Supervisor-employee Relationships Research Articles

THE DEVELOPMENT OF SUPERVISOR ATTACHMENT WORKING MODELS AND THE ROLE THEY PLAY DURING SOCIALIZATION.

The article discusses the effectiveness of supervisor attachment working models (SAWM) in measuring supervisor-employee relationships. Individuals possess four types of attachment working models representing positive and negative expectations of themselves and of supervisors. The article looks at how an individual's model is developed specifically towards supervisors and it how it affects socialization, such as job role crafting and work innovation. Attachment theory can also explain certain organizational outcomes. Supervisors should reach out and share work progress with the individual and not mistake silence as a positive sign.

When Customers Disappoint: A Model of Relational Internal Marketing and Customer Complaints

The objective of this study is to examine internal marketing relationships and their influence on salesperson attitudes and behaviors in retail store environments. The authors investigate the moderating role of customer complaining behavior on the nature of these relationships. Specifically, they examine the relationship between organization-employee and supervisor-employee relationships and their association with salesperson job motivation and commitment to customer service. Customer complaints are expected to have differential moderating effects on the relationship between organizational and supervisory support and these salesperson outcomes. Our hypotheses were tested using a sample of 392 retail employees within 115 stores of a national retail organization. The model was partially supported. Theoretical and managerial implications are explored.

Extra‐Role Behavior among Mexican Employees: The Impact of LMX, Group Acceptance, and Job Attitudes

The current field study took place within a Mexican work setting, consisting of 100 white‐collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor–employee relationship (leader–member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra‐role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra‐role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra‐role behavior. Social exchange, key to both extra‐role behavior and leader–member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader–member exchange and extra‐role behavior.

The influence of task characteristics and job-related characteristics on retail salesperson selling orientation

This study examines the influence of task characteristics and job-related characteristics on the level of customer orientation exhibited by retail salespeople. The task characteristics examined are task variety, task autonomy, task identity and feedback. The job-related characteristics included in the study are job satisfaction, work motivation, organizational commitment, job involvement, role conflict, and supervisor–employee relationship. A survey using a self-administered close-ended questionnaire was conducted on retail salespeople from five major retailers in Singapore. Pearson correlation analysis revealed that the above factors, with the exception of role conflict, have significant influence on the customer orientation of retail salespeople. The six most important predictors of the customer orientation of retail salespeople identified by multiple regression analysis were task identity, organizational commitment, autonomy, education level, job satisfaction, and supervisor–employee relationship.

Epidemiology of Work-Related Musculoskeletal Disorders

Musculoskeletal disorders are common in the United States. Although precise estimates are not available, most researchers agree that exposure to a combination of work place risk factors is a major contributor to these disorders. Along with personal factors (age, gender, etc.). Epidemiologic studies of workers have associated these disorders with many work-place physical and psychosocial factors. Specific physical factors associated with these disorders include intense, repeated, or sustained exertions, awkward, sustained, or extreme postures of the body, insufficient recovery time, vibration, and cold temperatures. Specific examples of work-place psychosocial factors include monotonous work, time pressure, high work load, lack of peer support, and a poor supervisor-employee relationship.

AN EXAMINATION OF THE EXCHANGE THEORY OF SUPERVISOR-EMPLOYEE RELATIONSHIP IN A FAR EAST ASIAN RESEARCH SETTING.

This paper found that the exchange theory explained the separate and interaction effects which leadership style and organizational structure had on the supervisor-employee relationships of Chinese ...