Trust In Supervisor Research Articles

항공사 객실승무원의 서번트리더십 지각이 상사신뢰와 직무성과에 미치는 영향: FSC를 중심으로

The purpose of this study was to investigate the relationship between servant leadership, supervisor trust, and job performance of airline crews working for large domestic airlines. This study collected data through 293 surveys prepared by cabin crew through a total of 370 surveys distributed to the two major full-service airlines in Korea based on structural equation modeling using AMOS. We also used a quota sampling scheme within the non-probability sampling model. The main results derived through this study are as follows. First, it was found that servant leadership had a significant effect on supervisor

Effect of Ethical Climate in Hotel Companies on Organizational Trust and Organizational Citizenship Behavior

This study identifies the factors of ethical climate in hotel companies in light of the growing importance of ethics in corporate management. It determines the effects those factors have on organizational trust and, in turn, the effect organizational trust has on organizational citizenship behavior (OCB). A survey was conducted on employees working at five-star hotels in Seoul, Korea, followed by an empirical analysis of the data. The ethical climate in hotel companies comprises seven factors: self-interest, efficiency, friendship and team interest, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes. The following were discovered. First, among these ethical climate factors, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes affected trust in supervisors. Second, social responsibility and laws and professional codes affected trust in the organization; trust in the supervisor and organization—factors of organizational trust—affected the OCB directed toward individuals and the organization. Based on these results, this study provides ways to increase organizational trust and improve the OCB of employees by creating an ethical climate in hotel companies.

Social Context of Performance Appraisals in Public Parks and Recreation: A Statewide Study

Well-designed performance appraisals provide a formal evaluation system to measure employees’ contributions to the agency while motivating staff and enhancing productivity levels. Despite their prominence and popularity, performance appraisal systems are often a contentious activity within public park and recreation agencies. Appraisal literature has indicated that many of these frustrations stem from issues such as (1) criteria that is not job related, (2) unclear or confusing rating levels, and/or (3) poorly designed processes and inconsistent implementation techniques. Recent research has also suggested many of these issues might be linked to the social dimensions surrounding the appraisal system. The purpose of this study was to build upon the previous appraisal research in public parks and recreation by exploring the role of two process proximal social context factors (employee participation and supervisor trust) on the utility of the appraisal system. More specifically, the cumulative effects of employee participation at various stages (job analysis, instrument development, appraisal interview, and training related to the appraisal system) and employees’ perceptions of their supervisor on employees’ reactions to their agency’s appraisal system were examined. Analyses indicated supervisor trust and employee participation significantly contributed to public park and recreation professionals’ satisfaction with their appraisal system, satisfaction with their appraisal interview, and their procedural and distributive justice perceptions with their appraisal system. Study findings and implications for management are discussed.

The Effects of Leader Emotional Intelligence, Leadership Styles, Organizational Commitment, and Trust on Job Performance in the Real Estate Brokerage Industry.

This study examines the effects of leader emotional intelligence, leadership styles (transformational and transactional), organizational commitment, and trust on job performance. A questionnaire was administered to the participants, who were real estate brokers in Kaohsiung City. Of the 980 questionnaires administered, 348 valid responses were received, indicating an effective response rate of 35.5%. Structural equation modeling was used for the analysis. The results show that leader emotional intelligence has a significant and positive effect on trust in supervisors, and transformational leadership and trust within a team have significant and positive effects on job performance. In addition, organizational commitment has a significant and positive effect on job performance. Trust within a team mediates the significant and positive effect of leader emotional intelligence on job performance. Although transactional leadership has no direct, positive, and significant effects on employee job performance, trust in the workplace shaped by a leader’s leadership style will empower a team’s spirit and boost their morale, thereby indirectly affecting their job performance in a positive manner.

How Trainees Come to Trust Supervisors in Workplace-Based Assessment: A Grounded Theory Study.

PurposeIn competency-based medical education, workplace-based assessment provides trainees with an opportunity for guidance and supervisors the opportunity to judge the trainees’ clinical practice. Learning from assessment is enhanced when trainees reveal their thinking and are open to critique, which requires trust in the assessor. If supervisors knew more about how trainees come to trust them in workplace-based assessment, they could better engender trainee trust and improve trainees’ learning experience.MethodFrom August 2018 to September 2019, semistructured interviews were conducted with 17 postgraduate anesthesia trainees across Australia and New Zealand. The transcripts were analyzed using constructivist grounded theory methods sensitized by a sociocultural view of learning informed by Wenger’s communities of practice theory.ResultsParticipants described a continuum from a necessary initial trust to an experience-informed dynamic trust. Trainees assumed initial trust in supervisors based on accreditation, reputation, and a perceived obligation of trustworthiness inherent in the supervisor’s role. With experience and time, trainees’ trust evolved based on supervisor actions. Deeper levels of trainee trust arose in response to perceived supervisor investment and allowed trainees to devote more emotional and cognitive resources to patient care and learning rather than impression management. Across the continuum from initial trust to experience-informed trust, trainees made rapid trust judgments that were not preceded by conscious deliberation; instead, they represented a learned “feel for the game.”ConclusionsWhile other factors are involved, our results indicate that the trainee behavior observed in workplace-based assessment is a product of supervisor invitation. Supervisor trustworthiness and investment in trainee development invite trainees to work and present in authentic ways in workplace-based assessment. This authentic engagement, where learners “show themselves” to supervisors and take risks, creates assessment for learning.

Perceived evidence use: Measurement and construct validation of managerial evidence use as perceived by subordinates.

Despite the promise of evidence-based management as a practice for improving decisions and their outcomes in organizations, little empirical study exists on the effects of evidence use in the workplace. The present research develops a scale to assess subordinate perceptions of managerial evidence use in decision making and provides empirical evidence of the relationships this measure has with established workplace and organizational phenomena. First, scale development studies in four samples, including a field site and MBA courses with students employed full time, show that perceived evidence use can be measured reliably and is distinct from other leadership measures. Second, a cross-sectional study of 308 employees in 18 aged care homes demonstrates a positive relationship between employee perceptions of managerial evidence use and commonly used measures of leader member exchange, trust in supervisor, work-based learning, and organizational performance ratings, and a negative relationship with employee distress. These results suggest implications for leadership and management practices in contemporary, information-rich environments and novel insights into how employees can be affected by managerial evidence use.

THE INTERPLAY BETWEEN PSYCHOLOGICAL CONTRACTUAL BREACH, SUPERVISOR TRUST, AND ORGANIZATIONAL INJUSTICE IN CONSTRUCTION INDUSTRY

This study evidences the psychological contract breach and organizational injustice affect via negative influence of employees’ supervisor trust. Questionnaire survey was sent to the individual at the construction site for data collection. The sample comprises 194 full-time employees. After initial data normality & reliability testing, we conducted confirmatory factor analysis to assess validity of measures with AMOS. The results of our empirical study show that when faced with psychological contracts breaches, and injustice in the workplace, employees are less likely to trust supervisor and most likely to engage in neglecting behaviors. In view of these results, it was suggested that construction supervisors plan policies and strategies to facilitate implementation of an appropriate environment. It will also provide positive culture; where-ever employees more frequently execute behavior in the low breach of psychological contract with the justice environment.

Kepemimpinan paternalistis dan perilaku keselamatan kerja: Kepercayaan terhadap supervisor sebagai mediator

Occupational safety and health measures must be applied by every industry that has at least 100 workers and industries that have a high risk of danger in their work environment. This research aims to examine the influence of a typical leadership style in Indonesia, namely paternalistic leadership, on the safety behavior of employees in the workplace via trust in the supervisor as the mediator refers to social identity theory. Trust in supervisors is conceptualized as separate dimensions of affective trust and cognitive trust. The data were taken using convenience sampling using online survey research conducted in various Indonesian industrial sectors with a high risk of work accidents (N = 300). Data were analyzed using Hayes’ PROCESS macro ver 3.5.3 on SPSS ver. 26. Results showed that affective trust did not mediate the relationship between paternalistic leadership and safety behavior, but cognitive trust mediated the relationship. Results also showed that affective trust and cognitive trust consecutively mediated the relationship between paternalistic leadership and safety behavior

The Role of Gender in Government and Nonprofit Workplaces: An Experimental Analysis of Rule Compliance and Supervisor Trust

AbstractThe underrepresentation of women in leadership positions persists. Existing research examines barriers women face in climbing organizational hierarchies, but we know less about women who break past the glass ceiling. Once women obtain supervisory positions, do they face additional hurdles in managing employees? Specifically, how does gender, gender congruence, and rule formalization influence employee rule compliance and trust? Using a survey experiment across both government and nonprofit contexts, we find that both men and women are more likely to trust men managers, but this gender gap is mitigated when rules are written. Gender congruence plays a role for rule compliance, where both men and women are more compliant when the supervisor matches their gender, while gender congruence is only a significant factor for enhancing trust for men. The findings advance role incongruence theory and have implications for the challenges women leaders face in terms of trust and rule following.

Do the effects of organizational trust on correctional staff job attitudes vary by culture: A preliminary test with Nigerian prison staff

The current study explored the effects of coworker, supervisor, and management trust on the job involvement, job satisfaction, and organizational commitment of Nigerian prison staff working in a prison in southeast Nigeria. In multivariate regression, only management trust was a significant positive predictor of job involvement. Supervisor and management trust, but not coworker trust, had significant positive associations with organizational commitment. All three dimensions of organizational trust had significant positive relationships with job satisfaction. These results suggest that both supervisory and management trust are important to correctional officers in Nigeria, which are similar to empirical research studies in the United States. The effects of trust may be universal among correctional staff across different cultures.

The influence of ethical climate and personality traits on the performance of housing agents

This study examines the factors (ethical climate, personality traits, and trust in supervisors) influencing the job performance of real estate brokers. The participants in this study consisted of real estate brokers employed at the branch offices of large-scale real estate franchises in Kaohsiung City. Four hundred ninety six questionnaires were returned by 69 branch offices, of which 472 were valid. According to the empirical results, the trust in supervisors mediated the influence of ethical climate on job performance. Personality traits had a significant, positive, and direct influence on job performance, in addition to having an indirect influence on job performance through the mediating effect of trust in supervisors. With regard to the total effect of ethical climate and personality traits on job performance, personality traits had a greater influence on job performance than ethical climate.

Testing the Job Demands-Resources Model with Organizational Trust among Prison Staff

Trust is an essential component of effective organizations and may be especially important in corrections because of the unique challenges this work environment presents. In corrections, trust in both supervisors and the administration is critical to ensuring the safety and security of staff, inmates, and the community. Previous research has revealed important implications of organizational trust, but less is known about the workplace factors that shape organizational trust. Scholars have divided these workplace factors into job demands and job resources. Using data from 322 correctional staff (both custodial and non-custodial staff) working at a large prison in the Southern United States, this study tested the job demands-resources model on two types of organizational trust – supervisor trust and administration trust. Specifically, we examined three job demands – role ambiguity, fear of being victimized at work, and role overload – and three job resources – job variety, quality training, and autonomy. Ordinary Least Squares regression results showed that workplace variables predicted both types of organizational trust and were generally stronger predictors than were personal attributes. Moreover, job resources played a greater role than job demands in shaping both supervisor and administration trust.

Employee engagement in Indian power companies: study of executives identifies four key drivers

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThe research revealed how co-worker trust, supervisor trust and organisational trust all mediate the relationship between organisational culture and employee engagement.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Role of Trust in the Relationship between Authentic Leadership and Job Satisfaction and Organizational Commitment among Indian Bank Employees

The present study was aimed to explore the mediating effect of three different types of trust namely dispositional trust, trust in supervisor and trust in coworker in the relationship between authentic leadership and job satisfaction and organizational commitment among Indian banking employees. Data were collected from (N = 115) banking professionals recruited from the branches of five major nationalized banks located in Varanasi (U.P., India). The results of hierarchical regression analysis indicated that the employee’s perceptions of authentic leadership significantly positively predicted multiple forms of trust (dispositional, trust in supervisor, trust in coworker) as well as both job satisfaction and organizational commitment of employees included in the study after controlling the effects of demographic variables. Regarding the relationship between multiple forms of trust and outcomes, the findings indicated that all the three forms of trust significantly positively predicted organizational commitment of employees while only trust in coworker and trust in supervisor significantly positively predicted job satisfaction of employees. The results of mediated regression analysis revealed that only trust in coworker significantly partially mediated the relationship authentic leadership and job satisfaction and only trust in supervisor significantly partially mediated the relationship authentic leadership and organizational commitment. The findings of the study implicated that organizations should understand the role trust plays in an organization and it should be viewed as a strategy to enhance job satisfaction and organizational commitment of Indian Banking Employees. Given the importance of authentic leadership top management should consider major dimensions of authentic leadership not only in developing strategies, evaluation, and selection of employees but also to transform the entire organization and producing positive workplace outcomes.

What drives trust in the financial sector supervisor? New empirical evidence

What drives trust in the financial sector supervisor? New empirical evidence

How preceptors develop trust in continuity clinic residents and how trust influences supervision: Aqualitative study.

IntroductionTo advance in their clinical roles, residents must earn supervisors’ trust. Research on supervisor trust in the inpatient setting has identified learner, supervisor, relationship, context, and task factors that influence trust. However, trust in the continuity clinic setting, where resident roles, relationships, and context differ, is not well understood. We aimed to explore how preceptors in the continuity clinic setting develop trust in internal medicine residents and how trust influences supervision.MethodsIn this qualitative study, we conducted semi-structured interviews with faculty preceptors from two continuity clinic sites in an internal medicine residency program at an urban academic medical center in the United States from August 2018–June 2020. We analyzed transcripts using thematic analysis with sensitizing concepts related to the theoretical framework of the five factors of trust.ResultsSixteen preceptors participated. We identified four key drivers of trust and supervision in the continuity clinic setting: 1) longitudinal resident-preceptor-patient relationships, 2) direct observations of continuity clinic skills, 3) resident attitude towards their primary care physician role, and 4) challenging context and task factors influencing supervision. Preceptors shared challenges to determining trust stemming from incomplete knowledge about patients and limited opportunities to directly observe and supervise between-visit care.DiscussionThe continuity clinic setting offers unique supports and challenges to trust development and trust-supervision alignment. Maximizing resident-preceptor-patient continuity, promoting direct observation, and improving preceptor supervision of residents’ provision of between-visit care may improve resident continuity clinic learning and patient care.Supplementary InformationThe online version of this article (10.1007/s40037-021-00694-5) contains supplementary material, which is available to authorized users.

The effects of organizational justice, trust and supervisor–subordinate guanxi on organizational citizenship behavior: a social-exchange perspective

PurposeThis study aims to use a social exchange perspective to investigate the influence of organizational justice on organizational citizenship behavior (OCB).Design/methodology/approachSurvey and interview data were collected from a sample of insurance firm sales representatives in Taiwan. Structural equation modeling was deployed to explore the relationship between organizational justice, trust, supervisor–subordinate guanxi and OCB.FindingsThe findings offer important theoretical, managerial and social implications for life insurers’ human resource managers.Practical implicationsOrganizational justice is a primary influence on OCB, which is connected with the underlying mediating mechanism of trust (trust in supervisor and trust in subordinate) and supervisor–subordinate guanxi (i.e. off-the-job activities).Social implicationsSubordinates can enhance guanxi with their supervisors to create a more harmonious working environment, creating mutual trust. The results suggest that supervisor–subordinate guanxi is based on long-term social exchange. How to balance fairness and efficiency is an import question for decision-makers.Originality/valueThis study’s examination of the role of trust and supervisor–subordinate guanxi in mediating the relationship between organizational justice and OCB expands the organizational behavior literature into a different industry (life insurance) and cultural context (Taiwan).

Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

This study investigates the relationship between individual psychological contract breach on organizational citizenship behavior at individual level and to test the mediation effects of trust in supervisor. The study was carried out in software industry of KPK, Pakistan. Data was gathered from 337 operational level executive (i.e. executive, assistant manager, manager) through randomly selected sampling method. Numerous statistical techniques (correlation, regression) had been used to deduct the results. Results indicate that individual psychological contract breach significantly predicts organizational citizenship behavior at individual level and with trust in supervisor and fully mediates the indirect relationship between individual psychological contract breach and organizational citizenship behavior at individual level. This research also provides the empirical evidence regarding significance of individual psychological contract grounded on social exchange and affective events theory in the context of KPK, Pakistan. Lastly, contribution of study, limitations and future directions are also discussed.

Psychological Contract of Safety and Construction Worker Behavior: Felt Safety Responsibility and Safety-Specific Trust as Mediators

The psychological contract of safety (PCS) can be understood as the beliefs of employees regarding the reciprocal safety obligations between themselves and their supervisors. Although research has established that PCS is critical to safety management in construction sites, there is limited evidence on how PCS affects construction workers’ safety behavior, including compliance and participation. Building upon the psychological contract theory and social exchange theory, this study investigates the mediating mechanisms that link PCS to safety compliance and safety participation, that is, felt safety responsibility and safety-specific trust in supervisors. Overall, 389 valid data points from multiple sources comprising construction workers and their supervisors from 15 construction projects were collected. The results reveal that felt safety responsibility and safety-specific trust in supervisors partially mediate the relationships between PCS and both safety compliance and safety participation. The findings extend the safety behavior literature by clarifying the two distinct PCS processes toward safety behavior. Interventions should target improving employees’ perception of PCS to support their engagement in safety behavior.

Association of Abusive Supervision with Creativity and Work Engagement: The Moderating Role of Trust in Supervisor

Association of Abusive Supervision with Creativity and Work Engagement: The Moderating Role of Trust in Supervisor