Supervisor Support Research Articles

Perceived overqualification and career growth: testing a moderated mediation model based on occupational instrumentality and supervisor support

Perceived overqualification and career growth: testing a moderated mediation model based on occupational instrumentality and supervisor support

SUCCEED Africa: protocol for a multi-method pilot study of a community-based intervention for people with psychosis in Sierra Leone, Nigeria, Zimbabwe and Malawi

BackgroundRecent reviews have highlighted the need for participatory research to design and evaluate inclusive, community-based interventions that address the diverse needs of people with lived experience of psychosis, within and beyond the health sector. The SUCCEED Africa consortium aims to co-produce a 6-year programme of research across four countries in West (Sierra Leone, Nigeria) and Southeast Africa (Zimbabwe and Malawi). This protocol describes the pilot study in which SUCCEED’s intervention, research tools and processes will be tested on a small scale in each country in preparation for future evaluation research.MethodsThe SUCCEED intervention comprises peer support, case management and livelihood activities for people with lived experience of psychosis. The pilot uses a before-and-after study design investigating change in subjective quality of life in adults diagnosed with a primary psychotic disorder or another mental disorder with psychotic symptoms who are offered the SUCCEED intervention over a 4-month period. Nested within this study are the following: a baseline assessment of the feasibility, acceptability and face validity of the selected measurement tool and validity of proxy versus self-completion; and a multi-method process evaluation examining key process indicators and implementation, service and client-level outcomes. Methods include the following: baseline cognitive interviews; semi-structed observation and routine monitoring and evaluation of service delivery; endline interviews and focus group discussions; and a comparison of provider competencies at endline. At each of the four pilot sites, participants will include the following: ten people with lived experience of psychosis, recruited from either health services or community settings using purposive sampling to maximise variation; up to ten adult family members (one per participant with lived experience) involved in their care; the peer support worker, community support worker and supervisor responsible for delivering the intervention; and the data collectors. Recruitment will take place in July and August 2023.DiscussionTo the best of our knowledge, this will be the first study of a community-based intervention incorporating lay-delivered case management, formal peer support and livelihoods activities for people with lived experience of psychosis in sub-Saharan Africa. Findings will be relevant not only to SUCCEED but also to others interested in promoting rights-based approaches to community mental health in low-resource settings.Trial registrationUS National Library of Medicine (ClinicalTrials.gov), Protocol reference ID 28346. Initially registered retrospectively July 20/2023: In review.

Unveiling Workplace Dynamics: The Impact of Supervisor Support on Job Satisfaction and Turnover Intention

This research investigates the impact of supervisor support on job satisfaction and turnover intention in the workplace. Supervisor support is considered a key factor in creating a positive work environment and motivating employees. The study involves the analysis of direct effects of supervisor support on job satisfaction and its influence on employee turnover intention. The research methodology includes surveys and data analysis from respondents PT. Polywood Industry Sinar Wijaya Surabaya. Statistical analysis results show a positive relationship between supervisor support and employee job satisfaction. These findings illustrate that supervisors who provide effective support tend to enhance employee job satisfaction in the workplace. Furthermore, the study explores the mediating role of job satisfaction in the relationship between supervisor support and employee turnover intention. Mediation analysis results indicate that job satisfaction partially mediates the positive impact of supervisor support on turnover intention. This suggests that through the enhancement of job satisfaction, supervisor support can effectively reduce employees' desire to quit their jobs. In conclusion, these findings imply the crucial role of supervisor support in increasing employee job satisfaction and reducing turnover intention. The practical implications of this research suggest that organizations can enhance efforts to improve supervisor support as a strategy to minimize turnover intention and enhance employee job satisfactionThe study provides in-depth insights into the dynamic how support from supervisors affects job satisfaction and the desire to leave the company in today’s modern work environment.

Extraversion, workplace support, and burnout: The moderating role of neuroticism

Past research has demonstrated that the Big Five personality dimensions explain up to a third of the variance in burnout, with extraversion typically showing the strongest negative relationship. Guided by social exchange theory, the present study extends these findings by exploring how extraversion relates to burnout, specifically examining the mediating role of workplace support. Further, based on past research, neuroticism is hypothesized to limit the benefits of extraversion through support by moderating the relationship between workplace support and burnout. Based on a final sample of 227 U.S. working adults from a variety of occupations, the results suggest that neuroticism attenuates the indirect effect of extraversion on burnout through supervisor support. Neuroticism, however, does not weaken the indirect effect of extraversion through coworker support. Implications for research and practice are described.

‘She should have explained and convinced me!’: student engagement with supervisory feedback on undergraduate dissertations

ABSTRACT Informed by basic psychological needs theory, this multi-case study explored four supervisors’ feedback practices and their effects on Chinese English-major students’ engagement with feedback on their undergraduate dissertations written in English. Data comprised interviews with students and supervisors, stimulated recalls with students, audio recordings of supervisor-student conferences, and students’ multiple dissertation drafts with supervisory feedback. Cross-case comparisons were made to gauge the supervisory support. The analyses revealed salient differences in pedagogical caring, optimal structure, and autonomy support provided by the supervisors. The supervisees engaged affectively, behaviorally, and cognitively with supervisory feedback to different extents, and their engagement depended on the types and amounts of teacher support available. The findings of the study contribute to the application of basic psychological needs theory by extending it to undergraduate dissertation supervision. Practical implications for improving undergraduate dissertation supervision in the Chinese context are proposed.

How is social support defined, categorized and measured in studies of work-related musculoskeletal disorders among hospital nurses: A scoping review.

To summarize current literature on the definition, categorization and measurement of social support in studies of work-related musculoskeletal disorders among hospital nurses. A scoping review. A literature search of four databases (CINAHL, Medline, Embase and Web of Science) was employed to map the evidence between January 2012 and April 2023 on the definition, categorization and measurement of social support in studies of work-related musculoskeletal disorders among nurses in hospital settings. This review adopted Arksey and O'Malley's framework for conducting scoping reviews. Data extraction was reported using PRISMA Scoping Review guidelines and articles synthesized using a descriptive approach. Fifteen studies met the criteria for inclusion in the review. Social support was distinctly defined in only two studies. Four main categories of social support identified were Co-worker, Supervisor, Family and Overall support. Eight tools were found to measure social support, and the most used tool was the Job Content Questionnaire. The review identified that social support is often not explicitly defined. Furthermore, social support can be categorized and measured in different ways, using diverse tools. This variation may affect the understanding of social support and the approaches in measuring and providing social support in the workplace. Studies should clearly define the social support category evaluated, to facilitate comparisons between studies of nurses with work-related musculoskeletal disorders. Healthcare managers should obtain feedback from nurses to ensure that the category of social support provided matches that which the nurse requires to ensure it helps the nurse from an organizational perspective. Healthy social relationships should be encouraged among nurses to promote nurses' well-being and by extension patient care. There was no patient or public involvement.

Burnout and quality of life among healthcare workers in central Uganda.

The widespread problem of burnout among healthcare workers is not only common but also a significant concern that impacts the entire healthcare system in Uganda. It is essential to understand the connection between burnout and quality of life among healthcare workers in the specific context of central Uganda, where healthcare professionals face high patient volumes, limited resources, exposure to infectious diseases, and socioeconomic challenges. This study examined the relationship between burnout and quality of life among healthcare workers in central Uganda. This research utilized a cross-sectional study conducted across various healthcare settings in central Uganda. The data were analyzed at descriptive, bivariate, and multivariate levels. The relationship between dependent and independent variables was evaluated using an independent t-test for binary variables and a one-way analysis of variance (ANOVA) for categorical variables. Significance was determined with a reported p-value, with relationships deemed significant at p < 0.2. For multivariable analysis, multiple linear regression was employed using a forward selection method, with significance set at 5% (p < 0.05). Our findings indicate that nearly 40% of healthcare workers reported experiencing high levels of burnout. The average score for overall quality of life was 10.71 (±4.89), with variations observed across different domains. The study reveals a significant connection between socio-demographic factors, burnout, and overall quality of life, emphasizing the impact of job category, supervisory support, sleep quality, and burnout on the well-being of healthcare workers. Predictive analysis illustrates how these factors influence both overall quality of life scores and scores in specific domains. Particularly noteworthy is that nurses and technicians tend to have a lower quality of life compared to physicians. The results underscore the relationship between socio-demographic factors, burnout, and particular aspects of quality of life. Notably, job category, supervisory support, sleep quality, and burnout stand out as significant factors shaping the well-being of healthcare workers. Nurses and technicians encounter distinct challenges, suggesting the need for interventions tailored to their needs. Addressing issues such as inadequate supervisory support, burnout, and sleep-related problems is recognized as a potential approach to improving the overall quality of life among healthcare workers.

Exploring Accessibility and Sustainability of Prison Education Through the Supervision of Students in Distance E-Learning

The purpose of the study was to explore the accessibility and sustainability of prison education through the supervision of students in distance e-learning. The method involved qualitative interviews with 12 prison students in a Namibian prison who were registered and actively studying via distance e-learning. Participants were selected based on their engagement with distance education programs, ensuring relevance to the study's focus. A professional transcriber meticulously transcribed the interview data verbatim. Using an interpretive paradigm, the author analyzed the transcriptions to derive meaningful insights into the experiences and challenges faced by incarcerated students. This approach allowed for a nuanced understanding of how supervisory support in distance e-learning impacts the accessibility and sustainability of educational opportunities for prison students. The findings underscore the importance of effective supervision in overcoming barriers to education within the prison context, highlighting critical factors that contribute to successful learning outcomes.

Exploring the Moderating Role of Perceived Supervisor support in the Effect of Employees’ Workplace Loneliness on Intention to Quit From the SDGS Perspective

Objective: The main purpose of this study is to investigate the moderating role of perceived supervisor support in the effect of workplace loneliness on intention to quit. Theoretical Framework: The underpinning theories of this study is organizational support theory (OST) and social exchange theory (SET). This study focuses on decent work and economic growth goal, one of the Social Development Goals (SDGs), as it contains examining if the different work conditions due to the COVID 19 pandemic may cause different attitudes and behaviors. Method: This study employs a survey technique, one of the quantitative research methods, on 200 employees working for a cruise tourism company. The collected data were analyzed using SPSS and SmartPLS statistical programs. Results and Discussion: As a result of the findings, it was found that emotional deprivation has no effect on employees’ intention to quit while the lack of social companionship has positive and significant effect on intention to quit. In addition, it was determined that perceived supervisor support has a moderating effect on the association between emotional deprivation and intention to quit whereas no moderating role of perceived supervisor support on the relationship between lack of social companionship and intention to quit was found. Originality/Value: This study contributes to the literature by testing the theories of OST and SET in terms of diferent sectoral characteristics in the business world. Questioning the theories of organizational support and social exchange widens the scope of related literature. While enriching the existing literature by conducting such a research, a new explanation has been provided for the associations between variables.

From the Workroom to the Bedroom: Work-to-Home Spillover as a Mechanism Linking Work Characteristics to Sleep Health.

Work may influence the home domain and subsequently impact employee sleep. Past work found that negative spillover mediated the relationship between perceived unfairness about work and insomnia symptoms across 20 years. As an extension of past work, this study investigated whether negative spillover and positive spillover mediate the relationship between job demands (perceived unfairness, job discrimination) and job resources (coworker and supervisor support) on multidimensional sleep health. Two waves of survey data from a subset of full-time workers were obtained from the Midlife in the United States Study approximately 10 years apart. A sleep health composite captured irregularity, dissatisfaction, nap frequency, inefficiency, and suboptimal sleep duration (higher=more sleep health problems). PROCESS Macro evaluated cross-sectional (T1) and sequential (T1 exposureaT1 mediatoraT2 outcome) mediation pathways, adjusting for sociodemographic characteristics, physical health, neuroticism, and work hours. Both cross-sectionally and prospectively, higher negative spillover mediated the association of higher unfairness with more sleep health problems, and the association between higher discrimination and more sleep health problems. There was no support for positive spillover as a mediator between job resources and sleep health cross-sectionally or prospectively. Findings suggest that organizations should reduce the amount of negative spillover by limiting instances of unfairness and discrimination at work to promote specific aspects of employee sleep health such as sleep irregularity, dissatisfaction, efficiency, and nap frequency.

A confirmatory factor analysis of a job satisfaction scale for healthcare providers in emergency departments

ABSTRACT Objective Performance of health care providers in a hospital’s emergency department is crucial as they are the first liners in the hospital. This study used a confirmatory factor analysis to verify the validity and reliability of a newly developed multi-dimensional job satisfaction scale for healthcare providers in emergency departments. Method A convenience sampling method used to collect data from emergency departments of Jordan Middle District hospitals. A total of 286 healthcare providers from 11 hospitals participated in the study. The job satisfaction questionnaire was distributed in these hospitals from the beginning of June 2020 until the end of August 2020. Data analysis was performed using AMOS 21 after data entry into SPSS 25. Result A model of four-factor with 16 items yielded adequate goodness-of-fit values with good convergent and discriminant validity after model re-specification. Four confirmed factors in this study were the most common dimensions used in measuring job satisfaction. Namely; physical environment and workplace safety, supervisor support, promotion and compensation, and staff communication and relationship domains. Conclusion The job satisfaction scale was proven to provide a valid measurement model and reliable constructs measuring accurately job satisfaction of healthcare providers in emergency departments and exploring ways to improve their performance.

The Role of Educational Stakeholders in Mitigating Socio-Economic Shocks Causing Students to Drop Out of School in East Shewa, Ethiopia

This study analyses the role that key education stakeholders play in mitigating socio-economic shocks causing students to drop out of school. The study investigated the role of teachers, parents, support providers, and administrators in four districts of East Shewa zone in Oromia Region, Ethiopia, with respect to their understanding of the severity of school drop-out, collaborative actions to combat it, and context-based handling of shocks. A cross-sectional descriptive survey design was employed. Pertinent data were collected from second-cycle primary schools in the areas of Adea, Dugda, Gimbichu, and Fentalle, which were selected based on cluster sampling. Semi-structured interviews and focus-group discussions were utilised for the purposively selected participants and a binary-mode questionnaire for the randomly selected groups of teachers in the targeted schools. Data were collected and analysed systematically by means of percentage points and thematic analysis. The findings show that though causes of school drop-out were diverse from place to place in accordance with the socio-economic conditions of the respective communities, the actions taken to combat school drop-out were not cognisant of the communities’ socio-economic conditions as they did not consider the varied nature of shocks. While school drop-out was understood to be a misfortune among supportive groups, teachers, and supervisors, it was not equally understood so by parents, who appeared as representatives of the community. Strategies that different education stakeholders used to combat factors leading to school drop-out were not focused and context friendly.

Electronic surveillance and counterproductive behaviours: the perception of supervisor support in a remote work context

Electronic surveillance and counterproductive behaviours: the perception of supervisor support in a remote work context

Exploring family supportive supervisor behaviours from a police perspective to ensure life satisfaction: an empirical investigation using importance-performance analysis

PurposeThe primary aim of this research is to analyse the impact of family-supportive supervisor behaviours (FSSB) on the level of life satisfaction among individuals working in the police force. FSSB is informal support by supervisors, which is an emerging topic. Further, this study examines the intermediary role of career calling and job embeddedness in the association between supportive family behaviours of supervisors and life satisfaction. However, only limited studies have been conducted on how informal support by the supervisor performs for police personnel. This research aims to fill this gap.Design/methodology/approachFor the purpose of data collection from police personnel, we used a structured questionnaire. Variance-based partial least squares structural equational modelling (PLS-SEM) methodology was applied using SmartPLS software to investigate the conceptual model of the study. Additionally, using importance-performance map analysis (IMPA), we evaluate the importance and performance of each construct.FindingsThe data analysis findings indicate that job embeddedness and career calling function as complete mediating factors in the association between FSSB and life satisfaction. Additionally, the study revealed that career calling is the most performing construct for promoting life satisfaction but is not perceived as important by the police department.Originality/valueAccording to the authors’ knowledge, there has been no research in the Indian context that examines the effects of supervisor family supportive behaviours, especially among police. The incorporation of career calling and job embeddedness as mediators provides a novel perspective in the examination of the correlation between FSSB and life satisfaction.

Gender, emotional support and innovative behavior: psychological capital as a mediator

PurposeThis paper explores the direct and indirect effects of family emotional, social and organizational support on Innovative Work Behavior (IWB) through psychological capital (Psy.Cap).Design/methodology/approachSelected by conducting stratified random sampling techniques, 397 employees completed a questionnaire. We used structural equation modeling and multi-group testing by Smart-PLS3 to analyze the data.FindingsFindings reveal that all sources of social-emotional support, including family, supervisor and co-worker support, positively affect Psy.Cap. Moreover, Psy.Cap mediates the effect of family, co-workers and supervisors' emotional support on IWB. The multi-group analysis indicates that all relationships in the model are significant for both groups of males and females; however, there are no significant differences in the link between organizational support and psychological capital, as well as family and co-worker support and innovative work behavior between males and females. The study's results demonstrate the significantly higher impact of family emotional support – Psy.Cap and supervisor support on IWB amongst females compared to their male counterparts.Originality/valueThe implications of this research highlight the importance of considering affective factors on employees’ IWB, as well as the differences between genders in this regard.

Amplifying Their Voice: Inclusive Healthcare Provider Perspectives to Improve Advancement, Resilience, and Retention.

Addressing the issues of workplace advancement, resilience, and retention within medicine is crucial for creating a culture of equity, respect, and inclusivity especially towards women and nonbinary (WNB) providers including advanced practice providers (APPs), most notably those from marginalized groups. This also directly impacts healthcare quality, patient outcomes, and overall patient and employee satisfaction. The purpose of this study was to amplify the voices on challenges faced by WNB providers within a pediatric academic healthcare organization,to rank workplace interventions addressing advancement, resilience, and retention highlighting urgency towards addressing these issues, and, lastly, to provide suggestions on how to improve inclusivity. Participants were self-identified WNB providers employed by a pediatric healthcare organization and its affiliated medical university. An eligibility screener was completed by 150 qualified respondents, and 40 WNBs actually participated in study interviews. Interviews were conducted using a semi-structured interview guide to rank interventions targeted at improving equity, with time allotted for interviewees to discuss their personal lives and how individual circumstances impacted their professional experiences. WNB providers called for efficient workflows and reducing uncompensated job demands. Support for family responsibilities, flexible financial/compensation models, and improved job resources all were endorsed similarly. Participants ranked direct supervisor and leader support substantially lower than other interventions. Conclusions:Career mentorship and academic support for WNB individuals are recognized interventions for advancement and retention but were not ranked as top priorities. Respondents focused on personal supports as they relate to family, job resources, and flexible compensation models. Future studies should focus on implementing realistic expectations and structures that support whole lives including professional ambitions, time with family, personal pursuits, and self-care.

Bystander Intervention and Leader Gender Effect on Perceived Supervisor Support in Sexual Harassment

Bystander Intervention and Leader Gender Effect on Perceived Supervisor Support in Sexual Harassment

The Mayo Leadership Impact Index Adapted for Matrix Leadership Structures: Initial Validity Evidence.

Physician burnout has reached crisis levels. Supportive leadership is one of the strongest drivers of physician well-being, and monitoring supervisor support is key to developing well-being focused leadership skills. Existing measures of leader support were designed within "direct report" supervision structures limiting their applicability to matrixed leadership reporting structures where direct reports are not the predominant norm. Antecedently, no measure of leadership support is validated specifically for implementation in matrixed leadership structures. Adapt and validate the Mayo Leadership Impact Index (MLII) for settings with matrixed leadership structures. A psychometric validation study utilizing classical test theory and item response theory. A tripartite hospital system in the southwestern US. Physician-respondents to a 2023 cross-sectional survey. After pilot testing, the adapted MLII was examined using a unidimensional graded response model and confirmatory factor analyses. Convergent validity was investigated via correlations with professional fulfillment, perceived autonomy support, self-valuation, and peer connectedness/respect. Divergent validity was tested via correlations with burnout. Of the three candidate revisions of the MLII, the 9-item adaptation was selected for its superior validity/reliability indices. Standardized Cronbach's and Ordinal alpha coefficients were 0.958 and 0.973, respectively. CFA loadings exceeded 0.70 (p < 0.001), and coefficients of variation (R2) exceeded 0.60 for all items. GRM slope parameters indicated "high" to "very high" item discrimination. Items 2, 5, and 8 were the most informative. Positive correlations of the adapted MLII with professional fulfillment, perceived autonomy support, and peer connectedness/respect were observed, supporting convergent validity. Negative correlation with overall burnout supports divergent validity. The findings provide evidence of the adapted MLII's validity, reliability, and appropriateness for implementation within matrixed leadership settings. Prior to this study, no leadership support measure had been validated for use among the growing number of healthcare systems with matrixed leadership reporting structures.

Reactions to Electronic Communication After Work: The Roles of Family Supportive Supervisor Behavior

Reactions to Electronic Communication After Work: The Roles of Family Supportive Supervisor Behavior

Linking Family Supportive Supervisor Behaviors to Supervisor Work and Family Performance

Linking Family Supportive Supervisor Behaviors to Supervisor Work and Family Performance