Supervisor Support Research Articles

Job Burnout Among the Helping Professions: The Roles of Childhood Maltreatment, Attachment Styles and Perceived Supervisor Support.

Job burnout is a major predicament globally, especially among the helping professions. Based on the job demands-resources (JDR) theory and on attachment theory, this study explored the relations between a history of childhood maltreatment (CM), insecure attachment styles (avoidant and anxious), perceived supervisor support and job burnout. A sample of 320 helping professionals participated in the study, of which 35% reported experiencing CM. Findings confirmed the hypothesis that a history of CM was positively related to both avoidant and anxious attachment styles. Anxious attachment style partly mediated the relationship between CM and burnout. In addition, the relationship between CM and burnout was mediated by avoidant attachment style and perceived supervisor support, so that highly avoidant professionals perceived their supervisors as less supportive, reporting higher levels of burnout. Notably, there were no discernible variations in burnout levels when comparing professionals who had experienced maltreatment with those who had not. The study highlights the value of adopting an attachment perspective to better understand job burnout among the helping professions.

Bridging the Gap: Exploring Nursing Supervisor Support Influence on Nurses' Work Alienation and Deviant Behaviors

Bridging the Gap: Exploring Nursing Supervisor Support Influence on Nurses' Work Alienation and Deviant Behaviors

Effects of Presenteeism on Burnout among Rehabilitation Medical Workers in Korea: Multiple Mediating Effects of Organization and Supervisor Supports.

This study aimed to examine the discriminatory impacts of two major impairment factors-job presenteeism and attention presenteeism (JP and AP)-in presenteeism on burnout and to verify the multiple mediating effects of organizational and supervisory support in their causal relationship to provide theoretical and practical implications for alleviating burnout among rehabilitation medical workers (RMWs). Participants were convenience sampled from 23 hospitals and rehabilitation medical institutions in Korea, and 494 datasets were analyzed using the R packages R-studio, Jamovi, and JASP. The significant effects of JP and AP on burnout were investigated; AP (0.609) had a much higher effect than JP (0.170) on burnout among RMWs. Moreover, the multiple mediating effects of organizational support and supervisory support were verified in the JP-AP relationship and burnout among RMWs. Additionally, the absolute effect on burnout was more from AP than JP, and organizational support had a far more significant effect than supervisory support in the process of affecting burnout. The present study contributes to the literature on burnout by examining the relationships between presenteeism and burnout and by extending the current understanding of burnout and presenteeism to RMWs. And it is practically important to understand that the effect of AP was greater than that of JP between the two key sub-factors of presenteeism affecting burnout among RMWs, and Korean RMWs are more affected by support from the organization system than by personal support from their boss. Related theoretical and practical implications are further elaborated.

How can I help? A less-is-more-approach to responsible, supportive and sustainable, doctoral supervision

The significance of writing for PhD students, particularly at faculties of Humanities, cannot be overemphasized; the written manuscript is the final product to be publicly discussed by external examiners. This article takes as its starting point a “quick & dirty” study of a student-initiated writing group at a humanities department (HD) and the assumption that thesis supervisors nowadays need to take more responsibility for doctoral students’ writing because of existing demands on PhD-students to publish or perish and finish on time (Brodin, 2020). It asks the question how, in times of stress and demands on productivity, increased responsibility may be practiced sustainably in terms of work-load and still benefit students’ development and goals. In other words: How can I, as supervisor, help? What support is needed and how much? The article has as its starting point the experiences and perspectives of the doctoral students and what they think supervisors could do to support. Their answers indicate the significance of minimal intervention and the article discusses the implications and potentials of this: perhaps less is more? Is it enough for supervisors to hold the beacon of vision and purpose in the background? If so, when, and how can this be understood? This article suggests that a less-is-more approach may be implemented as significant non-invasive responsibility and supervisory support, given that there is intentional, collective, mutual awareness and communication among students and supervisor colleagues. The less-is-more approach, as contextualized in this article, is advocated as a sustainable practice, promoting not only self-sufficient successful doctoral students, but a long and healthy work-life and continued careers for students and university teachers alike.

Burnout and Perceived Workload Among Behavioral Health Providers During the COVID-19 Pandemic: Importance of Supervisory, Leadership, and Organizational Support.

To assess the relationship between behavioral health provider (BHP) perceptions of support during COVID-19 and burnout and self-reported workload. We conducted a cross-sectional analysis of provider-level data collected from the 2020 and 2021 All Employee Survey (AES). The Veterans Health Administration. 36,541 (10,332 [28.28%] with missing data) respondents in 2020 and 2021 combined. Main outcomes were self-reported burnout and self-reported workload. Main predictors were 6 COVID-19-related provider-perceived support domains. Covariates were 11 AES demographic predictors. We conducted mixed-effects logistic regression modeling for each domain and outcome pairing. We summarized our results using average marginal effects (AMEs) and odds ratios (ORs). All 6 domains of feeling prepared, heard, protected, cared for, honored, and having flexible policies were significantly negatively associated with burnout (AMEs -.20 to -.10, ORs .38-.63, P < .001) and positively associated with reasonable workload (AMEs .11-.20, ORs 1.63-2.59, P < .001). Feeling prepared had the largest associations with burnout (OR .38) and reasonable workload (OR 2.59). Creating a work environment with flexible policies and where staff feel prepared, heard, protected, cared for, and honored could support BHPs in feeling less burned out and that their workload is reasonable.

Navigating the Academic Odyssey: Exploring the Role of Supervisors in Supporting Postgraduate Students

Postgraduate supervision entails an intensive, one-on-one academic relationship between the supervisor and student. Through this relationship, the supervisor facilitates the student's scholarly development. This study investigates supervisors' roles in supporting postgraduate students from the students’ perspective. This study through in-depth semi-structured interviews with 12 doctoral and masters students at two universities seeks to investigate how postgraduate students perceive and undergo guidance from their supervisors. The factors analyzed include the role of networking and motivational supports provided by supervisors during postgraduate students’ research journey. This study explores the ways supervisors provide career mentoring and networking to prepare students for postgraduate careers, and how they inspire and emotionally assist students through inherent research challenges. The findings identify strengths in supervisory support and areas needing enhancement. The findings indicate that many students desire more hands-on help with methodology and writing and career mentoring emerges as an area where postgraduate support falls short of expectations. The study recommends that supervisor trainings be provided for supervisors and intending ones, and such trainings should be focused on writing guidance, networking, advising and motivation. By implementing such programs, universities can empower supervisors to optimally assist students, thereby enhancing experiences and outcomes.

Enhancing employee’s job satisfaction in Vietnam: Exploring the impact of organizational commitment, supervisor emotional support and training

Job satisfaction is an important factor in promoting an employee’s well-being, productivity, and organizational success. Generally, when job satisfaction is high, employees experience greater emotions of fulfillment, motivation, and engagement. This can result in increased productivity, improved performance, and a decrease in employee turnover rates. Low job satisfaction, on the other hand, can result in tension, exhaustion, and a diminished sense of accomplishment and job security. It can also have negative effects on a person's physical and mental health and lead to decreased productivity, increased absenteeism, and increased turnover rates. Therefore, it is interesting to study some factors behind job satisfaction, especially in the context of a developing country. In particular, this study examines the roles of organizational commitment, supervisory emotional support, and training in job satisfaction. Furthermore, this research also investigates the moderating impact of training on the organizational commitment-job satisfaction relationship. The research collected data on office employees in Vietnam from December 2022 to January 2023. The quantitative analysis was conducted using SPSS and AMOS software. The findings reveal that organizational commitment, supervisory emotional support, and training have positive influences on job satisfaction. Additionally, training has a positive moderating role in the organizational commitment -job satisfaction nexus. The practical implications emphasize that organizations should create a supportive work environment and encourage emotional support from managers. Moreover, companies should prioritize training opportunities for staff members to improve their work satisfaction.

Impact of person-job fit and person-organization fit on employee engagement: Moderating role of supervisor support

Purpose: This study aimed to examine the impact of two fit concepts, namely, person-job fit (P-J) and person-organization fit (P-O), on employee engagement while taking supervisor support as the moderating variable. Research Methodology: The relationships among constructs were analyzed using correlation, and the study hypotheses were tested using regression. All employees of different mobile telecommunication companies in Bangladesh comprised the study population. The sample size was 100, which was taken using the judgmental sampling technique. Primary data were collected from a field-level survey using a structured questionnaire. Results: The results revealed a positive association between employee engagement and person-job fit, while person-organization fit had a similar association with engagement. The impact of these variables on employee engagement ultimately affects turnover intentions. This study also revealed that the association between person-organization fit and employee engagement is positively moderated by supervisor support. Limitations: The study used a common non-probability sampling technique and a small sample size, which is a limitation. Contribution: The insights will help managers to ensure a match between the job and organizational requirements and those of employees. The study will also inspire future research to connect Field Theory and social exchange theory (SET) with different concepts in different country and industry contexts. Novelty: For the first time in the relevant field, the study simultaneously connected field theory and SET theory with P-J and P-O fit with employee engagement.

I Might Be a Goody Two-Shoes, but at Least I Have a Job! An Examination of the Correlates of Following Institutional Rules Among Texas Prison Guards

ABSTRACT For prisons and jails to run effectively and efficiently, correctional officers need to follow institutional policies and rules. Failure to follow the rules could lead to deviant acts of officer-on-inmate brutality, inappropriate staff-inmate relationships, as well as a variety of other unprofessional behaviors that could undermine the prison regime. In this exploratory study, we collected 501 questionnaires from prison officers in Texas to examine the dynamics of rule-following. Using the job demands-resources model to guide in the interpretation of our analyses, we found that older officers, as well as female officers, were significantly more likely than their peers to follow institutional rules. Officers with high levels of family and supervisor support were also likely to follow the rules; however, respondents who experienced role strain were significantly less likely to adhere to agency policies and procedures. Our findings have important implications for the contemporary management of prisons and jails.

Research impact training and development support for doctoral students

This research-in-progress case study in one UK university setting looks at how supportive PhD supervisors are of impact work, what motivates PhD students to access impact support and whether there are barriers to PhD students from carrying out impact plans and what those barriers are. A mixed-method approach was used to collect quantitative data on student participation in impact training and qualitative data on their thoughts on impact work, supervisory support and motivators and barriers for doing impact work. Clinical science students found it easier to understand the direct impacts of their work compared to life science students. Over time, students developed a better understanding of the potential impacts of their work. The majority of students discussed their impact with their supervisors but did not discuss time, budget or monitoring plans for impact activities. The majority of students talked about a lack of supervisor support for impact work and a need for better supervisor training. Students identified motivators and barriers for doing impact work. The study suggests that there is a gap in training and support for doctoral students to develop the societal impact of their research. Impact work helps students to develop skills and experience valued by employers. However, PhD students may not receive impact training as part of their degrees. Supervisors may be unsupportive of PhD students doing impact work because it may distract from core research activities. Based on the study findings, the author has made recommendations for addressing this gap.

The Impact of Adjustment on Workplace Attitudes and Behaviors Among Health Care Workers During the COVID-19 Pandemic.

We examined the impact of health care workers' (HCWs) adjustment to the COVID-19 pandemic on their work-related attitudes and behaviors. HCWs ( n = 1468) participated in an observational longitudinal study in which they completed surveys of anxiety and occupational health between 2020 and 2021. Most HCWs reported anxiety that was consistently below the diagnostic threshold (68%) or fell below the threshold within a year (16%). Others reported consistently high (14%) or increasing (2%) anxiety, especially women, younger HCWs, those with a weakened immune system, and allied health professionals. Consistently high or increasing anxiety was associated with poorer job satisfaction, work engagement, perceived supervisor support, burnout, and turnover intentions. Resources to support HCWs may be focused on those who report consistently high or increasing anxiety to minimize the effects of crises and disasters on the workforce.

The Perceptions and Experiences of In-Service Teachers in a Computer Science Professional Development Program

This research aimed to investigate the perceptions and experiences of in-service teachers participating in a professional development (PD) program focused on computer science (CS). The main research question explored the teachers’ perceptions of their experience in the CSPD program, while sub-research questions examined the challenges encountered and the program’s impact on their capacities to teach CS in elementary schools. The study adopted an interpretivist paradigm and employed a qualitative research approach to understand the subjective meanings and hidden factors underlying teachers’ experiences. Data collection involved observations, reflection essays, and a semi-structured focus group interview. The data analysis was guided by the community of practice elements. The findings revealed prerequisite challenges faced by the teachers, such as the need to develop self-directed learning and research skills. Additionally, the PD program was found to enhance teachers’ knowledge, skills, and confidence in teaching CS. It also fostered changes in their beliefs and self-efficacy. Challenges in the pre-implementation and implementation stages were also revealed, including conflicting perspectives, limited supervisor support, and passive learning and teaching. These findings provide valuable insights that can contribute to the design of effective PD initiatives in CS education and promote sustainable education practices.

Integration, negotiation, interrogation: Gendered‐racialised barriers to the socialisation of doctoral students in Belgian higher education

AbstractIn this paper, I discuss the gendered‐racialised interactional and contextual dynamics hindering the socialisation of ethnic minoritised women (EMW) within Belgian higher education. Based on in‐depth interviews, I develop the concept of ‘socialisation climates’ to explain the key aspects that determine EMW's socialisation process. Three socialisation climates are identified: integration, negotiation and interrogation. Findings show that insiders play a crucial role in hindering or facilitating EMW's socialisation. Developmental relationships are gendered‐racialised relations in which EMW's identity impacts supervisor and peer support. The departmental context in terms of hierarchy, an Equality, Diversity, and Inclusion culture, and team composition is relevant to their socialisation process. EMW are able to socialise rapidly only in a context that is (radically) inclusive which is still rare in academia. This paper informs higher education institutions to be aware of the gendered‐racialised climate and interactions that influence EMW's socialisation and increase the risk of pushing them out.

Do women on boards break the glass ceiling or face the glass cliff?

PurposeThis paper aims to appraise the effectiveness of gender quotas in breaking the glass ceiling for women on boards (WoBs) in companies that are legally obliged to comply with quotas (listed companies and state-owned companies, LP) and in those that are not (unlisted companies and nonstate-owned companies, NLNP). Furthermore, it investigates the glass cliff phenomenon, according to which women are more likely to be appointed to apical positions in underperforming companies.Design/methodology/approachA balanced panel data of the top 116 Italian companies by total assets, which are present in both 2010 and 2017, is used for estimating ANOVA tests across sectors and fixed-effects panel regression models.FindingsWoBs significantly increased in both the LP and the NLNP companies, and this increase was greater in the financial sector. Furthermore, the relationship between the percentage of WoBs and firm performance is not linear but depends on the financial corporate health. Specifically, the situation in which a woman ascends to a leadership position in challenging circumstances where the risk of failure is high (glass cliff phenomenon) is only present in companies with the lowest performance in the sample, in other words, when negative values of Roe and negative or zero values of Roa occur together.Practical implicationsThese findings have relevant policy implications that encourage the adoption of gender quotas even in specific top positions, such as CEO or president, as this could lead to a “double spillover effect” both vertically, that is, in other job positions, and horizontally, toward other companies not targeted by quotas. Practical interventions to support women in glass cliff positions, on the other hand, relate to the extent of supervisor mentoring and support to prevent women from leaving director roles and strengthen their chances for career advancement.Originality/valueThe authors explore the ability of gender quotas to break through the glass ceiling in companies that are not legally obliged to do so, and to the best of the authors’ knowledge, for the first time, the glass cliff phenomenon in the Italian context.

The Relationship between Patients' Demands and Workplace Violence among Healthcare Workers: A Multilevel Look Focusing on the Moderating Role of Psychosocial Working Conditions.

Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.

Corporate Social Responsibility: Analysing Its Impact on Customer Loyalty in the Textile Industry of Maharashtra

Corporate social responsibility (CSR) is gaining importance for corporations and is attracting a lot of attention. A company can be held socially responsible to its consumers, stockholders, and the general population by implementing a corporate policy of self-policing called social responsibility in business (CSR). By fulfilling their social obligations, businesses can become aware of how their actions affect society’s financial, social, and environmental conditions. Efficient corporate social responsibility practices aid businesses in improving their reputations among consumers, who are then motivated to support and show loyalty to the business. The company’s social responsibility will increase trust, which will boost customer loyalty. Huge corporations participate in corporate social responsibility mostly because it is viewed as a strategic edge and offers advantages to businesses, including enhancing their image, lowering marketing and operating expenses, and attracting investors and talents. Therefore, corporate social responsibility offers businesses several benefits, including boosting brand loyalty, trust, and positive sentiments about a company as well as fighting off the unfavourable press. By the support of managers and supervisors of the textile industry in Maharashtra, the recent study’s aspiration is to check and assess numerous aspects of corporate sustainability’s in customer loyalty. The major elements of corporate social responsibility enclosed beneath the study take in environmental responsibility, ethical responsibility, philanthropic responsibility, economic responsibility, and legal responsibility. Since customer loyalty is a significant determinant of corporate success, elements that foster loyalty are of considerable interest to businesses. All of this demonstrates the worth and necessitates for thorough study in the area of corporate social responsibilities impacting customer loyalty. This study intends to analyse the control of business social responsibilities on consumer loyalty in the textile industry of Maharashtra.

Employee participation in corporate volunteering as the moderator of links between relationships at work, work meaningfulness and affective commitment

PurposeThe aim of this study is to test for a moderating role of employee participation in volunteering in links between employees' relationships with peers and supervisors, work meaningfulness (WM) and affective commitment (AC).Design/methodology/approachThe study is based on a survey conducted on a sample of 711 employees, both those involved and those non-involved in corporate volunteering (CV).FindingsThe results suggest that employee participation in CV strengthens the effects that employees' perceptions of positive relationships with peers and perceived supervisor support (PSS) have on employees' AC. Contrary to expectations, although participation in CV strengthens employees' sense of WM, it does not affect its links with other phenomena analyzed in this study.Originality/valueCV is a fast-growing practice in corporate social responsibility. The reasons companies implement CV include the benefits they gain from it, such as positive effects on employee attitudes and behaviors. The paper contributes to the understanding of CV effects on employee attitudes and behaviors and builds a better business case for this CSR practice.

Factors Related to Musculoskeletal Disorders Among Hospital Nurses

Nurses are a high-risk group for musculoskeletal disorders. Few studies conducted in Taiwan have been published regarding the relationships among work characteristics, psychological well-being, and musculoskeletal discomfort in nursing personnel. This study was designed to investigate musculoskeletal discomfort among hospital nursing staff, as well as its associated factors. A secondary data analysis design was used to examine hospital staff health survey data for 2018 from two regional hospitals in southern Taiwan. Data from 328 full-time nurses who had passed their probationary period and been employed for more than 6 months were included in the analysis, which was conducted using a logistic regression model. The prevalence of musculoskeletal disorders was found to be highest in the shoulders (73.8%), lower back (72.9%), and neck (64.0%), respectively. Number of sleep hours, work stress, confidence in dealing with work stress, workload, supervisor support, workplace justice, and depression level differed significantly between the groups with and without full-body musculoskeletal disorders (p < .05). The results of the logistic regression model analysis showed individuals with severe depression have 4.27 times higher odds of experiencing musculoskeletal discomfort compared to those without depression (odds ratio 4.27, 95% confidence interval [1.27, 14.41]). Severe depression was found to be a significant predictor of musculoskeletal disorders. Nurses are at high risk for musculoskeletal disorders. The results of this study indicate that level of risk is influenced significantly by psychological well-being, work environment, and workload. Efforts should be made to improve the relevant risk factors in the workplace to reduce the incidence of musculoskeletal disorders among nurses.

On the organization of prosecutorial and supervisory support for the implementation of the national project “Ecological Well-Being”

The author examines the relations between the Prosecutor's Office of the Russian Federation and supervisory support in the field of implementation of a national project in the field of ecology. The subject of the research is the practice of the prosecutor's offices of the constituent entities of the Russian Federation and the Prosecutor General's Office of the Russian Federation, the case law of the Supreme Court of the Russian Federation, the legislation of the Russian Federation and organizational and administrative documents of the Prosecutor General of the Russian Federation, the works of scientists related to the topic of research. The methodological basis of the research includes the dialectical method; system method; methods of analysis, synthesis, analogy, deduction, induction, observation, modeling, historical, comparative legal, statistical and other methods. The author examines the organization of supervisory support for national projects, in particular, the problems that arise during work with sources of information about violations of laws, the organization of systemic information interaction with the objects being inspected, the distribution of responsibilities among prosecutors, the formation of departmental reporting, interaction with specialists (experts) during inspections, as well as during inspections at various stages of implementation of national projects. The work classifies typical violations and analyzes specific examples at various stages of national project implementation, such as: organizing and conducting procurement; implementation of government contracts; payment of government contracts and other expenditure of budget funds; organization and implementation of subsequent maintenance of purchased equipment and constructed facilities. The author also substantiates the need to create a single expert institution in the Russian Federation.

Wages or Legitimacy? A Qualitative Analysis of Home Care Worker Perspectives in Choosing Work Settings.

Directly-Funded (DF) home care allows users to organize and purchase their own care services and is expanding globally. Little is known about the career pathways of home care workers. Our study asks, what experiences and factors do home care workers consider when choosing a work setting? And, specifically, what influences their decisions to work directly for their clients? Framed with Cranford's (2020) flexibility-security matrix for analyzing home care dynamics, we remotely interviewed 20 home care workers in two Canadian provinces. Three team members conducted axial coding and thematic analysis using Dedoose software. We identified personal and material factors at the intimate and labor market level that workers weigh when choosing whether to work for an agency or directly for a client. At the intimate level, workers value the flexibility, autonomy, and respect facilitated in care relations when working directly for a client. At the labor market level, agencies provide better job security and the benefit of supervisory support but lower wages. Additionally, as care work often serves as a stepping stone for immigration and citizenship agency positions are considered a more "legitimate" option than working directly for a client. Our study shows that workers directly employed by their clients enjoy more flexibility but lack security, whereas agency employed workers risk immediate reductions in working conditions in exchange for limited improvements in safety and supervision and, like other frontline care work, DF home care represents a key career pathway for immigrants with previous experience in health and social care settings.