ (BC),10 white‐collar (WC) workers and 10 HR professionals from companies in various industries identified contextual challenges and strategies to reconcile work and nonwork responsibilities. In a quantitative study based on a survey of 269 employees, we examined the effect of family supportive supervisor behaviour (FSSB) for different groups of workers and explored one potential mechanism of FSSB, namely, schedule fit. Results show that FSSB increases employees' perceptions of schedule fit, which, in turn, minimises their work–life conflict (WLC). We also found that BC workers seem to benefit more from FSSB than WC workers. We inform work–life research on less supportive contexts and offer practical recommendations for HR managers to operate successfully within these environments.

JOB CHARACTERISTICS ASSOCIATED WITH INTENT TO QUIT AMONG NURSING HOME EMPLOYEES AND MANAGERS

Abstract High turnover and recruitment challenges of nursing home employees and managers is an ongoing concern. This study’s objective was to examine intent to quit among all staff and assess the roles of job characteristics and job satisfaction. Employees and managers within one nursing home chain working in direct patient care or nursing were compared. Data came from the Work, Family, Health Network 18-month follow-up survey in 2012 (Total = 1,000, Managers = 101, Employees = 899). A cumulative logit model controlling for demographics was estimated for lower intent to quit. Herzberg’s Two-Factor Theory of Work Motivation guided the study. Employees scored significantly lower on family-supportive supervisor behaviors (FSSBs), schedule control (SC), and decision authority (DA) than managers. Employees and managers did not differ on job satisfaction, intent to quit, or job demands. Satisfied workers had 5.88 times greater odds of lower intent to quit compared to workers who were neutral or disagreed (p < .0001). DA (OR=0.29) and SC (OR=0.19) were related to higher intent to quit. In contrast, FSSBs (OR = 1.45), safety compliance (OR=1.41), and the combination of high DA with high SC (OR = 1.4) were related to lower intent to quit. Among nursing home staff, lower intent to quit may be achieved through improving job satisfaction, safety culture, the quality of supervision, and job enrichment through more schedule control and decision-making power. It is also imperative to develop strategies to retain those with more education through further research.

Evolutionary game analysis of big data discriminatory pricing diffusion based on the supervision of relevant interest parties

AbstractThe use of big data technology is significant for the market competition of two‐side enterprises. However, big data technology is likely to become a tool for discriminatory pricing, causing damage to the benefit‐relevant parties. This paper constructs a four party evolutionary game model between two‐side enterprises, governments, suppliers, and consumers. Lotka–Volterra model is introduced to explore the evolutionary impact of the supervisory behaviors of the benefit‐relevant parties on the diffusion of big data discriminatory pricing (BDDP) in two‐side enterprises. Using MATLAB simulation tools, the evolution game and diffusion evolution model are mathematically deduced, and the analogue simulation is used for correlation analysis. This paper can help two‐side enterprises, governments, suppliers, and consumers better understand the diffusion law of BDDP and more accurately predict the development of it. At the same time, it provides a quantitative theoretical basis for the reasonable decision‐making of governments, suppliers, and consumers.

A relational identity approach to study the antecedents of family supportive supervision.

This research focuses on the antecedents of family supportive supervisor behaviors (FSSB) - the support from supervisors that can help employees manage their competing demands across work and nonwork domains. Drawing on theories of relational identity and self-construal, I conceptualize subordinates' likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportive supervisor behaviors, and examine whether supervisors' relational identification with subordinates mediates this relationship. In addition, I also examine the extent to which this mediation depends on the level of relational self-construal of supervisors. Data from 205 subordinates and 84 supervisors from a Chilean private bank and results support the hypothesized mediated moderation model. While supervisors' relational identification with subordinates fully mediates the relationship between competence and family supportive supervisor behaviors, supervisors' relational identification with subordinates partially mediates the relationship between subordinates' likeability and family supportive supervisor behaviors. Further, supervisors' relational identification with subordinates mediates the relationship between likeability and family supportive supervisor behaviors when supervisors' relational self-construal is high to medium but not when it is low. Overall, this research offers a novel lens for better understanding subordinates as more than mere recipients of supervisory behaviors.