The Moderating Effect of the Boundary Spanning Role on Perceived Supervisory Support: A Meta-Analytic Review

Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.

Download Full-text

The Correlation of Missed Nursing Care and Perceived Supervisory Support in Nurses

Iran Journal of Nursing ◽

10.52547/ijn.33.126.103 ◽

2020 ◽

Vol 33 (126) ◽

pp. 103-116

Author(s):

I Vatankhah ◽

M Rezaei ◽

E Baljani ◽

◽

...

Keyword(s):

Nursing Care ◽

Supervisory Support ◽

Perceived Supervisory Support ◽

Missed Nursing Care

Download Full-text

Benevolent leadership, perceived supervisory support, and subordinates’ performance

Leadership & Organization Development Journal ◽

10.1108/lodj-09-2015-0196 ◽

2017 ◽

Vol 38 (7) ◽

pp. 897-911 ◽

Cited By ~ 10

Author(s):

Simon C.H. Chan

Keyword(s):

Work Performance ◽

Psychological Empowerment ◽

Manufacturing Plant ◽

Supervisory Support ◽

Content Type ◽

Mediating Role ◽

Perceived Supervisory Support ◽

Benevolent Leadership ◽

Objective Performance

Purpose The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent leadership and subordinates’ objective performance (from appraisal report evaluated by immediate supervisors after a year) over time. Design/methodology/approach A sample of 312 employees in a manufacturing plant in the People’s Republic of China was collected. Descriptive statistics and linear regression analyses were used to analyze the data. Findings The results indicated that PSS mediated the relationship between benevolent leadership and subordinates’ objective performance. This positive relationship of benevolent leadership and subordinates’ performance was stronger when supervisors exhibited higher levels of psychological empowerment. Research limitations/implications The main limitation of this study is that the sample was collected from the administrative staff of a manufacturing plant in China. The results may not be generalized in different contexts and professions, given the contextually and culturally specific setting. Practical implications Benevolent leadership appears to be effective in driving the work performance of subordinates. Originality/value The relationships among benevolent leadership, PSS, and work performance of subordinates have shown significant explanation.

Download Full-text

The Moderating Effect of Supervisory Support on the Self-Efficacy Work-Performance Relationship

South African Journal of Psychology ◽

10.1177/008124639802800307 ◽

1998 ◽

Vol 28 (3) ◽

pp. 164-173 ◽

Cited By ~ 10

Author(s):

Kim Ballantine ◽

Christopher G. Nunns

Keyword(s):

Self Efficacy ◽

Work Performance ◽

Insurance Industry ◽

Moderating Effect ◽

The Self ◽

Work Output ◽

Supervisory Support ◽

Output Measure ◽

The Relationship ◽

Rated Performance

The present study examined the moderating effect of supervisory support on the relationship between self-ratings of self-efficacy and two measures of work performance, namely supervisor-rated performance and a work-output measure. Research was conducted within the South African life insurance industry on a sample of broker consultants (sales promotional staff) ( n = 70 subjects) over a three-month period. Past research found a positive relationship between high self-efficacy and work performance. However, such research did not take account of the influence of leadership factors. It was hypothesised that effective supervisory support would facilitate the attainment of higher levels of performance. Therefore, it was hypothesised that supervisory support should moderate the self-efficacy work performance relationship, particularly in the case of low self-efficacy. As hypothesised, it was found that supervisory support moderated the relationship between self-efficacy and supervisor-rated performance. Performance was highest when low levels of self-efficacy occurred together with high supervisory support. However, supervisory support did not moderate the relationship between self-efficacy and the work-output measure of performance. Limitations of the study, as well as theoretical and practical implications are considered.

Download Full-text

Perceived supervisory support and service recovery performance

Asia-Pacific Journal of Business Administration ◽

10.1108/apjba-11-2015-0094 ◽

2016 ◽

Vol 8 (3) ◽

pp. 298-316 ◽

Cited By ~ 2

Author(s):

Wanny Oentoro ◽

Patchara Popaitoon ◽

Ananchai Kongchan

Keyword(s):

Personality Traits ◽

Call Centers ◽

Service Recovery ◽

Emotional Stability ◽

Supervisory Support ◽

Content Type ◽

Perceived Supervisory Support ◽

Service Recovery Performance ◽

Recovery Performance ◽

The Relationship

Purpose The purpose of this paper is to investigate the moderating effect of personality traits (i.e. extraversion and emotional stability) toward the relationship between perceived supervisory support (PSS) and employees’ service recovery performance (SRP) in call centers. Design/methodology/approach Self-administered questionnaires were distributed to call center in service organizations located in Thailand. Moderated regression analysis and the follow-up analyses were employed to test hypotheses. Findings The findings reveal that emotional stability moderates the relationship between PSS and employees’ SRP. Unexpectedly, no evidence was found that extraversion moderates the service performance relationship. Research limitations/implications The limitations include generalizability and the neglect of other personality traits that could influence SRP. Future research could validate the study in different countries and examine the moderating roles of other personality traits in the SRP model. Practical implications This study provides insights for people management managers that SRP of employees with high emotional stability could be enhanced and diminished corresponding to the level of supervisory support. Therefore, attention should be paid to this particular group of call centers for their contribution that could be maximized if they received high support from supervisors. Originality/value Previously, little attention has been given to understand the role of personality traits on SRP. In doing so, this research contributes to the literature by investigating the moderating roles of emotional stability and extraversion on employees’ SRP.

Download Full-text