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Article

Ibeawuchi K. Enwereuzor and Lawrence E. Ugwu

Considering that leaders play an important role in influencing the work environment and experiences of subordinates as well as the fact that employees like to be…

Abstract

Purpose

Considering that leaders play an important role in influencing the work environment and experiences of subordinates as well as the fact that employees like to be respected, the purpose of the current study was to explore supportive supervisor relations as a mediator of the relationship between respectful leadership and intention to stay.

Design/methodology/approach

Data were collected from 389 hospital nurses based on authors' personal networks at three measurement points. This was done to avoid problems associated with collecting data for predictor and criterion variables from the same source at the same time. The direct and indirect effects were tested with ordinary least squares regression-based path analysis.

Findings

Respectful leadership was found to be positively related to both supportive supervisor relations and intention to stay. In addition, supportive supervisor relations had a positive relationship with intention to stay. Finally, the relationship between respectful leadership and intention to stay was mediated by supportive supervisor relations.

Research limitations/implications

The sample were drawn from nurses only in a particularly region of a country and differences may exist among other occupational groups and geographical areas of the country in the way they perceive their leaders' behavior.

Practical implications

Management of health facilities can utilize information from annual reviews and feedback from subordinates as performance evaluation criteria for rewarding leaders who treat their subordinates respectfully. However, leaders who are disrespectful toward their subordinates could be identified and subjected to mandatory training on respectful leadership.

Originality/value

The current study extends the present state of research on the impact exerted by respectful leadership in an organizational context never examined heretofore; that is, health care context. This is also the first study linking respectful leadership, supportive supervisor relations and intention to stay in unison in a single study.

Details

Journal of Health Organization and Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1477-7266

Keywords

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Article

Soo Jeoung Han and Gary N. McLean

The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job…

Abstract

Purpose

The purpose of this study is to investigate the effects of family-supportive supervisor behaviors and organizational climate on employees’ work–family conflict, job satisfaction and turnover intentions.

Design/methodology/approach

To examine the causal relationship, the longitudinal panel data of the work, family and health study were used, using the data of 664 respondents who participated in surveys from all four time-points at two Fortune 500 information technology (IT) companies.

Findings

The results of the data analysis suggested that family-supportive supervisor behaviors have a minimal, but statistically significant, impact on work-to-family conflict and organizational work-family climate. Moreover, work-to-family conflict minimally mediated the relationship between family-supportive supervisor behaviors and employees’ turnover intentions. An organizational work-family climate had a small, but statistically significant, mediating effect between family-supportive supervisor behaviors and job satisfaction/turnover intentions.

Practical implications

This study has practical implications by noting that relying on only individual managers’ roles or training managers to be family-supportive may not be enough to improve family-oriented organizational culture, work–life balance and job-related outcomes.

Originality/value

Using a longitudinal mediation model, the authors examined the effects of family-supportive supervisor behaviors and how those behaviors impact other variables over time. Despite the expectation of such an impact, the authors found minimal effects among variables. This study is valuable because it can stimulate future research to advance the theoretical and practical understanding of family-supportive supervisor behaviors to help determine why the study found that it had very little impact on both work–family conflict and a family-friendly organizational climate to increase employees’ satisfaction to continue to work.

Details

European Journal of Training and Development, vol. 44 no. 6/7
Type: Research Article
ISSN: 2046-9012

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Book part

Leslie B. Hammer, Ellen E. Kossek, Kristi Zimmerman and Rachel Daniels

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables…

Abstract

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.

Details

Exploring the Work and Non-Work Interface
Type: Book
ISBN: 978-0-7623-1444-7

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Article

Chongrui Liu, Cong Wang, Hongjie Wang and Donghua Xu

Relying on a multilevel approach, this paper investigates the day-to-day variations in family-supportive supervisor behaviors influencing subordinates' job stress, as well…

Abstract

Purpose

Relying on a multilevel approach, this paper investigates the day-to-day variations in family-supportive supervisor behaviors influencing subordinates' job stress, as well as the mediating role of positive emotions and the moderating role of ethical leadership.

Design/methodology/approach

Using the experience-sampling methodology, the study collected the data from 137 civil servants in China who responded to one daily survey for 10 working days.

Findings

With a total of 1,370 surveys, results supported the hypothesized model linking daily family-supportive supervisor behaviors to daily job stress via subordinates' daily positive emotions. In addition, the study found a moderating effect for ethical leadership positively in the indirect relationship between family-supportive supervisor behaviors and job stress.

Practical implications

The findings in this study serve practitioners in organizational and leadership development. On the one hand, this study contributes to raising awareness about the importance of improving family-related support in the workplace, in generating subordinates' positive emotions and relieving their job stress. On other hand, the findings highlight the necessity of cultivating ethical leadership for leaders.

Originality/value

This study fulfills an identified need to clarify how and when daily family supportive supervisor behaviors influence subordinates' daily job stress. This study moves beyond previous research by adopting the experience sampling method and demonstrating important cross-level effects of ethical leadership on the within-individual relationship between family supportive supervisor behaviors and job stress.

Details

Baltic Journal of Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-5265

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Book part

Carolyn Cummings Perrucci and Dina Banerjee

Purpose – This research examines the effects of gender, race, human capital, work conditions, and organizational characteristics on employees’ current supervisory status…

Abstract

Purpose – This research examines the effects of gender, race, human capital, work conditions, and organizational characteristics on employees’ current supervisory status at work, and their perceptions of their future promotability.

Methodology – Data are drawn from the salaried employees of The National Study of the Changing Workforce in 2002, a nationally representative sample of all U.S. workers. Employees are compared by race and gender using correlation coefficients, t-tests, and multiple regression.

Findings – In contrast to earlier research, in 2002 non-white women are as likely as white women and non-white men to have attained supervisory status at work. There also is no gender or race effect on employees’ perception of their future promotional opportunity.

Workers who are supervisors, both white and non-white, are more likely than non-supervisors to perceive that they have future promotional opportunity. Having a work context that is supportive, and having supportive coworkers and a supportive supervisor, leads to the perception of greater chances to continue to move up in one's company, as does having greater job demands and union membership. On the contrary, work/family spillover, having a supervisor of the same race, and perceiving racial discrimination at the workplace leads to perception of less chance to continue to move up.

Research limitations – Employees’ actual job titles are not known except that supervising others is a major part of their job.

Practical implications – Many of the variables shown to be related to supervisory status and promotability suggest directions for the restructuring of workplaces to provide more supportive and less biased environments.

Details

Interactions and Intersections of Gendered Bodies at Work, at Home, and at Play
Type: Book
ISBN: 978-1-84950-944-2

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Article

Neerpal Rathi and Kidong Lee

The purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also…

Abstract

Purpose

The purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also examining the mediating role of quality of work life (QWL) in these associations.

Design/methodology/approach

For testing the research hypotheses, data were collected from 244 respondents working in organizations within the organized retail sector in India. Existing, established scales were used to measure the research constructs.

Findings

The results of this study indicate that supervisor support was positively related to QWL. Moreover, QWL was found to be positively related to organizational commitment and life satisfaction, whereas a negative association was observed between QWL and turnover intentions. Finally, the results show that QWL mediated the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction.

Practical implications

The current study suggests that a supportive supervisor enhances employees’ emotional attachment to the organization and life satisfaction by augmenting their QWL. The findings of this study may be helpful for organizational leaders in designing human resource practices that focus on enhancing supervisor support. An enhanced level of supervisor support may further help in retaining employees and improving their lives in today’s highly competitive and stressful business environment.

Originality/value

Although the association of supervisor support with employee attitudes and behavior at work has been extensively investigated, previous research did not clarify how supervisor support is linked to these outcomes. By investigating the mediating role of QWL, this research elucidates the underlying mechanisms linking supervisor support with organizational commitment, turnover intentions, and life satisfaction. This research provides an important contribution not only to the workplace support literature, but also to the field of human resource management.

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Article

Sarah Altmann and Claudia Kröll

The purpose of this paper is to examine the effect of supervisor support for employees’ work-life balance (WLB) on employees’ intention to take sabbaticals. According to…

Abstract

Purpose

The purpose of this paper is to examine the effect of supervisor support for employees’ work-life balance (WLB) on employees’ intention to take sabbaticals. According to the theory of planned behavior, intentions are based on attitudes, subjective norms, and perceived behavioral control, which mediate the relationship between supervisor support and the intention to take sabbaticals.

Design/methodology/approach

Survey data were collected from 510 employees in Germany. The hypotheses developed are analyzed using structural equation modeling.

Findings

The results show that supervisor support has a direct negative effect on employees’ intention to take sabbaticals. In addition, supportive supervisors are associated with a decreased attitude toward sabbaticals, which reduces employees’ intention to take them. In contrast, supervisor support promotes employees’ perceived behavior control, which increases their intention to take sabbaticals.

Practical implications

The findings show that supervisors play an important role in employees’ decision-making process regarding whether to take sabbaticals. If supervisors are supportive regarding employees’ WLB, the need to take sabbaticals decreases. However, in order to encourage participation and to exploit the positive outcomes of sabbaticals, supervisors should communicate the possibility of taking them.

Originality/value

Prior research has focused solely on the direct link between supervisor support and the actual use of WLB policies. As behavior is intentional, it is important to understand how supervisor support affects employees’ intention to take sabbaticals. This paper explores the mechanism that explains the relationship between supervisor support and employees’ intention to take sabbaticals.

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Article

Amruta Deshpande and Ritu Gupta

Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is…

Abstract

Purpose

Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is important, it is equally important to retain acquired talent, at the same time add value to the human side of business. The purpose of this paper is to explore the factors which play crucial role in retention of newly hired employees working in Indian IT industry. The study has considered factors, namely, supervisor support behavior, feedback-seeking behavior (FSB), affective commitment (AC) and empirically verified their impact on new recruit’s intention to quit (IQ).

Design/methodology/approach

The survey was conducted among 524 newly hired employees working in 58 different companies listed in National Association of Software Services Companies member directory in Indian IT industry. All the scales used in the study are reliable and validated. Confirmatory factor analysis was carried out to test the validation of scales. The data were analyzed to test the proposed structural model using structural equation modeling.

Findings

The present study has successfully blended and verified the effect of supportive behavior of supervisor and new recruit’s FSB on the AC and IQ of newly hired employees. The study highlighted that supportive supervisors can encourage the newly hired employees to seeking feedback and enhance their commitment toward the organization. Further, this reduces the turnover intention of employees.

Research limitations/implications

The theoretical contribution of the study is in successful amalgamation of two major streams of studies on new recruits by assessing the effect of supervisorssupportive behaviors and new recruits’ proactive FSB on their IQ. The study has also looked at the newly hired employees’ behavioral reactions during uncertain entry period and throughout the adjustment process. The limitations of the study are in the focus on one industry and cross-sectional data. In the future researchers can explore the relationships in a longitudinal study. Also, other variables like perceived organizational support and job satisfaction can be considered.

Practical implications

The present study demonstrates that supportive supervisors can motivate newly hired employees to seek feedback, and help them to “fit in” the organization. This study verifies that supervisors are considered as an important source of information for new recruits and the new recruits’ FSB positively influences their commitment toward the organization. Based on these results it is imperative for managers to be approachable and available to offer feedback to the new recruits in their initial days to ensure their adjustment, commitment and retention in the organization. This adds to sustaining the business and social well-being of the employees.

Originality/value

The present study offers a critical insight about the retention of newly hired employees in the organization. In the quickly changing VUCA world, these newly hired employees can be an asset for companies to build competitive advantage. However, to construct a strong future team for the organization, it is imperative that companies focus on augmentation of commitment among newly hired employees to further retain them. The present study proposes the path of empowerment among the new recruits to make them committed to the organization and to make sure that they stay with the organization in long run.

Details

Management Decision, vol. 59 no. 4
Type: Research Article
ISSN: 0025-1747

Keywords

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Article

Shea Cronin, Jack McDevitt and Gary Cordner

Given the central role of supervision in shaping police agency outcomes and the impact of the supervisor-subordinate relationship, the purpose of this paper is to…

Abstract

Purpose

Given the central role of supervision in shaping police agency outcomes and the impact of the supervisor-subordinate relationship, the purpose of this paper is to understand subordinates’ ratings of supervisor performance overall and on several distinct dimensions.

Design/methodology/approach

Descriptive and explanatory analyses are conducted on subordinate views of supervision based on a survey of officers and detectives (n=7,085) in 89-agencies.

Findings

Reporting high ratings of supervisor performance overall, subordinates also view supervisors as fair, supportive and engaged in practices that set expectations. These dimensions are highly correlated with overall satisfaction; other variables, such as age, race and gender demonstrate weak relationships to overall satisfaction and perceptions of fairness, support and direction.

Research limitations/implications

The study is based on subordinates’ perceptions of supervisors and does not address the supervisors’ own perceptions or actual behavior. Future studies should collect identical information from supervisors as well as examine agency-level variation in both subordinate and supervisor outlooks and styles.

Practical implications

The results support modern approaches to police supervision that emphasize not just direction and control but also fair and supportive relationships with subordinates.

Originality/value

The study examines the views of thousands of line-level police across a large number of representative US agencies and explores relationships using a comprehensive set of variables.

Details

Policing: An International Journal of Police Strategies & Management, vol. 40 no. 1
Type: Research Article
ISSN: 1363-951X

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Article

Ragini Chauhan, Piyali Ghosh, Alka Rai and Sanchita Kapoor

In response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper…

Abstract

Purpose

In response to a perceived need for research investigating the relatively less-explored role of supervisor support as a moderator in the transfer mechanism, this paper aims to empirically examine the influence of transfer design on transfer of training and also the moderating role of supervisor support between these constructs.

Design/methodology/approach

A survey was conducted using a self-reported questionnaire administered on employees of a manufacturing unit engaged in power transmission and located at the city of Allahabad in India. The sample size of the study is 149. The role of supervisor support as a moderator was tested using hierarchical regression analysis.

Findings

Findings of the study direct organizations to consider both transfer design and supervisor support to get the maximum output from training. The moderating role of supervisor support is confirmed in the study.

Practical implications

If a trainer is not able to provide much practice to the trainee during training programme, then a supportive supervisor can counter such poor transfer design. A well-designed training programme should be coupled with supervisor support to ensure effective transfer of training. Influence of transfer design on transfer of training is likely to be more if the supervisor is supportive.

Originality/value

The authors have hypothesized and established the direct influence of transfer design on training transfer. Further, supervisor support has been found to moderate the relationship between transfer design and transfer of training.

Details

Journal of Workplace Learning, vol. 29 no. 4
Type: Research Article
ISSN: 1366-5626

Keywords

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