Family Supervisor Research Articles

Linking Supervisor Role Identity Saliences to Supervisor Work-Family Support

Drawing upon role identity theory and the dual judgment model of perspective-taking, we investigated a model describing the relationship between supervisor family identity salience (SFIS) and supervisor work-family support, with supervisor work identity salience (SWIS) as a moderator and supervisor work-family perspective taking as a mediator. We tested the model using two data sets. Results from supervisor-reported data indicated that SFIS was related to supervisor work-family perspective-taking, which was, in turn, related to supervisor work-family support. Results from leader-follower dyadic data found that SFIS was related to work-family support. In both samples, the effects of SFIS were stronger when SWIS was high. We discuss the theoretical and practical implications of these findings.

The Effects of Family Issues and Supervisor Support on Work Satisfaction and Work Innovation: A Driver Intention to Remain?

The Effects of Family Issues and Supervisor Support on Work Satisfaction and Work Innovation: A Driver Intention to Remain?

Application of family supervisors in elderly patients with type 2 diabetes

Objective To explore the effects of family supervisors on prognosis and compliance among the aged with type 2 diabetes. Methods From June 2017 to June 2018, we selected 170 elderly patients with type 2 diabetes at Xindu People's Hospital of Chengdu City by convenient sampling. All of patients were divided into experimental group and control group with the method of the random number table, 85 cases in each group. Control group carried out routine health education. On the basis of that, experimental group recommended a family supervisor manage and control patient. One year after intervention, we compared the fasting plasma glucose (FPG) , glycosylated hemoglobin (HbA1c) , 2-hour postprandial glucose (2 h PG) , nursing compliance with the questionnaire and quality of life with the MOS item short from health survey (SF-36) of patients between two groups. Results There was no patient loss to follow-up between two groups within a year after intervention. After intervention, the FPG, 2 h PG and HbA1c of experimental group were (5.0±0.8) mmol, (11.2±1.3) mmol and (6.1±0.6) % respectively lower than those of control group with statistical differences (P<0.05) . After intervention, the compliance cases of experimental group were higher than control group , the differences were statistical significant (P<0.05) . The scores of overall health of patients of experimental group and control group were (85.3±12.1) and (80.4±9.4) with a statistical difference (P<0.05) . Conclusions Family supervisor can improve glucose levels of elderly patients with type 2 diabetes , treatment compliance and patients' quality of life which is worthy of being practiced. Key words: Diabetes mellitus, type 2; Aged; Family supervisor; Prognosis; Compliance

‘Negative work-family spillover: The relationship between perceived subordinates’ negative workplace gossip and supervisor family satisfaction: The role of workhome segmentation preferences’

This study considers experienced immediate employees' negative workplace gossip as a social stressor and examines its spillover effect on the supervisor's family satisfaction. Based on the integration of work-family interface model and boundary theory, our study investigates the influence of perceived subordinates’ negative workplace gossip on supervisor’s family satisfaction through the mediation of supervisor's Work-Family Conflict (WFC) and moderation of Work-Home Segmentation Preferences (WHSP). The result from three waves (N = 326) reveal that immediate employees negative workplace gossip is negatively related to supervisor family satisfaction, and this relationship is mediated by supervisor's WFC. Additionally, the WHSP mitigate the mediating effect of WFC between subordinates’ negative workplace gossip and supervisor family satisfaction. The data hold while controlling the family role conflict, family role ambiguous, and general job stress. The theoretical, and managerial implications of these findings and future research are discussed.

Well-being and engagement as predicted by fit and misfit of work to family supervisor interruption behaviors and – subordinate interruption tolerance

The purpose of our study is to examine the effects of alignment and misalignment between supervisor’s work-to-family interruptive behaviors and subordinate’s tolerance for such interruptions on the latter’s well-being and engagement. Based on 582 supervisor-subordinate dyads, we find that alignment (the degree of similarity between the supervisor and subordinate) is not always significantly better than misalignment. In fact, our results show that when supervisor shows a low level of work-to-family interruptive behaviors while subordinate has a high tolerance for such interruptions increases subordinate’s well-being and engagement. When supervisor shows a high level of work-to-family interruptive behaviors while subordinate has a low tolerance for such interruptions, subordinate’s well-being and engagement decrease. Implications and future research directions are discussed.

Work-Family Conflict and the Role of Family Supervisor Support as a Promising Approach to Retain Qualified Nurses

Many hospitals worldwide have recently experienced a rise in turnover rates among their healthcare professionals. For example, in the United States, the turnover rate of healthcare professionals has dramatically increased from 13.5% in 2011 to 17.2% in 2015. Almost 40% of newly employed nurses in the United States intend to quit their jobs and search for new positions within the first year of their employment. The existing literature has documented many factors that can contribute to high turnover rates such as stress, feelings of inadequacy, lack of professional development and training, limited opportunities, and lack of the required skills and knowledge. However, a new factor that can lead to turnover has recently been discussed in the literature and is gaining greater attention: the conflict that exists between work and family demands. In this paper, we discuss the concept of workfamily conflict, its consequences, and a promising strategy to effectively tackle this issue and address its consequences. Helping healthcare providers to maintain the balance between work and family demands can reduce stress and increase job satisfaction among nurses, which can eventually lead to their retention in the workplace.

Organizational Support Factors and Work–Family Outcomes: Exploring Gender Differences

The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.

Knowledge sharing, work–family conflict and supervisor support: investigating a three-way effect

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.

In whose interest? An analysis of exemplary interaction between a family supervisor and a Dutch-Curaçaoan single-mother

This article examines the interaction between a single-mother and a family supervisor as part of a child protection intervention in The Netherlands. The case is based on a longitudinal multi-sited ethnographic study of a Dutch-Curaçaoan single-mother family who faces a child protection order. A contextual analysis of the encounter between the mother and the family supervisor shows how child protection interventions occur in practice. It illuminates important power and knowledge asymmetries and reveals communication practices to safeguard interests. The analysis demonstrates the tension of conflicting interests in which the intervention takes place and which emerge from the encounter.Methodologically, the article aims to contribute to a contextual analysis of child protection practices by providing a contextual discourse-analytical framework. It reveals how institutional interests influence child protection interaction and the mother–family supervisor relationship.

Tratamento supervisionado em pacientes portadores de tuberculose utilizando supervisores domiciliares em Vitória, Brasil

To evaluate the use of family members as supervisors of directly observed therapy (DOT) in patients with tuberculosis. This was a prospective descriptive study involving patients diagnosed with pulmonary tuberculosis. The sample comprised 98 patients. A standardized protocol was implemented in order to train the patient and their families. After the training, the patient was allowed to choose either a family member or a health care worker as a supervisor. Absolute and relative frequencies were used in descriptive data analysis. A family member supervisor was chosen by 94 patients (96%). The cure rate was 99%. The partner was chosen by 49% of the patients, and other family members were chosen by 28%. The heath care team needed to take over DOT in 3% of the cases. Regular attendance at follow-up appointments was 67%. It was observed that 24% of the problems in this DOT model referred to the family supervisor forgetting to administer the medication or to the patient forgetting to take it; 39% of the patients forgot to take the medication for one day, and 31% forgot to take it for two days. There was change of supervisor in 9% of the sample, medication was lost by the patient sometime during treatment in 9%, and patient drug intolerance occurred in 8%. DOT supervised by a family member has proven an effective and low-cost technique. However, compliance is not due to one single factor but to the combination of strategies adopted: bus passes; educational measures and especially the individualized approach.

Attitudes toward authority of adolescents under family supervision

Child protection measures result in a change in who is an authority figure in the family receiving child protection intervention. Parents and children are often opposed to these changes in authority and intervention and have to get used to the new power balance. Attitudes toward parental and professional authority affect the quality of the relationship between court-appointed family supervisor and client. Recent research has shown that adolescents’ attitudes toward authority in general have changed. The topic of this study is how adolescents under family supervision view authority. The questions examined are: What motivates adolescents to obey their parents? How does this compare to their motivations for obeying the family supervisor? Interview data regarding adolescents’ future parenting style preferences are presented and directions for further research in this area are suggested.

Perception of Counselor Behavior and Current Intergenerational Family Relationships

In this study, significant relationships were found between several dimensions of intergenerational family relationships and supervisor ratings of counselor behavior.

Attitudes of Supervisors toward Short Police Officers

Although there has been much interest in the performance of short patrolmen and those of normal height (White & Bloch, 1975), there appear to be few differences. The present study was designed to explore the opinions of supervisors about short patrolmen. A 20-item questionnaire was completed anonymously by 29 supervisors whose mean age was 40.3 yr. (SD = 5.7), mean years of supervising 8.1 (SD = 4.9) on their opinions about short police officers. They were from four small departments (with 20 to 25 police officers each). Their mean height was 71.7 in.; 17 were average (68 to 72 in.); 11 were tall (more than 72 In ); and one was short (less than 68 in). Of these supervisors, 62% felt that short patrolmen receive more complaints from citizens, 62% believed that they cause more frequent disciplinary problems, 59% believed that they issue more vehicle summonses and arrests, 55% believed that they cause poor morale, 52% believed that they initiate most of the internal department complaints, and 38% believed that they are involved in more accidents than the average or tall patrolman. Tall patrolmen were believed to be least often disciplinary problems by 55% of the supervisors, and to take the most sick time (by 45% ). Patrolmen of average height were believed to receive letters of commendation more (by 93%), to give more warnings for motor vehicle violations (by 86%), to get along better with their co-workers (by 86%), to receive more job-related injuries (by 79%), and more often to be chosen as the patrolman most preferred to help a member of the supervisor's family (by 76%). Opinions about short patrolmen were not, on the whole, related to the supervisor's age, years of police work, rank, or weight. However, taller supervisors more often viewed short patrolmen as sources of poor morale, as sources of internal complaints, and as involved in more accidents. Supervisors with more years of supervising less often saw short patrolmen as making more arrests or tall patrolmen as taking more sick time. The opinions about short police officers varied also between the four departments studied. In summary, these supervisors tended to see short patrolmen as more aggressive law enforcers and as more likely to be sources of discontent in the police department. Further research is needed to discover whether these perceptions are correct.