Supervisor Support Research Articles

Navigating Job Satisfaction: Unveiling the Nexus of Diversity, Equity, Inclusion, Accessibility (DEIA), Perceived Supervisory Support, and Intrinsic Work Experience

This study aims to unravel the intricate interplay among diversity, equity, inclusion, and accessibility (DEIA), along with perceived supervisory support (PSS) and intrinsic work experience (IWE), as pivotal determinants influencing the job satisfaction (JSC) of employees with disabilities. The research sample used comprises civil servants employed in government organizations in Indonesia. Utilizing covariance-based structural equation modeling (CB-SEM), the analysis encompasses confirmatory factor analysis (CFA) and the evaluation of a structural model, coupled with hypothesis testing, to confirm the findings. The study’s findings affirm not only the direct influence of DEIA components and IWE on the JSC of employees with disabilities, but also highlight the indirect mediation of DEIA components and JSC through PSS. This study stands as a pioneering effort in exploring the interplay between DEIA, PSS, and IWE with regard to the JSC of employees with disabilities.

Comparing Exposure to Psychosocial Risks: Face-to-Face Work vs. Telework.

In recent years, substantial changes have occurred in the work organization and arrangements. One of the main ones has been the popularization of teleworking among non-manual workers. This paper aims to assess the exposure of psychosocial risks among non-manual Spanish wage-earners, depending on the working modality (mainly telework, combining teleworking with onsite work, or onsite work). Based on an online survey conducted between April and May 2021, a cross-sectional study was carried out among n=11,519 members ofa trade union where Psychosocial Risks (PSR) were measured through COPSOQ Questionnaire Scales. All analyses were performed stratifying by sex. Women who combine telework and face-to-face work (aPR: 1.21; 95%CI 1.07-1.37) and men who mainly telework (aPR: 1.26; 95%CI 1.11-1.43) and that combine (aPR: 1.27; 95%CI 1.11-1.45) are more exposed to quantitative demands than men and women who do not telework. On the other hand, women who telework, either entirely (aPR: 0.89; 95%CI 0.82-0.97) or combining (aPR: 0.89; 95%CI 0.81-0.98), are less exposed to emotional demands than women who do not telework, and the same occurs among men who mainly telework (aPR: 0.84; 95%CI 0.76-0.92). Telework and horizontal or vertical social support are not associated, except for supervisor support among males, nor with work-life conflict. Except for quantitative demands, employees who combine telework and face-to-face work are less exposed to psychosocial risks than those who mainly telework or work face-to-face only. More studies with a gender and class perspective are needed in this area.

Self-Efficacy and Determinants of Newborn Resuscitation Practices among Healthcare Professionals in Chipata District, Eastern Province, Zambia

Background: Effective newborn resuscitation in healthcare institutions depends on factors like supervisor support, knowledge, availability of functional equipment, and self-efficacy of healthcare professionals. This study investigated self-efficacy and related factors in newborn resuscitation among healthcare professionals in Chipata District Health facilities. Methodology: This cross-sectional study involved 85 healthcare professionals selected through simple random sampling. Data were collected using a self-administered questionnaire on self-efficacy for newborn resuscitation, completed after obtaining consent. Data analysis was performed using SPSS version 21, employing Pearson chi-square or Fisher’s exact tests. A multivariate binary logistic regression model analyzed associated factors, with significance set at p < 0.05. Results: Overall, 69% of respondents exhibited high self-efficacy in newborn resuscitation. Among females, 88.5% reported low self-efficacy compared to 11.5% of males. High self-efficacy was seen in 83.1% of those trained in the past five years. Additionally, 58.8% demonstrated high knowledge levels. Supervisor support was reported by 56%, but 85.7% of facilities lacked functional resuscitation equipment and supplies. Conclusion: Despite high self-efficacy levels, gaps remain in the provision of newborn resuscitation and professional self-efficacy. Ineffective supervision and lack of resuscitation equipment hindered practice experience and full commitment, especially among female participants.

Exploring Employee Retention among Generation Z Engineers in the Philippines Using Machine Learning Techniques

Generation Z represents a significant portion of the current workforce and is poised to become dominant in the engineering field. As the new generation arises, employee retention becomes a crucial topic in the Philippines. Hence, this study explored the factors influencing employee retention among Generation Z engineers in the Philippines using machine learning feature selection (filter method’s permutation, wrapper method’s backward elimination, and embedded method’s Least Absolute Shrinkage and Selection Operator) and classifiers (support vector and random forest). A total of 412 participants were gathered through a purposive sampling technique. The results showed that six out of seven investigated features were found to be significant factors impacting Generation Z engineers’ intention to remain in a company. These six features were supervisor support, company attachment, job satisfaction, contribution, emotional support, and shared value, organized in descending order of feature importance. These were further explained by fifteen significant subfeatures representing each feature. Only one feature, servant leadership, was deemed insignificant. These findings were extracted from the optimal combination of machine learning algorithms. Particularly, feature selection’s backward elimination brought 85.66% accuracy, and the random forest classifier further enhanced the accuracy value to 90.10%. In addition, the model’s precision, recall, and F1-score values were 89.50%, 90.10%, and 88.90%, respectively. This research also provided practical insights for the company executives, organizational leaders, and human resources department seeking to enhance employee retention strategies. These implications were based on the significant features influencing Generation Z engineers’ retention, ultimately contributing to the long-term success and competitiveness of organizations.

Juggling Work and Studies: A Lebanon-Focused Study on Work-Life Balance and Well-being of Part-Time Student Workers

In Lebanon, where social unrest, economic downturn, and political instability coexist, part-time workers and students have difficulties in balancing their personal, professional, and academic commitments. To understand how part-time students achieve work-life balance, this study examines work-related stress, flexible work schedules, productivity while working from home, supervisor and coworker support, and work-related characteristics among part-time employees who are also students in Lebanon. Data from a sample of part-time employees who are also students will be gathered using a quantitative survey approach in order to examine how these characteristics interact. In order to improve the academic performance and general well-being of part-time employees who are also students in Lebanon, the findings are intended to influence organizational practices, inform policy interventions, and contribute to the corpus of existing research on work-life balance.

Validation of the Wise Leadership Questionnaire (WLQ)

Purpose The purpose of this study was to validate the psychometric properties of the Wise Leadership Questionnaire (WLQ). Design/methodology/approach Data were collected from three independent samples from Canada, China and Morocco (n = 616). Factor analysis, first- and second-order confirmatory factor analyses, structural equation modeling and Bayesian approach were used. Findings Study 1 confirmed that the WLQ higher-order factor structure is the most adequate theoretical model to capture the four-factor structure of the wise leadership scale, namely, intellectual shrewdness, spurring action, moral conduct and cultivating humility which are essential for a leader to qualify as wise. Study 2 assessed and supported the criterion-related validity by approving that the higher-order wise leadership construct constituted a predictor of work outcomes such as followers’ subordinates’ performance and job satisfaction. Confirmatory factor analysis results yielded a second-order factor of the wise leadership construct with four first-order factors, namely, the four wise leadership dimensions. The correlations between the four first-order factors (i.e. dimensions) and the second-order factor of the wise leadership are positive and statistically significant in both the China and Morocco samples. They are, respectively, as follows: intellectual shrewdness (β = 0.74; 0.62, p < 0.01), spurring action (β = 0.52; 0.76, p < 0.01), moral conduct (β = 0.76; 0.62, p < 0.01) and cultivating humility (β = 0.78; 0.69, p < 0.01). Originality/value Results suggest that the new wise leadership construct is positively associated with followers’ subordinates’ job performance and job satisfaction directly and indirectly through supervisory support, emphasizing the added value and relevance of the WLQ.

Work Systems Factors Associated With Burnout in Sonographers Working in the United States and Canada

Objective: Burnout in sonographers is a prevalent and complex professional hazard associated with poorer quality of work life, productivity, and patient outcomes. This study aimed to understand the prevalence of and work systems factors associated with burnout among a large sample of sonographers. Materials and Methods: Research study registry participants (n = 3659) were invited to complete a follow-up survey about personal and work environment factors, including work hours, break time, coworker and supervisor support, and job satisfaction, overall health, and sleep quality. The Copenhagen Burnout Inventory assessed personal, work-related, and client burnout. Simple and multiple linear regressions were used to identify work systems factors associated with burnout. Results: Of 1389 respondents, over half reported moderate-to-severe personal and work-related burnout, while one-quarter reported moderate-to-severe client burnout. Higher work-related burnout was associated with younger age, working in the Western United States, working full-time, taking fewer weekly break hours, poorer overall health and sleep quality, and lower supervisor support and job satisfaction. Client burnout was associated with poorer sleep quality and lower job satisfaction. Conclusion: Burnout was prevalent in a large sample of sonographers. Multilevel work systems factors are associated with burnout, suggesting collaboration among sonographers, administrators, and organizations is needed to address burnout.

Inclusive Leadership and Employee Engagement as Critical Drivers of Sustainability in Telecommunication Companies

There has been a growing concern about the influence of inclusive leadership on employee engagement in the telecommunications industry. The telecommunications industry is undergoing rapid technological advancements, leading to increased competition and pressure on employees. Creating an inclusive workplace in such a dynamic environment is essential to attracting and retaining talented professionals and driving eco-innovation for sustainable development in Industry 4.0. Despite the importance of inclusive leadership, there is dearth of studies exploring the influence of inclusive leadership on employee engagement in the telecommunications industry. Hence, this study sought to examine the influence of inclusive leadership on employee engagement in selected telecommunication companies in Namibia. A qualitative approach was adopted, where face-to-face interviews were conducted using a semi-structured interview guide. The participants (22 executives) were selected for interviews from two telecommunication companies in Namibia using a purposive sampling method. Data collection involved recording and transcribing participant interviews using Microsoft Word. Thematic analysis was conducted using NVivo 20 software. Results show the importance of empathy and non-hierarchical leadership behaviour as the most critical factor influencing team engagement and discretionary effort in the telecommunications industry in Namibia. Meanwhile, clear career advancement pathways, work autonomy, cross-departmental collaboration, and supervisory support are major contributors to employee engagement for innovative performance and sustainability in the telecommunications industry.

The Work-life Check-ins randomized controlled trial: A leader-based adaptive, semi-structured burnout intervention in primary care clinics

BackgroundBurnout in primary care undermines worker well-being and patient care. Many factors contribute to burnout, including high workloads, emotional stress, and unsupportive supervisors. Formative evidence suggests that burnout might be reduced if clinic leaders hold quarterly and brief (∼30 min) one-on-one check-ins with team members to acknowledge and address work-life stressors (e.g., schedules, workflow breakdowns, time off requests). This paper describes the intervention protocol for a randomized controlled trial (RCT) designed to evaluate the effectiveness and process of the check-ins in reducing burnout among primary care professionals. MethodsTwo-arm RCT conducted at 12 primary care clinics of a healthcare system in the Pacific Northwest. Six clinics received an adaptive design, semi-structured intervention, including predefined training modules with evidence-based tactics to reduce burnout through the check-ins, followed by clinic-specific feedback sessions prior to offering and conducting quarterly leader-employee check-ins. Six clinics were randomized as waitlist controls. Burnout was measured using the Maslach Burnout Inventory (MBI) at baseline and at the 12-month follow-up. Secondary outcomes include organizational constraints, psychological safety, and supervisor support. Multilevel modeling and qualitative methods were applied to evaluate the effects and process of the intervention. ConclusionBy focusing on modifiable work-life factors such as stressors and supervisor support, the check-ins intervention aims to reduce burnout rates among primary care professionals. Findings from this trial will shed light on the conditions upon which check-ins might reduce burnout. Results will also inform policies and interventions aimed at improving mental health and well-being in primary care settings.ClinicalTrials.gov: ID NCT05436548

Human Relations and Employee Engagement in Manufacturing Firms in Kenya

Purpose: This study examined the relationship between human relations and employee engagement in manufacturing firms in Kenya. The human relations constructs included: autonomy, integration, involvement, supervisory support and welfare. Employee engagement was conceptualized using the constructs of vigour, dedication and absorption. Methodology: Guided by positivism, this study adopted a cross-sectional survey using both qualitative and quantitative approaches. The target population was 578 manufacturing firms in the 12 key industrial sub-sectors derived from the directory of the Kenya Association of Manufacturers. The sample size of 236 respondents was arrived at after using the Yamane sample size determination formula. Primary data was collected using a questionnaire. Descriptive and inferential analysis was done using SPSS and results from the data analyzed were presented in tables and graphs. Findings: Correlation analysis results revealed a positive correlation between human relation and employee engagement in manufacturing firms in Kenya. Results from regression analysis revealed there is a positive and significant relationship between human relations and employee engagement in manufacturing firms in Kenya. Unique contribution to theory, practice and policy: This study recommends that organizations should give import to the extent to which they give prominence to tangibly demonstrating care for its employees since demonstrating that the organization values its workers will lead to higher employee engagement. Moreover, the study recommends that management should cultivate an atmosphere of trust and cooperation.

Cultural influences on internship development value and job pursuit intention: An exploratory comparison of student experiences in France and the United States

Internships are increasingly becoming an essential facet of a student's portfolio because of demonstrated linkages with employability and career opportunities. While undergraduate internships have expanded globally, most studies have examined the relationship between internship characteristics and student outcomes within a single country. In this cross-cultural study, we examine the generalizability of existing findings using survey data from 210 university students in France and the United States (U.S.). Results showed that in both countries the internship characteristics of supervisor support and mentoring, autonomy, and task goal clarity positively relate to student perceptions of the developmental value of their internship and job pursuit intention with the intern-host. However, the nature of these relationships varies, with U.S. students benefiting more from greater autonomy, while French students benefit more from increased supervisor mentoring. Contrary to expectations, increased task goal clarity led to poorer outcomes for French students. We discuss the implications of our findings for students and higher education institutions, intern-host organizations, and future cross-cultural research on internships.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR: PERAN PERSON JOB-FIT, MOTIVASI INTRINSIK, PERCEIVED SUPERVISOR SUPPORT PADA KANTOR SATUAN POLISI PAMONG PRAJA DIY

This riset intends to examine the influence of person job-fit, intrinsic motivation, perceived supervisor support on OCB. The riset used a population of all employees of the Yogyakarta Civil Service Police Unit (Satpol PP). Data were collected by questionnaire from 41 employees and using multiple linear regression analysis method and classical assumption test. The classical assumption test includes muticolonierity test, normality test and heteroscedasticity test. The results of this study indicate that person job-fit has a significant positive effect on OCB, intrinsic motivation has no significant effect on OCB, perceived supervisor support has a significant positive effect on OCB. The relevance of the study results will be discussed in the discussion.

Impact of technostress and work-family conflict on turnover intention among nurses in Bangladesh: a moderation effect of perceived supervisor support

Impact of technostress and work-family conflict on turnover intention among nurses in Bangladesh: a moderation effect of perceived supervisor support

Transformational leadership and work engagement in remote work settings: the moderating role of the supervisor’s digital communication skills

PurposeThis study explores the impact of transformational leadership on work engagement within remote work settings. More specifically, we investigate whether supervisor’s perceived digital communication skills moderate the relationship between perceived supervisor support and work engagement.Design/methodology/approachModerated mediation model has been tested using a sample of 410 consultants in Italy who worked within a fully remote work setting during Covid-19 pandemic.FindingsDrawing on construal level theory and social presence theory, our study provides insights into the dynamics of leadership and work engagement in remote work settings. We demonstrate that, despite the challenges posed by physical distance, transformational leaders can effectively stimulate the work engagement of remote collaborators. Moreover, our findings suggest that the perceived digital communication skills of supervisors play a crucial role in moderating the relationship between perceived supervisor support and work engagement. This underscores the importance of supervisors' adept use of digital tools in conveying psychological presence and fostering employee engagement in remote work environments.Practical implicationsOur study highlights the importance of developing supervisors' digital communication skills to support and stimulate employee engagement in remote work settings.Originality/valueThis study contributes to the literature by providing one of the first empirical tests of the relationship between transformational leadership, perceived supervisor support, supervisor’s digital communication skills and work engagement within a remote work setting. By challenging prior assumptions and offering novel insights, our research enhances understanding of leadership dynamics and provides practical guidance for organizations navigating the challenges of remote work.

The Impact of Workplace Bullying on Turnover Intention and Psychological Distress: The Indirect Role of Support from Supervisors

Workplace bullying is characterized by negative, repetitive, and frequent behaviors towards a person, affecting his/her physical and mental health The present study aimed to assess the relationship between bullying, turnover intention, and psychological distress, considering the potential mediating effect of perceived supervisor support. A questionnaire was completed by 252 women and 172 men (n = 424) from 70 French companies and institutions. They were working in private (70%), public (28%), and parapublic (2%) sectors. Finally, 33 trades are represented in this study: commercial (21%), educational (12%), medical (8.3%), and industry (8.3%) were the most prominently represented. Regression analyses showed that bullying was significantly linked to turnover intention (ß = 0.52, p < 0.05) and psychological distress (ß = 0.78, p < 0.001). Moreover, supervisor support played a mediating role between workplace bullying and turnover intention, as well as between workplace bullying and psychological distress. The implications and perspectives of the present research were subsequently discussed.

The Moderating Role of Supervisor Support in the Mediating Effect of Career Satisfaction on High Performance Work Systems: A Path to Enhanced Nurse Service Quality

The Moderating Role of Supervisor Support in the Mediating Effect of Career Satisfaction on High Performance Work Systems: A Path to Enhanced Nurse Service Quality

“A good night’s sleep!” How do remote workers juggle work and family during lockdown? Some answers from a French mixed-methods study

This study, based primarily on job demands–resources model in the context of recovery, uses a mixed methods approach to examine the role that some work and family demands and boundary management tactics play in explaining work-nonwork balance and some related constructs, while also accounting for gender inequalities. The research involved 553 remote workers during the first lockdown in France caused by the COVID-19 pandemic. The results confirmed that a high number of work-related emails or phone calls outside of working hours and the constant presence of children at home were risk factors; conversely, good supervisor support was positively related to recovery experiences and negatively related to work-family conflict and insomnia. Women reported higher levels of insomnia symptoms and had more difficulty disengaging from work and restoring their energy than men. The use of effective tactics– planning, having your own space to work, coordinating with your partner - was made more difficult by workload, use of technology, demands at home, the size of the home and, for women, likely gender inequalities.

Testing the determinants of job satisfaction among police administrative officers in Taiwan

PurposeThe current paper aims to provide insights into the determinants associated with job satisfaction among police administrative (personnel) officers in Taiwan, especially both internal organizational predictors and unique external predictors related to the Chinese cultural context.Design/methodology/approachData were gathered from police administrative officers across major and medium-sized police agencies in Taiwan. Multiple regression models were employed to analyze the relationship between both internal factors to the organization (e.g. workplace fairness, supervisor support, self-efficacy) and external factors (related to traditional Chinese culture and its expectations) and job satisfaction.FindingsThe external factors of work-family life balance and financial benefits are strong predictors, emphasizing the cultural significance of family harmony and financial stability in Taiwanese society. This finding challenges the prevailing notion in the literature that the primary source of job satisfaction among police officers is derived from internal organizational factors. Collectively, the findings concluded the multi-faceted determinants of job satisfaction among administrative officers in Taiwan, intertwining both individual and internal organizational factors with broader external cultural influences.Practical implicationsThis study investigated the job satisfaction among administrative officers who play a key role in a police department. The findings showed that external factors exert a significant impact on job satisfaction. This offers a new frontier to examine job satisfaction among not only administrative officers but also patrol officers in Taiwan and Asian countries. In addition, training courses can be developed and focus on work-family relations when officers are off duty.Originality/valueWhile previous research has extensively explored job satisfaction among police officers in various roles and countries, by integrating internal organizational and external predictors, this study pioneers the focus on “police administrative officers” within Taiwanese police agencies.

SUPERVISOR SUPPORT AS A KEY FACTOR IN MEDIATING BURNOUT AGAINST EMPLOYEE TURNOVER INTENTION OF PT. PERINTIS KARYA SENTOSA SEMARANG

In this current work environment, the role of supervisor support as a mediator in overcoming burnout and its impact on employee turnover intention is the main focus. This research tries to explore the relationship between burnout, job insecurity, and turnover intention, as well as the mediating role of supervisor support. Through research conducted on 80 employees of PT. Perintis Karya Sentosa Semarang, and data is processed using PLS 3.0 software. The research results show that there is a significant negative influence between supervisor support on turnover intention. Furthermore, it was found that job insecurity and burnout had a positive and significant relationship to turnover intention. These results underline the important role of supervisor support as a key factor in mediating the impact of burnout on employee turnover intention.

How can Organizational Support Increase Employee Motivation and Performance? Studies on Employees of MSMEs in Indonesia

Purpose – This study aims to investigate how the supervisor support (SVS) and co-worker support (CWS) affects employees in micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. Aims(s) – This study tested and strengthened the results of previous research regarding how SVS and CWS increased the motivation and performance of employees in the MSME sector in Yogyakarta, Indonesia. Design/methodology/approach – This study used 426 employees who were collected using a questionnaire. After the questionnaire was declared valid and reliable using the data collected, it was continued with testing the research hypothesis using structural equation modeling (SEM) with a two-step approach. Findings – The results of this study found that employees do need support from supervisors and co-workers, so that all variables in this study are correlated. In addition, employee motivation was directly influenced by emotional CWS, while employee performance was influenced by instrumental CWS. SVS had no direct effect on motivation and performance but encouraged employees to provide support to their co-workers both emotionally and instrumentally. Limitations of the study – The limitations of this research were using cross-section data to test the mediation model and using self-assessment in filling out the questionnaire which caused common method variance. Future research would be better if longitudinal data and other ratings were used to overcome this problem. Practical implications – Supervisor support has an effect for increasing co-worker support. These two forms of support are very necessary in increasing employee motivation and performance. Originality/value – Unlike the results of previous research, this research found that leader support cannot immediately improve employees’ performance. Supervisor support was mediated by other variables, which in this case was co-worker support which can motivate employees to improve their performance.