Supervisor Task Research Articles

Psychosocial Hazards in the Northern Territory Building and Construction Industry: A Profile of Job Demands and Job Resources in a Jurisdiction and Industry with High Rates of Suicide.

The work environment for building workers in Australia's Northern Territory (NT) is characterised by concerningly high rates of distress and suicide at both a jurisdictional and an industry level. Work-related psychosocial hazards are known antecedents of work-related distress and suicide, and more research is required to understand how these hazards impact workers in this unique building context. This paper examines the unique work environment in the NT building industry by comparing psychosocial hazards in the NT with those in the broader Australian building and construction industry. When comparing 330 NT self-report survey responses about psychosocial hazards in the workplace to 773 broader Australian building industry responses, supervisor task conflict for NT workers was more concerning, at 10.9% higher than the broader Australian cohort. Within the NT sample, comparisons between fly-in and fly-out/drive-in and drive-out (FIFO/DIDO) workers and non-FIFO/DIDO workers were also performed to determine specific local psychosocial hazards. When comparing FIFO/DIDO workers' responses to their NT peers, role overload and supervisor task conflict were significantly higher, and co-worker and supervisor support were lower. In FIFO/DIDO environments, praise and recognition, procedural justice, and change consultation were at concerningly lower averages than the broader NT building and construction industry. These results suggest that the NT building and construction industry, and particularly FIFO/DIDO operations, require greater resourcing, investment, and focus on workplace mental health initiatives to improve the work environment and wellbeing of this workforce and mitigate hazards that can lead to distress and the high rates of occupational suicide found in this jurisdiction and industry.

Supervisor incivility, ruminations and insubordination: catalytic effects of supervisor task conflict

PurposeThis study aims to investigate the relationship between employees' exposure to supervisor incivility and their engagement in insubordinate behavior, by detailing a mediating role of ruminations about interpersonal offenses and a moderating role of supervisor task conflict.Design/methodology/approachThe research hypotheses were assessed with three rounds of data, obtained from employees and their peers, working for firms in various industries.FindingsAn important reason that employees' sense that their supervisor treats them disrespectfully escalates into defiance of supervisor authority is that the employees cannot stop thinking about how they have been wronged. The mediating role of such ruminations is particularly prominent when employees' viewpoints clash with those of their supervisor.Practical implicationsA critical danger exists for employees who are annoyed with a rude supervisor: They ponder their negative treatment, which prompts them to disobey, a response that likely diminishes the chances that supervisors might change their behaviors. This detrimental process is particularly salient when employee–supervisor interactions are marked by unpleasant task-related fights.Originality/valueThis study unpacks an unexplored link between supervisor incivility and supervisor-directed insubordination by explicating the pertinent roles of two critical factors (rumination and task conflict) in this link.

Supervision Management in Improving Madrasah Achievement in State Aliyah Madrasas

This study aims to reveal Supervisory Management in an effort to increase outstanding Madrasahs in Muaro Jambi district, this is in line with our educational goals, namely to educate thnation's life, that supervisors are one of the important subjects in the educational process for students and institutions to achieve. This research tries to dig deeper into how Supervisory Management achieves outstanding Madrasahs, especially at the Sungai Gelam State Aliyah Madrasah. Jambi Muaro district. This research used a qualitative approach by employing observation, interviews, and documentation as data collection methods. Data analysis techniques include data reduction, data presentation, and verification or drawing conclusions. Checking the validity of the data by extending participation, the accuracy of observations, triangulation, and consulting the supervisor. Does this study aim to find out (1) how is the management of supervisors at the Sungai Gelam Muaro Jambi State Aliyah Madrasah? (2) What are the efforts to increase the achievement of Sungai Gelam Muaro Jambi State Aliyah Madrasah? (3) How is the evaluation of the implementation of the supervisor's task program in improving the achievement of Sungai Gelam Muaro Jambi State Aliyah Aliyah?

Predicting task performance for intelligent human-machine interactions.

Human-machine teams are deployed in a diverse range of task environments and paradigms that may have high failure costs (e.g., nuclear power plants). It is critical that the machine team member can interact with the human effectively without reducing task performance. These interactions may be used to manage the human's workload state intelligently, as the overall workload is related to task performance. Intelligent human-machine teaming systems rely on a facet of the human's state to determine how interaction occurs, but typically only consider the human's state at the current time step. Future task performance predictions may be leveraged to determine if adaptations need to occur in order to prevent future performance degradation. An individualized task performance prediction algorithm that relies on a multi-faceted human workload estimate is shown to predict a supervisor's task performance accurately. The analysis varies the prediction time frame (from 0 to 300 s) and compares results to a generalized algorithm.

Deception in Supervisory Control

The use of deceptive strategies is important for an agent that attempts not to reveal his intentions in an adversarial environment. We consider a setting in which a supervisor provides a reference policy and expects an agent to follow the reference policy and perform a task. The agent may instead follow a different, deceptive policy to achieve a different task. We model the environment and the behavior of the agent with a Markov decision process, represent the tasks of the agent and the supervisor with reachability specifications, and study the synthesis of optimal deceptive policies for such agents. We also study the synthesis of optimal reference policies that prevent deceptive strategies of the agent and achieve the supervisor's task with high probability. We show that the synthesis of optimal deceptive policies has a convex optimization problem formulation, while the synthesis of optimal reference policies requires solving a nonconvex optimization problem. We also show that the synthesis of optimal reference policies is NP-hard.

The Trickle-Down Effect of Abusive Supervision: The Moderating Effects of Supervisors’ Task Performance and Employee Promotion Focus

Drawing on both social learning theory and conservation of resources theory, our research examines the trickle-down effect of abusive supervision across three hierarchical levels: managers, supervisors, and employees. Specifically, we investigate the positive relationship between abusive manager behavior and emotional exhaustion through abusive supervisor behavior. In addition, we explore supervisor task performance as a situational factor and employee promotion focus as an individual factor in the relationship between abusive supervisor behavior and emotional exhaustion. Using data from 190 supervisor–subordinate dyads, the results provide support for our trickle-down model of abusive supervision. Moreover, our results show that the positive relationship between abusive supervisor behavior and emotional exhaustion is stronger when supervisor task performance or employee promotion focus is high. Theoretical and applied implications are discussed.

Optimal assignments with supervisions

In this paper we provide a new graph theoretic proof of the tropical Jacobi identity, recently obtained in [1]. We also develop an application of this theorem to optimal assignments with supervisions. That is, optimally assigning multiple tasks to one team, or daily tasks to multiple teams, where each team has a supervisor task or a supervised task.

A Game-Theoretic Model of Sexual Harassment

We focus on the interaction between a male employee and his supervisor and analyze a game-theoretic model of sexual harassment in the workplace. The male employee is accused of sexually harassing a female employee and the supervisor's task is to gather evidence and then determine whether to legally charge the male employee with sexual harassment. The evidence gathering process is random and concrete evidence is available to the supervisor with probability one-half. Our analysis of this strategic interaction leads to four results. First, we delineate the game in extensive form. Second, we specify the matrix that represents the normal form of the extensive form. Third, we show that there is no pure-strategy Nash equilibrium in the game between the male employee and his supervisor. Finally, we show that there exists a mixed-strategy Nash equilibrium in the same male employee-supervisor game.

KONTRIBUSI PELAKSANAAN TUGAS SUPERVISOR TERHADAP KUALITAS KOMPETENSI PEDAGOGIK DAN KOMPETENSI PROFESIONAL GURU PAI MTsN SE-KABUPATEN SOLOK

Based on observation in the field, the researchers find that the pedagogic and professional competence all PAI teachers MTsN in Solok Regency are relatively low. The researcher think that the lack of pedagogic and professional competence all PAI teachers MTsN in Solok Regency was due to the low contribution about the implementation of the supervisor task. The study population were all PAI teachers MTsN in Solok Regency as 190 peoples. The samples are 48 peoples obtained by using proportional startified random sampling technique. The data were collected using a questionnaire technique using a Likert scale. The first and second hypotheses were tested using simple regression techniques and correlation, while the third hypotheses with multiple regression technique and correlation. The result of data analysis showed thats: (1) the duty supervisur has contribution significantly 93,3% to all PAI theachers MTsN in Solok Regency, (2) the implementation of the task supervisor contribute significantly 93,5% to all PAI teachers MTsN in Solok Regency competence and professional, (3) the implementation of task supervisor has contribution to the supervisor simultaneously and significantly 93,5% the pedagogic competence and professional competence all PAI teachers MTsN in Solok Regency. It was concluded that the implementation of the task supervisor is an important one that can influence and professional compeence of all PAI teachers MTsN in Solok Regency , beside other varibles not be examined in this study.

Why the HRM and Employee Performance Relationship is Non-Linear: The Role of HR Intensity

Strategic human resource management (HRM) scholars argue that HR intensity, that is, the degree to which employees are exposed to HR practices, has a linear and positive relationship with employee performance. However, the reasons if, how, and why high- versus low-level exposure to HR practices influences employee outcomes in different ways is not yet fully understood. To address this research need, we apply conservation of resources theory and the job demands–resources model for testing a proposed non-linear relationship between HR practices, perceived supervisor support and task performance. Results from our multi-source data collected among employees and their supervisors show a U-shaped relationship between HR intensity and employee outcomes. Specifically, we find that HR practices relate positively with task performance when employees are exposed more to HR practices, but relate negatively with performance when employees have limited exposure to HR practices. Implications for theory and practice are discussed.

Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

Too Much of Good Thing: Supervisor Knowledge Sharing and Task Performance Moderated by Job Demands

As the first study which introduce and examine supervisor knowledge sharing, this study investigated both the positive and negative aspects of supervisor knowledge sharing. Our findings, from field...

The complexities of service supervision: an experiential discovery

Service supervision has become a central feature of the training of child psychotherapists in the UK. This paper reports on the work of a research workshop set up to explore the task and its complexities. The paper draws on several years of monthly meetings of a highly experienced group of supervisors. It discusses the methodology for studying supervisory processes, problems of confidentiality, the definition of role, the nature of the anxieties supervisors experience, splitting processes, which are a prominent phenomenon in the relationships between clinical placement supervisor and Training School staff, the trainee's and supervisor's relationship to the multi-disciplinary team, and the considerable pleasures and difficulties inherent in the service supervisor's task. The group was felt to be a creative experience and to enable us to discover much and to benefit from support.

A Compendium Model for Residential Supervisors' Self-Evaluations

ABSTRACT As the main agents of change, the direct care workers' role in residential treatment is to create a safe and supportive environment. The residential supervisor's task is to monitor staff members' behaviors, using supervision to improve the job skills and clinical functioning of direct care staff members. The supervisor maximizes therapeutic effectiveness by integrating the staff members' training with their daily practice. As model for supervisor self-evaluation, the Supervisor's Compendium is a list of skills and competencies expected of residential supervisors. Currently, it is used at Haydon Youth Services, Oshawa, Ontario, and Warren Family Homes, Whitby, Ontario.

Company commitment to its employees

What is a supervisor's task in helping a new employee reach a more comfortable state in order to be productive? What must a supervisor do when dealing with new employees who are capable, ambitious, and success driven but are on a learning curve? How does a supervisor express sensitivity and empathy to aid the new employee's adjustment to the department and company? Besides knowing her job, a new employee has to figure out the company culture. In other words, what are the unspoken rules of the company as well as the written ones? What does the culture demand of a new employee in terms of contributing fresh viewpoints and offering opinions? This paper discusses these issues.

動的な環境における自律移動ロボットの行動制御

We report a developed autonomous mobile robot (AMR) in dynamically changing environment. The AMR's behavior controller is based upon a state-transition scheme, which suits for realizing the AMR behavior control according to sensory information. The network of state-transition, however, becomes very large as behaviors become complicated. We divide the network among multiple tasks in order to suppress increase of complexity in single network. The tasks consists of a supervisor task and functional tasks. A supervisor task watches overall statuses and events, and controls functional tasks. Each functional task controls a specified part of the AMR's behavior. We constructed a real AMR system, on which the behavior control method is applied and it demonstrated in a showroom as a greeter robot.

Adaptive Pole Placement Control Using Multiple Transputers

The paper details the implementation of an adaptive pole placement algorithm on a multiple transputer system. The controller makes use of the extended least squares parameter estimation algorithm and is controlled at the local level by a supervisor task which monitors the behaviour of the control system to ensure robust operation under a variety of environmental conditions. This enhances the integrity of the controller in real-time operations. The adaptive controller is also configured to be used as a node within a distributed control system such that a central network interface can configure a number of individual controllers within the distributed control network. The controller is demonstrated dealing with a plant with changing parameters and disturbances.

Causal Reasoning for Group Task Performance

Individuals differing in achievement motivation read a case description of a group sales project while assuming the role of the project's manager. Subjects read one of four versions of the case in which the project outcome and the manager's reliance upon the contributions of coworkers were varied. Subjects then evaluated the extent to which the supervisor's effort, ability, luck, task difficulty, and co-workers contributed to the project outcome. Self-serving attributional biases were not fully evidenced. Differences among achievement groups emerged only on ascriptions to coworkers and only when considering the project outcome and the manager's reliance upon subordinates.

Supervisor Personality and Task Preference

The purpose of the study was to determine what relationships existed among the personality of instructional supervisors as reflected in a disbelief-belief system and measured by the Rokeach Dogmatism Scale and the tasks they performed and preferred to perform. A survey questionnaire was employed as the research method and included a sample of 274 instructional supervisors. Data were analyzed through the use of one-way analysis of variance which yielded F statistics and t-tests which yielded t values in order to test the null hypotheses at the .05 level of confidence. The study revealed a significant difference with respect to the performance and preference of certain supervisory tasks by open and closed-minded supervisors.

The Spirit of Music: Its Cultivation the Supervisor's Task

of public school music in America. We should like to send the JOURNAL regularly to every School Superintendent, to every High School and Grammar School Principal, to every school board member, to let them know how music helps the whole school system by making healthier, happier children. Can you see how this would help you? Of course you can. Then, please do your bit, because it requires funds to carry on this publicity. We are limited only by the balance in the treasury.