Supervisory Satisfaction Research Articles

윤리적 리더십이 외국인 근로자의 이직 의도에 미치는 영향 연구: 직무만족의 매개효과를 중심으로

This study attempts to investigate how ethical leadership affects foreign workers' turnover intention by categorizing job satisfaction into job self-satisfaction, salary satisfaction, and supervisory satisfaction, and to provide implications for human resource management of foreign workers. The results of the empirical analysis confirmed that among the 10 hypotheses, ethical leadership has a significant effect on foreign workers' turnover intention. It was also found to be significantly related to satisfaction with the job itself, satisfaction with salary, and satisfaction with supervision. Among job satisfaction, satisfaction with salary and satisfaction with supervision were found to have a significant effect on foreign workers' turnover intentions, while satisfaction with the job itself did not have a significant effect on turnover intentions. Moderating and mediating effects analyses were conducted to further explore the relationship between the variables, and among the three variables of job satisfaction, job itself and salary satisfaction were found to have no significant moderating and mediating effects on the relationship between ethical leadership and turnover intention, but satisfaction with supervisory supervision was found to have a significant effect on the strength or direction of the relationship between ethical leadership and turnover intention.

Novice Counsellor Supervisees’ Satisfaction with the ICP Supervision: Adapting the Supervisory Satisfaction Questionnaire Supervisee Form to Turkish

Novice Counsellor Supervisees’ Satisfaction with the ICP Supervision: Adapting the Supervisory Satisfaction Questionnaire Supervisee Form to Turkish

Unraveling the Direct and Indirect Effects of Supervisory Working Alliance on Supervisory Satisfaction: The Mediating Role of Supervisee Disclosure in Supervision

This research examined the direct and indirect links of supervisory working alliance on supervisory satisfaction. Participants were 291 supervisees who had participated in individual counseling practicum courses either in undergraduate or graduate Psychological Counseling and Guidance program in Turkish universities. Data were collected using the Brief Form of the Supervisory Working Alliance Inventory (BSWAI-T), Supervisee Disclosure in Supervision Scale (SDSS), and Supervisory Satisfaction Questionnaire (SSQ). Research results indicated that supervisory working alliance made direct contributions to supervisory satisfaction. In addition, the supervisory working alliance contributed indirectly to supervisory satisfaction via supervisee disclosure in supervision. Supervisory working alliance and supervisee disclosure in supervision explained 56% of the variance in supervisory satisfaction. This study offers novel insights into the role of supervisee disclosure in supervision as an underlying mechanism that operates on the influence of supervisory working alliance on supervisory satisfaction. Implications for the supervision process and counselor training are discussed.

Are Business-to-Business Employees More Engaged or Burned Out amid A Global Health Crisis: A Comparative Study

ABSTRACT Purpose The most recent health crisis, COVID-19, has been the greatest disruptor to society in centuries. This disruption has significantly impacted how business-to-business organizations conduct business. These disruptions may create changes in work-related attitudes and perceptions for business-to-business employees. However, due to the recency of the pandemic, there is a lack of published comparison studies on employee attitudes and perceptions. Specifically, the overarching research question in this study investigates if differences between pre-pandemic and mid-pandemic exist for ten work-related attitudes and perceptions. Methodology/approach Quantitative survey data using a Qualtrics panel was collected from currently employed business-to-business salespeople from two different time periods. The first survey of three hundred sixty-one participants was completed pre-pandemic (2018) while the second survey of three hundred five participants was completed mid-pandemic (late-2020). All measures were taken from the extant literature using a seven-point scale. Findings Overall, out of ten constructs investigated, five significant differences were identified. Results found that employees mid-pandemic experienced higher levels of organizational support and personal accomplishment than employees pre-pandemic. These employees experienced lower levels of work-family conflict, emotional exhaustion, and turnover intentions mid-pandemic compared to pre-pandemic. No statistically significant differences existed between pre-pandemic and mid-pandemic employees’ attitudes and behaviors for supervisory support, engagement, depersonalization, job satisfaction, and organizational commitment. Contribution of the article This is the first study that has compared the impact of a global health crisis on business-to-business salespeople’s job-related attitudes and behaviors. This study is important because it highlights the impact that a health crisis can have on employees within the organization. In a time of great negativity and uncertainty, these results showcase how a pandemic may have also positively impacted organizations, especially as it relates to the sudden adoption of new technologies. For sales organizations, we provide guidance on ways organizations can be successful post-pandemic.

아동상담 슈퍼비전에서 슈퍼바이지 발달수준과 역할 어려움에 따른 슈퍼비전 만족도의 차이

아동상담 슈퍼비전에서 슈퍼바이지 발달수준과 역할 어려움에 따른 슈퍼비전 만족도의 차이

Measurement of clinical versus administrative supervision: initial validation with a sample of rehabilitation counselors

ABSTRACT Counselor supervision in vocational rehabilitation settings includes a diverse range of practices that are commonly differentiated into clinical and administrative roles. Yet currently, there is no comprehensive measure of these dual roles for research or field applications. The current study describes the development and initial validation of an instrument measuring the frequency of clinical versus administrative supervision practices using a sample of practicing rehabilitation counselors (n = 324). The resulting Clinical Versus Administrative Supervision scale (CVAS) shows evidence of differentiation between subscale factors, high reliability, and convergent validity with measures of the supervisory working alliance and satisfaction with supervision.

Influence of supervisory style on supervision outcomes among Undergraduate Trainee Counsellors

The research aimed to identify the influence of supervisory styles on supervision outcome among undergraduate trainee counsellors. This research was quantitative with correlational research design in order to identify the influence and relationship between independent and dependent variables among trainee counsellors. 100 respondents from two (2) public universities in Malaysia were recruited. Stratified random sampling technique was utilized to select the respondent and proportional stratification was used to determine the sample size of each stratum. Supervisory Styles Inventory (SSI) and Supervisory Satisfaction Questionnaire (SSQ) was the instrument used in this study. The System Approach to Supervision (SAS) Model become underlying theory in this research. The results of the study were analysed by using Pearson’s product-moment Coefficients and Multiple Regression. Based on the findings, the supervisory styles showed that there was significant relationship with supervision outcome (r= 0.49, p< 0.05). Three of supervisory styles which were attractive (r= 0.48, p< 0.05), interpersonally sensitive (r= 0.48, p< 0.05) and task-oriented (r= 0.42, p< 0.05). The supervisory styles also showed there was significant influence with supervision outcome. Among the three supervisory styles, attractive and interpersonally sensitive was the most influence on supervision outcome (R2=0.23, Adjusted R2=0.22, F(1, 98) = 29.05, p<0.05). The findings of this study perhaps could expand knowledge and understanding on the individual differences to supervision field. Supervisors could examine and reflect upon their styles based on theoretical framework provided and can restructure the styles. Lastly, it also can improve the quality and effectiveness of supervision for both supervisor and supervisee.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

Perceived Postgraduate Research Supervisory Practices and Satisfaction towards Supervision among Supervisees at Faculty of Education

Effective supervision received by postgraduate students boosts their motivation to produce a high quality research. This paper looks at the perceived postgraduate research supervisory practices and satisfaction towards supervision among supervisees at Faculty of Education in a Malaysian public university. Data was collected through a questionnaire on the sample of 45 Part 3 full-time Master’s degree (Coursework) students. However, only 33 sets of questionnaires were returned to the researchers (response rate=94.3%). It was found that most supervisees perceived that their dissertation supervisors have continually applied various supervisory practices during the supervision session and they were very satisfied with the supervision that they have received. Furthermore, there was a positive, strong, and significant relationship between the perceived supervisory practices and supervisees’ satisfaction. Nevertheless, there were no significant differences between perceived supervisory practices and courses, as well as between perceived supervisory practices and frequency of meeting. As for the implications of this study, it contributes to the corpus of knowledge in the area of postgraduate supervision in local higher education institution context and provides empirical data to assist the Ministry of Education in conducting strategic planning to enhance implementation of effective supervisory practices among postgraduate research supervisors.

The Impact of Supervisory Styles on Satisfaction of Undergraduate Counselling Interns in Malaysia

Clinical experience in counsellor education would not be possible without the kind support of our site supervisors. Day-to-day guidance, advice, and real understanding given to undergraduate students are essential in helping students develop and grow into competent counsellors during their internships. Supervisors play different roles and styles during the supervision process. Thus, this study aimed to assess student perceptions of counsellors' supervisory styles and examine what impact those styles have on the satisfaction of undergraduate counselling interns. This study is quantitative, where a total of 138 counselling interns were selected from four public universities in Malaysia. The results showed that in the Malaysian backdrop, four supervisory styles have a major relationship with supervisory satisfaction, and they are as follows: directive teacher, supportive teacher, counsellor, and delegating colleague (consultant) styles respectively. This study has also filled the knowledge gap existing in the realm of counselling supervisory styles. Furthermore, the newly modified instruments of supervisory styles inventory may be applied to the undergraduate level interns. In practice, this helps supervisors to enhance the supervision process. The undergraduate counselling interns mostly are satisfied with supportive supervisory style. In this regard, supervisors or counsellor educators may find the most functional and appropriate style that suits their interns.
 Keywords: principal supervisory, satisfaction, supervisor, supervisory style, undergraduate counselling interns

PENGARUH PENGAWASAN PIMPINAN DAN MOTIVASI KERJA TERHADAP DISIPLIN KERJA MELALUI KEPUASAN KERJA PEGAWAI PERUSAHAAN DAERAH AIR MINUM (PDAM) KOTA MALANG

The purpose of this study was to analyze the influence of supervisory leadership, work motivation, and job satisfaction that contribute simultaneously and significantly to the work discipline of PDAM Malang City employees. In accordance with the main problem and research objectives that have been formulated, this type of research is quantitative research. The sample in this study were 188 employees of PDAM Malang City. The population in this study were 353 people . The data analysis method used is path analysis. Based on data analysis, there is evidence that leadership supervision and work motivation have a simultaneous and significant effect on job satisfaction, leadership supervision, work motivation, and job satisfaction simultaneously and significantly affect work discipline, and leadership supervision and work motivation simultaneously and significantly affect work motivation. work discipline through job satisfaction.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Does Sleep Really Matter? Examining Sleep among Salespeople as Boundary Role Personnel for Key Job Factors

ABSTRACTPurpose: Sleep deprivation among employees has become commonplace in the workforce. In the United States, the number of hours individuals sleep per night has declined by an hour and a half ...

PENGARUH PENGAWASAN PIMPINAN DAN MOTIVASI KERJA TERHADAP KINERJA MELALUI KEPUASAN KERJA PEGAWAI PERUSAHAAN DAERAH AIR MINUM ( PDAM ) KABUPATEN MALANG

Basically, companies need not only qualified, capable and skilled employees, but most importantly they are willing to work hard and are eager to achieve optimal work. One of the things that can optimize employees in work is with business progress, because with the business progress of employees can perform their duties to the maximum in accordance with the set targets. The purpose of this study is to analyze the influence of supervisory leadership, work motivation, and job satisfaction that contribute simultaneously and significantly to work business progress PDAM Malang Velage employees. In accordance with the principal problems and research objectives that have been formulated, then this type of research is quantitative research. The sample in this research is 157 employee PDAM Malang Velage. Data analysis method used is path analysis. Based on the data analysis found that : (1) the supervision of leadership and work motivation influence simultaneously and significantly to job satisfaction, (2) the supervision of leadership, work motivation, and job satisfaction simultaneously and significantly affect the business progress , and (3) the supervision of leadership and motivation of work simultaneously and significantly affect business progress through job satisfaction. 
 Keywords : Supervision of Leadership, Work Motivation, Job Satisfaction, and Business Progress

Why mentoring does not always reduce turnover: The intervening roles of value congruence, organizational knowledge and supervisory satisfaction

Abstract The accounting literature has long analyzed whether and how mentoring relationships affect public accountants' turnover intentions. To continue the study of that question, we examine the mediating effect of value congruence and organizational knowledge. Analyzing data from mentored accountants, we find that two aspects of mentoring (career development and role modeling) are positively associated with higher levels of perceived person-organization value congruence. Social interaction, a third aspect of mentoring, was negatively associated with the measure of value congruence. Mentoring's career development aspect is associated with building protege implicit knowledge of the organization, but proves unrelated to turnover intentions. Value congruence is found to associate with higher levels of supervisory satisfaction, which, in turn, strongly associates with decreased turnover intentions. Therefore, the dimensions of mentoring have a selective effect on valuable organizational outcomes which are dependent upon other psychological and behavioral contingencies.

An Examination of Interaction among Multiple Dimensions of Person-Environment Fit

Scholars have recognized the importance of simultaneously studying multiple dimensions of fit and their possible interactions. However, research on the interactive effects of multiple dimensions of fit remains scarce and is often with incomplete theorizing and equivocal results. We proposed that interactions would happen only between complementary (i.e., person–job (PJ) fit) and supplementary (i.e., person–organization (PO) fit and person–supervisor (PS) fit) fit categories, but not within fit categories (i.e., PO fit and PS fit). Results from a time-lagged design of 168 employees in Study 1 largely supported our hypotheses. Specifically, PJ fit and PO fit enhanced each other to affect job satisfaction and organizational commitment while PJ fit and PS fit substituted each other to affect supervisory satisfaction. In addition, using 120 subordinate- supervisor pairs in Study 2, we found that PO fit, demands-abilities fit, and needs–supplies fit interactively affected employees’ behavioral outcomes (i.e., job performance and organizational citizenship behaviors). Our study contributes to person–environment fit theory in increasing its predictive precision on employee outcomes, and making it a stronger theory.

Work satisfaction of municipality employees while performing duties under the conditions of limited financial resources

The purpose of the study on which this article reports is to use affective events theory as a theoretical framework to develop a model that could be used by municipal supervisors to create an environment conducive to working. The study comprised 227 non-management, middle managers and senior managers in a municipality. Confirmatory factor analysis (CFA) and structural equation modelling (SEM) were used to analyze the data. There was a low negative correlation between supervisory support and job satisfaction. It was also found that positive emotions mediated the relationship between supervisory support, participation and job satisfaction. Keywords: autonomy, job satisfaction, positive emotions, participation, supervisory support, work overload. JEL Classification: J38, L29

Influence of Supervisory Relationship and Satisfaction among Trainee Counselors in Practicum Process

The purpose of this research is to investigate the influence of supervisory relationship on supervision satisfaction among trainee counselors. The Supervisory Relationship Questionnaire (SRQ) is to measure the supervisory relationship and Supervisory Satisfaction Questionnaire (SSQ) is used to measure supervision satisfaction. The finding shows that supervisory relationship and its subscales (Safe Base, Structure, Commitment, Reflective Education, Role Model and Formative Feedback) have a positively significant relationship with supervision satisfaction among trainee counselors (safe base: r = 0.73, p < 0.05, structure: r = 0.65, p < 0.05, commitment: r = 0.69, p < .05, reflective education: r = 0.70, p < 0.05, role model: r = 0.51, p < 0.05, formative feedback: r = 0.71, p < 0.05 and supervisory relationship: r = 0.79, p < 0.05). The findings of this research also found that supervisory relationship, safe base and role model variables have significant influence on supervision satisfaction among trainee counselors with F (1, 98) = 169.59, p < 0.05, Adjusted R2 = 0.63 for supervisory relationship variable, F (3, 96) = 68.68, p < 0.05, Adjusted R2 = 67 for safe base variable and F (2, 97) = 96.47, p < 0.05, Adjusted R2 = 0.65 for role model variable. Supervisory relationship variable has the greatest influence (β = .79) while role model variable has the least influence (β = - 0.28) on supervision satisfaction. As for the theoretical implication, the finding of this research has proven Marina Palomo’s theoretical framework in ‘Bi-directional Model of the Supervisory Relationship’. Meanwhile in practical implication, this research has raised awareness on the importance of supervisory relationship on supervision satisfaction in counseling supervision.

An Exploration of Supervisory Satisfaction as a Mediator Variable in Organisational Citizenship Behaviour

<p>This paper seeks to explore the mediating construct of supervisory satisfaction on the relationship between leadership styles and organisational citizenship behaviour in companies across Malaysia. While there have been past research that investigated the relationship between leadership styles and citizenship behaviour, until now, there is very little research investigating the mediating effects of supervisory satisfaction on such relationship especially in the Malaysian context. Data was collected from 280 respondents that represent major industries such as services, manufacturing, mining and construction. SmartPLS was used to test the proposed framework. The results show that the transformational leadership style has significant positive relationship with subordinates’ organisational citizenship behaviour. This result found that supervisory satisfaction mediates the relationship between transformational leadership and citizenship behaviour. The conclusion of the research emphasizes the effects of the research for future research and practice.</p>

An initial assessment of measurement invariance in sales force coaching

ABSTRACTCoaching is an essential attribute of effective managers and leaders and it is becoming progressively more important for managerial practice and research. Given the increased interdependence between countries due to global commerce and the changing demographic landscape due to migration and mobility through borders, the interest for developing multilingual research increased. However, there are no published studies offering a translation of the original English coaching scales into languages that can be relevant for research in America and Europe. This paper presents a Spanish and French translation of the Perceptions of Supervisor/Line Manager Coaching Behaviour measure (Ellinger, Ellinger & Keller, 2003. Supervisory coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly, 14(4), 435–458) thus offering scholars and practitioners the possibility of conducting coaching studies in English, Spanish or French using the same standardised instrument. The paper also presents an initial assessment of measurement invariance using multisample confirmatory factor analysis across two languages (French and Spanish) using two samples: one with French-speaking Canadian respondents and the other one with Spanish-speaking Argentinian respondents. Results suggest that the proposed translations present partial invariance across the samples, with six items out of eight showing invariance and only two showing non-invariance.