Supervisory Consideration Research Articles

Stimulating maximum staff performance in cross-functional and multiracial work environments: personal perspectives.

In a world where there is added stress on healthcare systems, owing to the COVID-19 pandemic, we acknowledge that healthcare systems around the globe often run in a dysfunctional way at the best of times. In this article, we identify some of the issues that surround workers´ dissatisfaction including lack of open, accountable, transparent, and honest management. We examine the theories behind a more accountable work environment and examine the potential for improved worker productivity as a result of physical, emotional, mental, intellectual, and spiritual wellbeing. We conclude that there is a need for organizational leaders and administrators to support organizational justice through the expanded use of work team processes, whereby staff is involved in assessing organizational functionality and recommending improvements. Supervisory consideration, job variety, and perceptions of training have positive effects on job satisfaction, staff performance, and organizational commitment.

Ethical considerations in the biomedical research: analysis of national biomedical research ethics guidelines in Iran

The national guidelines for biomedical research ethics are approved by the "National Committee for Ethics in Biomedical Research" at the Iranian Ministry of Health and Medical Education as the regulatory body for biomedical research in the country. The focus of these guidelines should be on the ethical issues related to different stages of the research process, which would lead to increased research integrity and better supervision of research activities. The present study analyzed the contents of these national guidelines to clarify the ethical considerations connected to the five stages of a research process including 1) proposing, 2) approval, 3) operation, 4) documentation and 5) publishing. The findings showed that the assessed guidelines laid more emphasis on the ethical considerations related to the research operation stage rather than the proposal stage. In other words, activities such as identification of the research problem, formulation of hypotheses and questions, financial evaluation, data analysis and data interpretation did not receive adequate attention in these guidelines. Most of the guidelines presented subject categories such as the rights of participants and supervisory considerations in the "research operation stage", ethical considerations in the "evaluation and approval procedure stage", and editorial responsibilities in the "research review and publication stage". In general, despite noticeable content for guiding researchers for ethical conduction of research the national guidelines are not adequately developed to cover comprehensive and sufficient ethical considerations regarding all the activities of research.

Mortgage default, lending conditions and macroprudential policy: Loan-level evidence from UK buy-to-lets

Using a unique sample of mortgage loans for the UK buy-to-let market, we estimate a “double trigger” default model which links originating debt service and loan-to-value ratios to ex post default. We investigate whether the relationship between these ratios and default can be informative in the calibration of macro-prudential limits. We find default increasing with originating loan-to-value and falling in the origination debt service ratio. A non-linear cubic spline model is used to identify threshold effects and we identify clear turning points in these relationships. This analysis could provide one input into supervisory considerations when setting limits in a macro prudential context. In addition, we investigate how multiple loan portfolios interact with these thresholds with strong evidence to support tighter macroprudential restrictions on loans for second and subsequent properties.

Clinical and Supervisory Considerations for Transgender Therapists: Implications for Working with Clients.

Transgender therapists have unique and valuable perspectives into how gender organizes the therapeutic process. Currently, in the MFT field, there is discussion of the cisgender therapist's experience in the therapy room, but no known articles on the transgender therapist's experience. This article provides insight into the experiences of transgender therapists around issues of self-disclosure, social locations of both therapist and client, and clinical supervision. Drawing from our clinical experiences as transmen, we highlight special considerations for working with cisgender, queer, and transgender clients. Implications for supervision of transgender therapists are also discussed. As more gender diverse students seek MFT training, there is an urgent need to acknowledge their perspectives. This article is a call for beginning conversations in this direction.

The Impact of the Work Environment on Prison Staff: The Issue of Consideration, Structure, Job Variety, and Training

Correctional staff are instrumental in ensuring the success of any correctional institution; therefore, investigating how the work environment impacts correctional workers is essential. To determine the effects of supervisory consideration, supervisory structure, job variety, and perceptions of training on correctional staff job stress, job satisfaction, and organizational commitment, data from a survey of staff at a Midwestern private correctional facility were examined. The Ordinary Least Squares regression results indicate that each of the work environment factors had a significant impact on one or more of the three outcomes. Specifically, supervisory consideration and perceptions of training decreased job stress. Supervisory consideration, job variety, and perceptions of training had positive effects on job satisfaction. Finally, supervisory consideration, supervisory structure, job variety, and perceptions of training had positive relationships with organizational commitment.

Does role clarity explain employee‐perceived service quality?

PurposeRole clarity of frontline staff is critical to their perceptions of service quality in call centres. The purpose of this study is to examine the effects of role clarity and its antecedents and consequences on employee‐perceived service quality.Design/methodology/approachA conceptual model, based on the job characteristics model and cognitive theories, is proposed. Key antecedents of role clarity considered here are feedback, autonomy, participation, supervisory consideration, and team support; while key consequences are organizational commitment, job satisfaction and service quality. An internal marketing approach is adopted and all variables are measured from the frontline employee's perspective. A structural equation model is developed and tested on a sample of 342 call centre representatives of a major commercial bank in the UK.FindingsThe research reveals that role clarity plays a critical role in explaining employee perceptions of service quality. Further, the research findings indicate that feedback, participation and team support significantly influence role clarity, which in turn influences job satisfaction and organizational commitment.Research limitations/implicationsThe research suggests that boundary personnel in service firms should strive for more clarity in perceived role for delivering better service quality. The limitations are in sample availability from in‐house transaction call centres of a single bank.Originality/valueThe contributions of this study are untangling the confusing research evidence on the effect of role clarity on service quality, using service quality as a performance variable as opposed to productivity estimates, adopting an internal marketing approach to understanding the phenomenon, and introducing teamwork along with job‐design and supervisory factors as antecedent to role clarity.

Three Supervision Modalities for Training Marital and Family Counselors

Three supervision modalities (live, delayed review, and verbal reports) in training marital and family counselors are discussed with attention given to goals, supervisory considerations, advantages, and disadvantages of each modality.

Sex Differences in the Effect of Supervisory Consideration on Sales Force Turnover

Contrary to theory and past empirical results, supervisory consideration in the workplace was a significant predictor of intent to leave for 210 men in sales only (not the 39 women in sales). “Self-selection” and “Structural” theory of Dawson are offered as explanations for this phenomenon.

Prior absenteeism, supervisory style, job satisfaction, and personal characteristics: An investigation of some mediated and moderated linkages to work absenteeism

The present study answers calls for tests of prominent absence models. Previous studies of absenteeism have either examined only bivariate associations between antecedents and absenteeism or were concerned primarily with the relative contributions particular variables made to the prediction of absenteeism. The hypotheses of this study were drawn from the Steers and Rhodes (1978) process model of work attendance. Specifically, we investigated (1) if supervisory behaviors mediated the effects of prior absence on work attitudes; (2) if work attitudes mediated the effects of supervisory style on absenteeism; and (3) if family size and gender affected the satisfaction-absence relationship. The data, collected from chemical manufacturing workers and analyzed using both ordinary least squares and tobit regression models, indicated that (1) supervisory consideration accounted for a large part of the total association between prior absenteeism and job satisfaction; (2) while supervisory style affected job satisfaction, it was not significantly associated with subsequent absenteeism; and (3) as family size increased, satisfaction was less related to absence frequency. Gender had only a significant direct association with subsequent absenteeism. Thus, using tests of mediation, this study provides support for process models of work absenteeism.

Sex Differences in Supervisory Consideration: A Short Note

This paper investigates sex effects in the role behaviours of practising managers: Do female managers show high levels of consideration, consistent with existing stereotypes? The literature suggests conversely that female managers are male-oriented in their approach. Using a matched sample of 38 university administrators, from the same institution, and self-reports of job behaviours, this conclusion is not supported for this group. There are no significant differences between the sexes on the Hersey and Blanchard (1982) measures. The importance of contextual factors which might influence these findings is discussed.

Within-person expectancy theory predictions of supervisory consideration and structure behavior.

Within-person expectancy theory predictions of supervisory consideration and structure behavior.

Within-person expectancy theory predictions of supervisory consideration and structure behavior.

Within-person expectancy theory predictions of supervisory consideration and structure behavior.

Dimensions of Employee Morale12

SummaryWhen the results of employee opinion surveys are communicated to management and supervisory personnel, they frequently ask “What can we do to improve the situation?” and “What are the causes?” These questions are often difficult to answer, especially if the survey results are expressed only in terms of overall morale indices. Survey results may be more meaningful if they deal with specific satisfactions and dissatisfactions of the employee group. Specific satisfactions may also be more useful to management in planning programs for improvement.To determine some of these specific satisfactions, a 62‐item employee opinion survey was subjected to a modified centroid factor analysis. This survey had previously been filled out by 2072 clerical and management employees. Twelve factors emerged from the analysis. One of the factors was identified as a general bias or “halo” factor, and another was identified as a general attitude toward supervision. The remaining ten factors were identified as: Pride in company, intrinsic job satisfaction, and satisfaction with each of the eight following conditions–setting up and enforcing job standards, supervisory consideration, work load and pressure, interest in and treatment of the individual, administration of salaries, communications, development and progress, and co‐workers. This analysis suggests areas of satisfaction which can be utilized to further understand and improve employee morale.