Trust In Supervisor Research Articles

Student ethnicity predicts social learning experiences, self-regulatory focus and grades.

ContextEthnic minority students find that their ethnicity negatively affects the evaluation of their capacities and their feelings in medical school. This study tests whether ethnic minority and majority students differ in their ‘self‐regulatory focus’ in clinical training, that is, their ways to approach goals, due to differences in social learning experiences. Self‐regulatory focus consists of a promotion and prevention focus. People who are prone to stereotypes and unfair treatments are more likely to have a prevention focus and conceal certain identity aspects. The objectives of the study are to test whether ethnic minority students, as compared with ethnic majority students, are equally likely to have a promotion focus, but more likely to have a prevention focus in clinical training due to more negative social learning experiences (Hypothesis 1), and whether the relationship between student ethnicity and clinical evaluations can be explained by students' gender, social learning experiences, self‐regulatory focus and impression management (Hypothesis 2).MethodsSurvey and clinical evaluation data of 312 (71.2% female) clerks were collected and grouped into 215 ethnic majority (69.4%) and 95 ethnic minority students (30.6%). Students' social learning experiences were measured as perceptions of unfair treatment, trust in supervisors and social academic fit. Self‐regulatory focus (general and work specific) and impression management were also measured. A parallel mediation model (Hypothesis 1) and hierarchical multiple regression analyses were used (Hypothesis 2).ResultsEthnic minority students had higher perceptions of unfair treatment and lower trust in their supervisors in clinical training. They were more prevention focused in clinical training, but this was not mediated by having more negative social learning experiences. Lower clinical evaluations for ethnic minority students were unexplained. Promotion focus in clinical training and trust in supervisors positively relate to clinical grades.ConclusionStudent ethnicity predicts social learning experiences, self‐regulatory focus and grades in clinical training. The hidden curriculum plausibly plays a role here.

원격근무자의 자기효능감에 관한 연구

COVID-19 pandemic has affected every part of our daily lives and also business landscape. In firms, the adoption of remote work system has been sharply increasing and therefore it becomes important to understand how firms can effectively design and manage remote work system. In response to the increasing needs for research on remote work system, this study examined the role of self-efficacy in remote work environment. On the basis of Bandura(1986)’ 4-factor model of self-efficacy and Staples et al. (1999)'s study on the the self-efficacy in virtual organization, this study defined remote work experience, observation of supervisor’s remote work experience, fear of IT change, and supervisor coaching as the antecedents of self-efficacy in remote work environment. In addition, we examined whether trust in supervisor affects the relationship between supervisor coaching and self-efficacy. Using survey data we obtained from 463 workers who have remote work experiences, we found that remote work experience and supervisor coaching have a positive effect on self-efficacy, while fear of IT change has a negative effect on self-efficacy. We also found that the positive effect of supervisor coaching on self-efficacy becomes greater when workers have a trust in supervisor. This study confirmed that worker’s own remote work experience is the major determinant of self-efficacy in remote work environment. This study also found that supervisor’s role is very important in developing workers’ self-efficacy by exhibiting role behavior, giving coaching, and building supervisorworker trust.

Kepercayaan Terhadap Supervisor Pada Staf Garis Depan: Kualitas Hubungan Sebagai Moderator

Penelitian ini menyelidiki anteseden dari kepercayaan terhadap supervisor karyawan garis depan yaitu abusive supervisor, supportive supervisor dan kualitas komunikasi dengan kualitas hubungan sebagai variabel moderator. Penelitian ini merupakan penelitian deskriptif kausal untuk mengetahui hubungan antar variabel. Survei dilakukan dengan mengumpulkan data kuesioner dari 100 karyawan garis depan di Kabupaten Kebumen, Jawa Tengah, Indonesia. Pemodelan persamaan struktural berbasis kovarian diterapkan menggunakan PLS3 untuk mengeksplorasi hubungan yang diusulkan. Hasil penelitian menunjukkan bahwa abusive supervisor berhubungan negatif terhadap kepercayaan-pada-supervisor pada karyawan garis depan, sedangkan supportive supervisor dan kualitas komunikasi masing-masing berpengaruh positif dan signifikan terhadap kepercayaan-pada-supervisor. Akhirnya, hasil menunjukkan bahwa kualitas hubungan memoderasi (memperkuat) pengaruh suportif supervisor pada kepercayaan pada supervisor, tetapi kualitas hubungan tidak memoderasi pengaruh abusive supervisor terhadap kepercayaan terhadap supervisor

Research Note: The Effects of Organizational Trust on the Work Attitudes of U.S. Social Workers

Organizational trust includes both supervisor trust and management trust. Additionally, the three main work attitudes are job involvement, job satisfaction, and organizational commitment. The objective of this study was to explore the effects of the two types of trust on the three work attitudes with data from a survey of 255 U.S. social workers. In multivariate ordinary least squares regression, the effects of the two forms of organizational trust varied across the three work attitudes. Only management trust had a significant positive effect on job involvement, while both forms of trust had positive relationships with job satisfaction and affective organizational commitment. For job satisfaction, the effect sizes of both forms of trust were similar; however, for organizational commitment, management trust’s effect was far greater than the effects of supervisor trust. The current findings support the overall contention that supervisor and management trust play important roles in shaping social worker job involvement, job satisfaction, and organizational commitment, and they also underscore the need for improving perceptions of supervisor and management trust among social workers. Future longitudinal research will be able to demonstrate the causal process of the effects of trust on the three work attitudes.

Paternalistic Leadership and Subordinates' Trust in Supervisors: Mediating Effects of Basic Psychological Needs Satisfaction.

Subordinates’ trust is critical for a supervisor’s exercise of leadership to effectively influence subordinates’ work outcomes. However, the optimal approach for facilitating trust is still under debate, between instrumentality-based and motivation-based perspectives. On the basis of self-determination theory (SDT), the current study explored the direct effects of paternalistic leadership on trust in supervisors (TS) and the mediating role of the satisfaction of subordinates’ basic psychological needs. In a survey of 1,076 teachers in China, we found that paternalistic leadership affected trust directly, and that subordinates’ need for competence, autonomy, and relatedness also mediated the leadership–trust relationship to different degrees. The theoretical and practical implications of these findings are discussed.

Why Do Middle Managers Leave? Middle Managers’ Trust in Supervisors and Turnover Intention

This study focuses on the role of trust in supervisor in shaping middle managers’ turnover intention. We develop a theory-based model to explain that cognition-based trust in supervisor generates a sense of job security and affect-based trust generates a sense of fit in the organization which in turn decrease turnover intention, and such effect is stronger for middle managers than for employees at lower or higher levels. A three-phase longitudinal quantitative research is used to test the research model. The results from 162 participants in Hong Kong support most of the model, showing that job security and person–organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the affect-based trust in supervisors and person–organization fit relationship is stronger for middle managers. The implications of the findings for future research and management practice are discussed.

Age differences in the importance of interpersonal justice in the workplace

The aging workforce is a major societal challenge that will affect managerial practices worldwide. Understanding how to better manage older employees is therefore of utmost importance for managers and organizations. By integrating the lifespan developmental perspective to adult development with organizational justice, the current research investigates employee age differences in the importance of interpersonal justice in the workplace. In Study 1, we used interviews (N=56) to explore employee age differences in the salience of interpersonal justice concerns. In Study 2, we used a scenario-based experiment (N=418) to investigate employee age differences in the relationship between interpersonal justice perceptions and trust in supervisor. In Study 3, we used a three-wave survey (N=454) to test one age-related psychological mechanism responsible for such differences. The results showed that interpersonal justice concerns are more salient among older versus younger workers, and that interpersonal justice predicts trust in one’s supervisor to a greater extent among older versus younger workers. Results also suggest that these age-related differences could be explained by older workers’ greater present temporal focus. These findings provide important theoretical implications for the study of aging and work and offer practical applications for how to motivate an increasingly older and age-diverse workforce.

How supervisor trust affects early residents' learning and patient care: Aqualitative study.

IntroductionTrust between supervisors and trainees mediates trainee participation and learning. A resident (postgraduate) trainee’s understanding of their supervisor’s trust can affect their perceptions of their patient care responsibilities, opportunities for learning, and overall growth as physicians. While the supervisor perspective of trust has been well studied, less is known about how resident trainees recognize supervisor trust and how it affects them.MethodsIn this qualitative study, 21 pediatric residents were interviewed at a single institution. Questions addressed their experiences during their first post-graduate year (PGY-1) on inpatient wards. Each interviewee was asked to describe three different patient care scenarios in which they perceived optimal, under-, and over-trust from their resident supervisor. Data were analyzed using thematic analysis.ResultsResidents recognized and interpreted their supervisor’s trust through four factors: supervisor, task, relationship, and context. Optimal trust was associated with supervision balancing supervisor availability and resident independence, tasks affording participation in decision-making, trusting relationships with supervisors, and a workplace fostering appropriate autonomy and team inclusivity. The effects of supervisor trust on residents fell into three themes: learning experiences, attitudes and self-confidence, and identities and roles. Optimal trust supported learning via tailored guidance, confidence and lessened vulnerability, and a sense of patient ownership and team belonging.DiscussionUnderstanding how trainees recognize supervisor trust can enhance interventions for improving the dialogue of trust between supervisors and trainees. It is important for supervisors to be cognizant of their trainees’ interpretations of trust because it affects how trainees understand their patient care roles, perceive autonomy, and approach learning.Supplementary InformationThe online version of this article (10.1007/s40037-021-00674-9) contains supplementary material, which is available to authorized users.

The Influence of Trust in Supervisors on Employees' Subjective Performance: A Moderated Mediation Model of Grit and Feedback Seeking Behavior

The Influence of Trust in Supervisors on Employees' Subjective Performance: A Moderated Mediation Model of Grit and Feedback Seeking Behavior

임상간호사의 조직신뢰, 회복탄력성 및 공감피로가 간호업무성과에 미치는 영향

This study was aimed at identifying the effect of organizational trust, resilience and compassion fatigue on the performance of clinical nurses. The participants were 174 nurses who worked at four 200 to 300 hospitals in Busan, Korea. They responded to a structured self-report questionnaire administered from January 2 to January 31, 2020. The collected data were analyzed for frequency, percentage, mean, standard deviation, t-test, Pearson’s correlation coefficients, and hierarchical regression via the SPSS/WIN 25.0 program. Nursing performance has a significant positive correlation with organizational trust. The sub-categories, supervisory trust and peer trust also have significant positive correlations with nursing performance. There is also a significant positive correlation between nursing performance and resilience. This study found that nursing performance is influenced by resilience, gender, working style, and experience in the current unit. In order to improve the performance of clinical nurses, it is necessary to identify gender and work style based characteristics, develop programs, and improve measures to increase each nurse’s resilience.

Factors Influencing Adjustment to Remote Work: Employees' Initial Responses to the COVID-19 Pandemic.

The COVID-19 crisis has disrupted when, where, and how employees work. Drawing on a sample of 5452 Finnish employees, this study explores the factors associated with employees’ abrupt adjustment to remote work. Specifically, this study examines structural factors (i.e., work independence and the clarity of job criteria), relational factors (i.e., interpersonal trust and social isolation), contextual factors of work (i.e., change in work location and perceived disruption), and communication dynamics (i.e., organizational communication quality and communication technology use (CTU)) as mechanisms underlying adjustment to remote work. The findings demonstrate that structural and contextual factors are important predictors of adjustment and that these relationships are moderated by communication quality and CTU. Contrary to previous research, trust in peers and supervisors does not support adjustment to remote work. We discuss the implications of these findings for practice during and beyond times of crisis.

Getting Ratees to Accept Performance Feedback: A Relational Approach.

This paper seeks to understand the association between ratees’ relational justice perceptions and their feedback acceptance, both directly and through leader–member exchange (LMX). The paper also examines the moderated mediation effect of supervisory trust. The paper presents the findings of two studies. Study 1 utilized two data sets collected through an online survey from 280 part-time students working full-time (Sample 1) and 292 working professionals (Sample 2) in Pakistan. Study 2 utilized data collected from N = 167 students recruited for a scenario-based experiment that manipulated whether a manager was fair or unfair. Results revealed that relational justice positively predicted feedback acceptance in Studies 1 and 2. LMX positively mediated the above-mentioned relationship in both studies. As expected, supervisory trust negatively moderated the relational justice–feedback acceptance relationship in Study 2. The present study contributes to performance management theory and practice by illuminating that raters can stimulate performance partnership by employing a relational justice approach that increases the likelihood that employees accept performance feedback.

Ethical Climate as Social Norm: Impact on Judgements and Behavioral Intentions in the Workplace.

We present a study that looks at the relationship between the ethical climate, considered as a set of social norms, and judgments and behaviors in the workplace. In this case we think that an ethical rule reflecting the climate is only actualized in conduct and/or decisions if the rule is applicable, is shared, and is the subject of social expectations. A total of 277 professionals responded to a questionnaire measuring the normativity of three ethical rules, socio-moral judgment, trust in supervisors, turnover intention, and discrimination as well as abusive supervision. The results confirm our hypothesis. This leads to a different view of how the ethical climate is measured and constructed in the workplace.

السعادة في العمل ودورها في تعزيز الثقة التنظيمية بحث استطلاعي لآراء العاملين في جامعة الفلوجة.

The study aimed to clarify the role that happiness plays in the workplace represented by (positive influence, negative impact, and achievement) in enhancing organizational confidence among university employees represented in (confidence in senior management, trust in supervisors, trust in co-workers) as the research problem raised many questions It dealt with the nature of the relationship between the research variables and in light of these questions, two main hypotheses were formulated that reflect the correlation and influence relationships between the research variables, and in light of them, the hypothesis plan for the study was developed that reflects this. The data were analyzed and hypotheses were tested, as the research reached a set of conclusions, the most important of which is that there is a relationship between happiness in the workplace and organizational confidence. The research also recommended several recommendations, the most important of which is the necessity of continuing interest of the University of Fallujah to bring about positive change by understanding workers for work and the duties assigned to them. Completing the theoretical framework vocabulary on foreign sources, references, and literature related to the research topic,

Work Engagement During Pandemic: Is Organizational Trust Still Relevant?

In the present study, we tested the relationship between organizational trust and engagement. The study investigated how the three factors of organizational trust including trust in management, trust in supervisor and trust in coworkers can predict work engagement. The study collected data through sampling employees working in the retail food businesses in Sweden via social media. The study applied structural equation modelling on the final sample of 199 to test the three factors of organizational trust and their relationship with work engagement and found significant positive results for all. The study found that employees who expressed trust in the top management resulted in enhancing their work engagement. Furthermore, employees who had trust in their immediate supervisors for their facilitation, support and acknowledgement were also able to boost their engagement. Lastly, trust in coworkers also helped employees to enhance their work well-being, in other words predicting work engagement. The study offers discussion on the findings, implications, and recommendations for future research.

The Effect Work-Family Conflict, Organizational Justice, Job Stress on Organizational Citizenship Behavior Mediating by Supervisor Trust

The low quality of human resources will be a problem for a company. On the other hand, a successful company requires employees who are willing to do more work than their formal duties to achieve company goals more effectively and efficiently. This behavior is called organizational citizenship behavior (OCB). This study aims to determine the effect of work-family conflict, organizational justice, job stress on organizational citizenship behavior mediated by supervisor trust. The research sample is determined by non-probability sampling which takes 100 employees of private banking companies. The validity test shows that all questionnaire questions are valid with an outer loading score of (p=0.6). Based on the results of the calculation of the validity assisted by SmartPLS, it shows that all instruments meet the valid requirements with AVE (p=0.5). Based on the data above, the results of the Cronbach Alpha and composite reliability test results show that all data are said to be reliable with a score (p=0.5). The results showed that work-family conflict had no effect on organizational citizenship behavior with a p-value 0.48 more than (p=0.05). Job stress has no effect on organizational citizenship behavior with a p-value score 0.71 more than (p=0.05), organizational justice affects organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), supervisor trust has a positive effect on organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), work-family conflict has no effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.31 more than (p=0.05), organizational justice has a positive effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05), organizational justice has an effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05) and a negative beta score resulting in the direction of the relationship which is significant negative. Work-family conflict, organizational justice, job stress, supervisor trust have an effect on organizational citizenship behavior by 73.2%. Researchers can give are that further research can be carried out in different areas.

Investigating the factors that influence Iranian nurses' workplace happiness.

Employees who describe themselves as happy in their work are more likely to be motivated to fulfil their professional duties. Therefore, it is important that healthcare organisations and managers understand how to promote a sense of happiness among nurses. To investigate the relationship between the concepts of psychological capital, interactional justice, supervisor support and workplace happiness, and how they are mediated by employees' trust in their supervisors. Self-report questionnaires were used to obtain data from nurses on the variables of trust in supervisor, psychological capital, interactional justice, supervisor support and happiness at work. The questionnaires were distributed to 250 nurses working in hospitals in the city of Hamedan, Iran, and a total of 200 respondents completed and returned them. The data were then applied to a proposed model for promoting employees' workplace happiness, which was evaluated using data analysis software. The results showed that the model correctly identified a pathway for promoting workplace happiness in nurses. Moreover, it was found that psychological capital, interactional justice and supervisor support led to improved workplace satisfaction through the mediating role of nurses' trust in their supervisors. The findings of this study indicate that paying attention to employees' psychological capital, interactional justice and supervisor support, as well maintaining employees' trust in their supervisors, could assist healthcare organisations and managers to achieve organisational targets such as increased job satisfaction.

Social Support and Its Link to Workplace Trust Among Correctional Staff: An Exploratory Research Note

Private security staff play an important role in protecting society, including those who work in private prisons. Working in a private prison is a demanding job. Staff are responsible to ensure that the correctional facility is safe, secure, and humane. Past research has found that organizational trust, in terms of supervisor and management trust, influences private prison staff in many outcome areas, such as job involvement, job satisfaction, organizational commitment, job stress, feeling at risk at work, and job burnout; however, there is a dearth of research on how workplace variables may contribute to organizational trust. The current study examined how the major forms of social support (family, coworkers, supervisor, and management) were related to supervisor trust and management trust among 160 staff at a private U.S. prison. Based on ordinary least squares (OLS) multivariate regression, the results indicated coworker, supervisor, and management support each had significant positive effects on supervisor trust, with supervisor support having the largest effect. In another OLS multivariate regression analysis, family, supervisor, and management support had significant positive effects on management trust, with management support having the largest effect. The findings suggest that private prison administrators should consider increasing all four forms of social support in order to raise both supervisor and management trust. It would be a valuable investment in staff.

Salesperson turnover intention: a tale of two countries

PurposeA significant amount of research has shown that drivers of employee attitudes, and behaviors leading to outcome variables such as turnover intentions, are strongly influenced by national culture. This study focuses on the difference in relationships among some critical variables between two emerging economies with similar cultural indices.Design/methodology/approachSurvey questionnaire was used to collect responses from salespeople in two countries. Correlation analysis and structural equation modeling were used to provide support for the stated hypotheses.FindingsResults indicate that Mexican and Indian salespeople differ in how their level of trust in supervisor, regulation of emotion, interpersonal conflict and felt stress related to drive turnover intention. Findings also confirm a strong positive relationship between felt stress and turnover intention.Research limitations/implicationsThis study is based on survey responses and should be interpreted with the associated limitations of method bias. The hypothesized model of relationships among constructs was based on theory and prior research, but researchers understand that there could be other statistically equivalent models with equal fit. Moreover, stress can result from numerous other combinations of variables in addition to those used in this model. The relationships among constructs as presented could also be due to the absence of other key variables. This study looked at turnover intentions from an employee perspective using responses made when economic conditions worldwide were robust. This is not the case today because of the global pandemic. Economic conditions wield substantial influence on employee responses as well as on turnover intentions. In addition, economic downturn lowers turnover potential and heightens stress level.Practical implicationsFindings confirm a strong positive relationship between felt stress and turnover intention. Efforts to keep stress within a productive range should be encouraged, because while the direct costs of turnover can be substantial, indirect costs may be even greater. For example, when salespeople leave an organization, the customer relationships they formed and developed may be at risk, exposing their companies to potential reduction in revenue. Sales organizations that pay inadequate attention to high turnover rate among their salespeople become susceptible to a phenomenon Dudley and Goodson (1988) identified as “low sales recruiting ceiling syndrome.”Social implicationsMost of the current studies results from developing countries have been compared to those from developed countries where the theories and seminal research originated. The outcome of the authors' research lends yet another argument in favor of more comparative studies on East versus East or developing economies versus developing economies. Such effort could further delineate the applicability of “foreign” theories and inform the development of “local” theories for richer insight on local management practice. The current drive to inject diversity, equity and inclusion in the workplace should be reflected in the development of theory and the conduct of research. No one country or individual or group of individuals can claim ownership of theory development and standards for assessing theories originating elsewhere. Diversity, equity and inclusion have a place in academic research and should be encouraged. Second, the results obtained in this paper offer a cautionary note against over-generalization. Just as small details matter in life, likewise, small differences in variables that explain a phenomenon can make a big difference. Third, the findings confirm a strong positive relationship between felt stress and turnover intention. This is true for the two countries examined in this research.Originality/valueThis study seeks to understand why potential drivers of turnover intention might manifest differently in countries that have a similar cultural outlook. The current research leverages the contingency theory and zeroed in on turnover intention. In addition, two additional cultural dimensions (long-term orientation and uncertainty avoidance) were incorporated, and the model was tested using salespeople (rather than plant workers).

Trust in Supervisor for Frontline Employee: Quality of Relationship as Moderator

  This study investigates the antecedents of a frontline employee’s trust-in-supervisor with relation quality as moderator variable.This research is a causal descriptive study to investigate the relationship between variables. A personally administered survey was conducted to collect data from 100 frontline employees in Kebumen District, Cenral Java, Indonesia. Covariance-based structural equation modeling was applied using PLS3 to explore the proposed relationships. The results show that abusive supervision is negatively related to frontline employee’s trust-in-supervisor, whereas supervisor support and communication quality have significant positive effects on frontline employee’s trust-in-supervisor. Finally, the results show that relationship quality moderates (strengthens) the supportive influence of supervisors on trust in supervisors, but the quality of the relationship does not moderate the effect of abusive supervisors on trust in supervisors