Team Supervisors Research Articles

An examination of work engagement's antecedents and consequences in a sample of U.S. community mental health providers.

The study examined the relationship between job demands and resources, work engagement, and turnover intentions in a community mental health context. Using path analysis, we tested a conceptual model where we hypothesised that job demands (pressure to produce and role ambiguity) had a negative relationship to work engagement (H1) and resources (team commitment, supervisor relationship, and connection to organisational mission) were positively related to engagement (H2). Furthermore, greater engagement would be related to lower intention to leave the job (H3). Additionally, we hypothesised that there was an indirect effect of job demands and resources on turnover intention mediated via engagement (H4). The study used cross-sectional data collected in 2018 from a sample of N=170 mental health providers employed in a community mental health centre in the Southwest region of the United States. The study findings suggest that the job demands tested, pressure to produce and role ambiguity, were negatively related to engagement (H1). Of the job resources tested, only team commitment and connection to mission were positively related to engagement (H2). Work engagement was negatively related to intention to leave (H3). There were indirect effects of job demands and job resources (pressure to produce, role ambiguity and connection to the organisation mission) on intention to leave mediated through engagement (H4). The findings suggest that managers and administrators in community mental health organisations may help promote a more stable workforce by bolstering the resources that lead to greater work engagement and mitigating the job demands that reduce engagement.

Evaluasi Pelaksanaan Trias Usaha Kesehatan Sekolah (UKS) di Sekolah Dasar Negeri Lawe Kongker Kabupaten Aceh Tenggara Tahun 2021

School Health Efforts as education and health efforts must be carried out in an integrated, planned, directed and responsible manner in instilling, growing, developing and guiding to live, enjoy and implement the principles of healthy living in the daily lives of students. The purpose of the study was to determine the organization, implementation of work programs, Availability of facilities and infrastructure Availability of funding sources in the implementation of the School Health Business Trias (UKS) at the Lawe Kongker State Elementary School, Southeast Aceh Regency in 2021. This type of research is descriptive with quantitative analysis. The results of the research on the implementation of the Triassic School Health Business at the Lawe Kongker State Elementary School, Southeast Aceh Regency in good categories, both from the implementation of education, health counseling, and the implementation of a healthy school life environment. Southeast is supported and coordinated by the implementation of the school health business organizational mechanism and the implementation of the school health business work program, both from the school and from the supervisory team of school health business supervisors. Meanwhile, the inhibiting factors for the implementation of School Health Efforts are still low participation or support from parents and the community for School Health Business activities and the lack of availability of funds from parents and the community for School Health Business activities.

STRATEGI OPTIMALISASI PENERIMAAN RETRIBUSI PARKIR TEPI JALAN UMUM DI KOTA DUMAI

Street parking retribution is one kind of PAD that has high potential in Dumai City.However, income from street parking retribution in Dumai City is still low because there is no proper strategy to optimize it. Therefore, the purpose of this research is to formulate strategy in order to optimize the income of parking on the street in Dumai City.This research uses interviews, questionnaires, observation and study documents as data collection techniques. Then data founded processed by calculating IFAS-IFAS, Cartesian SWOT quadrant, IE matrix and SWOT analysis. Results of this research are the formulation of strategies for optimizing the street parking retribution income in the city of Dumai as follows: 1) implementing the Electronic Parking Terminal (TPE) system as a more effective replacement system. 2) Forming supervisory team by coordinating such as Satpol PP, Police and so on. 3) Installed Closed Circuit Television (CCTV) at each public roadside parking location so that it can be used in the future. 4) Open a written or online complaint service to receive input and complaints from the public or public roadside parking service users. 5) Propose an additional operational budget so that the expansion of public roadside parking spaces in Dumai City can be carried out.

Implementation of Village Fund Management in Tatengesan Village, Pusomaen District, Southeast Minahasa Regency

This study uses a qualitative research type, primary data collected through interview techniques, observation and supported by secondary data, namely documentation. The data analysis of this research used an interactive model consisting of “data collection, data display, data condensation, concluding; drawing and verifying” developed by Miles, Huberman, and Saldana. The results of this study prove that the management of the Village Fund for the 2019 fiscal year is in the planning stage, seen from the musrembang held by the Village Fund implementation team that is still less effective, wherein the musrembang activity community participation is still very low, due to the lack of transparency of information conveyed by the Tatengesan Village apparatus to the community. Tatengesan Village. Implementation based on research results is less effective, the use of the Village Fund budget can be resolved properly but due to the lack of transparency of information related to the implementation of activity planning by the village government to the community, so that the achievement of the objectives of the Village Fund management carried out in Tatengesan Village is still less effective. Accountability in the Village Fund Management process in improving physical development in Tatengesan Village is still less effective, the preparation of the accountability report only focuses on one person, namely the Operator. There is no evaluation of activities that should be carried out with the Tatengesan Village community and the capacity of human resources is still inadequate. Lack of information obtained by the community from the village government so that the community does not know at all their function as a direct supervisory team in the management of the Village Fund, but the community only knows that there is and has been the implementation of development in the village.

Enhancing acute flaccid paralysis surveillance through the use of pictorial surveillance reminder cards during supplementary immunization activities, December 2014: a survey in Jigawa State, Nigeria.

IntroductionAcute flaccid paralysis (AFP) pictorial surveillance reminder cards (AFP cards) could aid AFP case identification during supplementary immunization activities (SIAs). We assessed the availability and utilization of AFP cards among vaccination teams during the December 2014 polio SIAs in Jigawa State, Nigeria.MethodsWe conducted a cross-sectional survey of a convenience sample of 95 vaccination team supervisors. We used a semi-structured interviewer-administered questionnaire to collect information on socio-demographics, knowledge of AFP cases, availability and utilization of the AFP cards for case identification and investigation and non-compliance resolution by vaccination teams. Univariate and bivariate analyses were performed using Epi Info version 3.5.1.ResultsOf the 95 supervisors interviewed, 86 (91%) reported that vaccinators properly displayed the AFP cards, 90 (95%) reported use of cards for AFP case identification, 88 (93%) reported use of cards to resolve non-compliance with polio vaccination and 77 (81%) reported use of cards to ask caregivers six key questions to prevent missed children. Fifty-eight (61%) supervisors knew the AFP case definition. A total of 21 possible AFP cases were identified by vaccination team members with the aid of the cards, of which 17 (81%) were referred to the nearest health facility.ConclusionThe survey demonstrated usefulness of reminder cards for identification and follow-up of AFP cases. Based on these findings, use of AFP cards was implemented in all Nigerian States and similar cards were developed and implemented for measles surveillance during SIAs.

Analysis Effect on Readiness to the Implementation of Performance Based Contract (PBC) in PT Pelabuhan Indonesia III (Persero)

The type of contract for the road project used in PT Pelabuhan Indonesia III (Persero) is currently using the type of General Contracting. The contract is conventional and is considered to have many weaknesses. To obtain more optimal project results and maintenance can run optimally, in addition to improving quality control by the project supervisory team, one way that can be done is to change the use of innovative types of contracts. namely Performance Based Contracts (PBC). When implementing the PBC for the first time, there are several things that must be prepared, one of which is the readiness of the owner and contractor. Analysis in this study uses Structural Equation Modeling (SEM). The results obtained are that the variable readiness to use PBC has a positive effect on the application of PBC. If the readiness variable increases by one unit and the other variables are considered constant then the PBC implementation variable will increase by 0.390.

Dispute Settlement Patterns on The Village Chief Election at Bondowoso Regency

Village elections (Pilkades) is a direct election procedure and mirrors implementation of democratic life in Indonesia. Article 37 and 38 of the regency Regional Regulation No. 7 of 2006 states that if the Pilkades process turns dispute, the dispute does not stop the next stage. The regency government normatively based on Article 37 guarantees the completion stage of the elections until the inauguration phase and form a team of supervisors who communicate with those who feel aggrieved to get agreement dispute resolution. Until this research is done, there is only one case submitted to the District Court, but then the plaintiffs draw their lawsuit. Dispute settlement pattern research was conducted through interviews and providing information to the bureaucrats and the judiciary in the area of dispute. The involvement of these parties is important that the results of this activity followed up by an independent institution in Pilkades dispute resolution with consideration of existing regional regulations. How To Cite: Fauziyah, F., & Praptianingsih, S. (2015). Dispute Settlement Patterns on The Village Chief Election at Bondowoso Regency. Rechtsidee, 2(1), 11-20. doi:http://dx.doi.org/10.21070/jihr.v2i1.8

Strategies and interventions for improving safety culture in Australian Emergency Departments: A modified Delphi study.

Patient safety and safety culture are critical for quality healthcare delivery in general and in Emergency Departments (EDs) in particular. The aim of this study is to identify strategies that may contribute to the improvement and maintenance of patient safety culture and which are considered most feasible in the ED environment. A two-step modified Delphi method with 11 experts' panel was performed to establish consensus. A list of potential expert participants with a background in patient safety culture in EDs was compiled through the professional networks of the supervisory team. Snowball sampling was used to identify additional possible participants. The expert panel included key leaders in the emergency medicine community in Queensland, Australia: patient safety experts and researchers, patient safety directors, and healthcare providers in an Australian ED The study ran from September 2018 to December 2018. The tool used in Round 1 in this study was developed through triangulating the outcomes of a review of literature, results from a survey of ED staff and findings from semi-structured interviews with key stakeholders in ED. The results from Round 1 informed the development of the Round 2 tool. The responses from the Delphi Round 1 tool were analysed as both qualitative data and quantitative data. The responses from the Delphi Round 2 tool were treated as quantitative data and analysed with the SPSS software. Consensus was calculated based on more than 80% agreement in collapsed categories 1 and 2 (or 4 and 5) of the five-point Likert scale. Only six strategies out of 17 (35%) achieved consensus for both importance and feasibility. These strategies may therefore be considered the most important and feasible key strategies for improving safety culture in EDs. Seven strategies (41.1%) achieved consensus for importance, but not for feasibility and four strategies (23.55%) did not achieve consensus for either importance or feasibility. This study offers practical solutions for safety culture improvement in the ED context. Six key strategies were seen as both important and feasible and these grouped into three main themes; leadership through agenda setting, operational management approaches to reinforce the agenda and commitment, and systems and structures to reinforce the agenda and monitor progress.

Membuat Portofolio Pribadi Menarik dalam Mempersiapkan Diri Melamar Pekerjaan bagi Orang Muda Binaan Marga Sejahtera

Portfolio is one of the main administrative requirements if someone wants to apply for a job. In a portfolio you can see what and how a person is. In this training, participants are invited to directly practice on making attractive portfolios so that they have the opportunity to be accepted by the company. Even though using the zoom meeting media, participants can still practice directly according to the instructions from the lecturer team as a training supervisor. With time constraints and some participants experiencing problems related to internet connection, the training supervisor team provided portfolio creation materials by utilizing the templates available in the document management application. The great enthusiasm of the participants made the training supervisor team even more enthusiastic, especially the continuation of mentoring through the email media of the training supervisor team. In a short time, we were able to produce several examples of participant portfolios sourced from supporting documents, such as diplomas and certificates as well as experiences.

Engaging by releasing: an investigation of the consequences of team autonomy on work engagement

PurposeTeam autonomy involves empowering employees to achieve greater control over organizational dynamics. Such empowerment may augment the employees’ vigor, dedication and absorption at work. However, there is limited evidence on the contents of the relationship between team autonomy and work engagement. This paper aims to fill in this gap, shedding light into the manifold implications of team autonomy on employees’ work engagement.Design/methodology/approachA serial mediation analysis was designed to collect evidence of the effects of team autonomy on work engagement. Drawing on self-determination theory, social comparison theory and social facilitation theory, team member-supervisor exchanges and organizational climate were contemplated in the analysis as mediating variables. An ordinary least square regression-based model relying on 5,000 bootstrap samples was implemented. The study focused on a large sample of Europeans employed in the manufacturing sector (n = 4,588).FindingsTeam autonomy had tiny, but statistically significant effects on work engagement. Good relationships between team members and supervisors positively mediated the effects of team autonomy on work engagement. Conversely, the organizational climate did not have a significant mediating role. A statistically significant serial mediation effect linked team autonomy and work engagement via team member-supervisor exchanges and organizational climate.Practical implicationsTeam autonomy contributes to increasing the employees’ vigor, dedication and absorption at work. The enhancement of team member-supervisor relationships fosters the engagement of team members who experience a greater autonomy at work. The effects of team autonomy on organizational climate are ambiguous and mediated by an improvement of the relationships between team members and supervisors.Originality/valueThe paper originally investigates the implications of team autonomy on work engagement, emphasizing the importance of social exchanges at work to realize the full potential of team autonomy.

Asking How to Fish vs. Asking for Fish: An Investigation of Different Help-Seeking Behaviors

In the modern workplace, it is virtually impossible to succeed without seeking any help from others. Despite its widely recognized importance, help-seeking has rarely been explored in the organization literature. Specifically, it is unclear from the existing literature whether and how various work-related demands drive employees’ help-seeking and whether seeking help always benefits employees in need. Our research model integrates the challenge-hindrance stressor framework and the dual-type view of help-seeking (i.e., autonomous and dependent help-seeking) to test the situational and structural workplace antecedents that determine different types of help-seeking, and examine their differential intrapersonal and interpersonal consequences that eventually impact job performance. Evidence from a time-lagged, multi-sourced, and team-based field study showed that challenge stressors at work increased employees’ autonomous help-seeking while hindrance stressors increased dependent help-seeking. Moreover, when employees occupied more central positions in their team workflow network, the effect of hindrance stressors on dependent help-seeking became stronger. Finally, autonomous help-seekers benefited from more positive job performance ratings from team supervisors through increased team-based self-esteem, whereas dependent help-seeking hurt help-seekers’ job performance via decreasing their perceived competence by teammates. Theoretical and practical implications were discussed.

Assessing community engagement in Nigeria polio eradication initiative: application of the Consolidated Framework for Implementation Research

ObjectiveThis study employed the Consolidated Framework for Implementation Research (CFIR) to assess factors that enhanced or impeded the implementation of community engagement strategies using the Nigerian polio programme as a...

Team culture, employee commitment and job performance in public sectors: a multi-level analysis

PurposeThe purpose of this paper is to examine the mediating role of employee commitment into the relationship of team culture and job performance at multi-level, in the context of Ethiopian public sectors.Design/methodology/approachIn the adopted survey design, data were collected from two sources. In the rural development sector of Bale zone in Oromia regional state of Ethiopia, 108 randomly selected employees participated in the survey and also their corresponding 13 team supervisors. By using referent-shift consensus, the individual responses on team culture have been aggregated to team-level scores. In the multi-level modeling, the mediation effect of employee commitment was checked by using Monte Carlo simulation.FindingsThe analysis reveals that employee commitment significantly cross-mediates into the relationship between team culture and job performance. In line with the extended model of team motivation, team culture was found to be significantly cross-related with individual job performance also.Practical implicationsThis paper contributes to the knowledge regarding the effects of team culture on employee commitment and job performance. Based on the competing values framework, the authors argue that the cohesion and strong camaraderie among members within a work team establishes a team culture within the organization culture itself.Originality/valueThe novelty of this study lies in the fact that; it is the first study to see the indirect effect of team culture on job performance through employee commitment at multi-level.

Application of fuzzy TOPSIS in the Analyze phase of the DMAIC cycle to aid decision-making

This paper reports the use of multicriteria analysis in the Analyze phase of the DMAIC (Define-Measure-Analyze-Improve-Control) cycle for continuous improvement. The research was carried out in a tissue paper factory located in southern Brazil. A sample of 64 parts of 16 different reels of recycled paper was used. A problem regarding paper quality variability was detected, presenting a scrap index ranging between 9% and 23%, compromising machine productivity and product sales. This motivated the implementation of a structured project supported by the application of the DMAIC cycle. The project team (machine operators, maintenance staff, supervisor, and data analyst) defined the evaluation criteria and determined the control intervals and their equivalence with linguistic variables to support the necessary evaluations for the application of fuzzy TOPSIS (Technique for Order of Preference by Similarity to Ideal Solution). The criteria were C1-Longitudinal Strength (Kgf), C2-Longitudinal Elongation (mm), C3-Cross-strength (kgf), C4-Cross-elongation (mm), C5-Weight (g/m²), and C6-Humidity (%). The results showed that samples with the same ranking had the lowest scrap indexes in the subsequent process. Also, the criterion C5 had a more significant impact on the quality of the product than the other criteria, which was determined from the DMAIC sequence. Improvements related to C5 should be prioritized. The fuzzy TOPSIS method presented is a flexible tool, adapting itself to the solution of the problem and contributing to the decision-making process.

Perspectiva global y acción local para un programa doctoral en ciencias de la salud

Con el objeto de ponderar las condiciones actuales requeridas para un programa doctoral en Ciencias de la Salud en Colombia, se elaboró un documento base y de posición para explorar su viabilidad y factibilidad de desarrollo. Mediante una estrategia de revisión teórica, discusión de expertos y definición de categorías, se establecieron temas centrales para el estudio y comprensión de la situación. A través de un proceso heurístico, se definieron cinco categorías clave; “historia de los doctorados”, “perspectiva global”, “situación nacional”, “elementos en la FUCS” y “prospectiva”, que muestran un panorama mundial de sobreoferta y precariedad laboral versus la necesidad y la posibilidad de generar localmente desarrollos e innovaciones en salud, a condición que un doctorado respete condiciones de excelencia, integralidad y protección del estudiante y del talento humano formado. La conclusión fundamental es que un programa PhD en Ciencias de la Salud es viable en la medida de la factibilidad y la fortaleza de factores tales como unos proyectos bien planteados y ejecutados, un equipo de supervisores y codirectores expertos y competentes, y un conjunto de capacidades administrativa, financiera y estructural, todo lo cual implica, al final, voluntades políticas y directivas.

Modeling Character: Servant Leaders, Incivility and Patient Outcomes

Persistent and pervasive rudeness and lack of respect are unfortunately common in workplaces today. The deleterious effects of this incivility at work may be even worse than previously demonstrated, impacting not only employee victims but also trickling down to those who employees contact. However, we propose that leaders who prioritize their followers’ needs above their own, also known as servant leaders, may be a critical preventative mechanism to reduce group-level incivility through promoting a virtuous climate. Applying social learning theory and social information processing theory, we argue that servant leaders role model virtuous character that contributes to a virtuous climate that influences group members to reduce incivility and, in turn, treat others well. We utilize the healthcare setting (1,485 nurses in 71 hospital units) to support this hypothesized process across multi-source measures of incivility from coworkers and team supervisors and three indicators of quality of patient care. Specific findings and implications for managers in healthcare settings and beyond are discussed.

MANAJEMEN KEPENGAWASAN PROFESIONALISME GURU MASA PANDEMI DI MTS MIFTAHUL FALAH DISKI

The management of supervision of teacher professionalism during the COVID-19 pandemic is intended to determine teacher performance so that the supervision and professionalism of teachers during the COVID-19 pandemic can also be measured for the implementation of follow-up to advance learning. This qualitative research is descriptive and makes the researcher the main instrument. The results of the study showed that the supervision plan for teachers during the COVID-19 pandemic was carried out by the supervisory team and the madrasa head integrated into the madrasa annual plan. Organizing resources for the implementation of supervision by dividing tasks to the deputy head of the madrasah and supervisors. Implementation of madrasa supervision plans in the form of online meetings, individual coaching and guidance, and implementation of lesson study activities to improve teacher skills and professionalism.

Doctoral students’ well-being in United Kingdom business schools: A survey of personal experience and support mechanisms

We present the perspectives on mental well-being of 63 Doctoral students (DS) undertaking a PhD in business schools in United Kingdom (UK) universities. Utilising a cross-sectional survey, the aims of this study are to 1. Capture business and management doctoral students' (DSs) views on their mental well-being and the factors that affect it. 2. Critically review the influence of the business school learning environment on doctoral student well-being. 3. Reflect on the effectiveness of business schools’ support for the well-being of doctoral students.Findings indicate that many business school doctoral students viewed their mental well-being negatively and more than half considered their personal well-being as their own problem. Personal and interpersonal factors caused a very high percentage of their negative mental well-being issues, with the majority of research supervisors being viewed as a positive support.However, in business school doctoral training programmes, respondents reported minimal input on managing and understanding their personal well-being, despite research which correlates faculty and departmental support for well-being and PhD completion. In the light of these findings we suggest that individual business schools should review their training curriculum for doctoral students to prevent over-reliance on the supervisory team and offer more formal training on managing mental well-being.

Postgraduate supervision: A practical reflection on how to support students’ engagement

The quality of postgraduate education largely depends on effective supervision of postgraduate students. Nowadays, the supervisory role has become more challenging due to different ethnic, cultural, political, economic, linguistic, and educational backgrounds of postgraduate students where their attraction and retention are paramount for educational institutions. Students’ satisfaction balancing studies and other interest is also important during their postgraduate learning experience and supervision is challenged to assist towards this direction as well. Literature about postgraduate supervision has focused on describing the ever-lengthening lists of functions that must be carried out. The present study, through a critical literature review methodology and reflection upon personal practice, explores how postgraduate supervisors can support & engage students with their studies balancing other demands and interests, what are the challenges supervising international students, and how, the supervisory team can manage internal conflicts, function better and more efficiently. The key conclusions show that facilitating development of skills important for students’ ’studies and lives, bridging studies and other demands /interests together, rewarding students’ success, responding to cultural and educational differences & personal interests, and finding ways all members of the supervisory team to work more effectively can lead to more efficient and effective postgraduate supervision.

LEGAL REVIEW OF THE IMPLEMENTATION OF FEMALE DEVELOPMENT IN THE WOMEN'S CORRECTIONAL INSTITUTIONS CLASS IIA EAST JAKARTA

The purpose of guiding prisoners in prison in Indonesia is so that prisoners can improve themselves so that the objectives of the correctional system can be achieved so that prisoners are nurtured and guided to become better people. A person becomes a prisoner not only because the factors that cause the crime that come from outside are material, but also because his mental and spiritual factors have been damaged as a result of mistakes and socialization that shape his personality. The formulation of the problems in this research are: 1. How is the implementation of coaching for women assisted residents in LAPAS Perempuan? 2. What are the obstacles in the implementation of coaching for women assisted citizens at the Class IIA Women's Prison, East Jakarta? The research method that I use is a normative juridical method, which is to analyze the relationship between the prevailing laws and regulations with legal theories and the practice of implementing positive law concerning the issues discussed. The conclusion in this study is that the implementation of coaching for female prisoners at the Class IIA Women's Prison, East Jakarta, includes several procedures starting from the admission of prisoners, registration to the next stage of the implementation of the development of prisoners. The implementation stage itself consists of 4 (four) stages, namely the initial stage of teaching inmates to have religious and legal awareness, the advanced stage which gives directions to the inmates to always display their talents and skills so that while in prison, the prisoners have positive activities done. Furthermore, in the advanced stage, the two prisoners who have undergone half of their prison terms, which according to the Correctional Supervisory Team (TPP) are allowed to go outside the wall (assimilation), in the last stage are given provisions to become independent humans, live happily and participate actively in the community again. Some of the obstacles in the implementation of guidance for assisted citizens at LAPAS are conditions of overcapacity of LAPAS; Some of the prisoners do not have clear families; Lack of security personnel at LAPAS; Lack of attention to the fulfillment of institutional facilities at LAPAS; Lack of human resources such as teacher assistance and trainers.