scholarly journals Exploring associations between supervisory support, teacher burnout and classroom emotional climate: the moderating role of pupil teacher ratio

2019 ◽  
Vol 40 (3) ◽  
pp. 367-388 ◽  
Author(s):  
Maria Therese Jensen ◽  
Oddny Judith Solheim
Keyword(s):  
Teacher Burnout ◽  
Supervisory Support ◽  
Emotional Climate ◽  
Support Teacher ◽  
Moderating Role ◽  
Classroom Emotional Climate

Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment

2020 ◽  
Vol 23 ◽  
Author(s):  
Daniel Dominguez ◽  
María José Chambel ◽  
Vânia Sofia Carvalho
Keyword(s):  
Peer Support ◽  
Organizational Support ◽  
Affective Commitment ◽  
Well Being ◽  
Job Resources ◽  
Supervisory Support ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

Abstract Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

scholarly journals Impact of Workaholics on Creativity: the mediating role of Negative Mood and moderating role of Supervisor Support

2020 ◽  
Vol 7 (2) ◽  
pp. 73-92
Author(s):  
Muhammad Nawaz Tunio ◽  
Muhammad Abdullah ◽  
Naveeda K. Katper ◽  
Naveed Iqbal Chaudhry
Keyword(s):  
Negative Mood ◽  
Supervisor Support ◽  
Supervisory Support ◽  
Advertising Agencies ◽  
Quality Work ◽  
Mediating Role ◽  
Best Management ◽  
The Impact ◽  
Moderating Role

Employees are an asset to their organization. The organizations need to provide the best management and supervisory support to their employees to ensure quality work. The current study is based on the workaholic nature of employees and their creative skills. It focuses on the employees of Advertising Agencies. Such organizations need personnel with creative skills and they should develop an environment for their employees to work in a better way and come up with extraordinary results. This study focuses on the impact of workaholics on the creativity of employees the mediating role of negative mood between workaholics and creativity and the moderating role of supervisor support between the workaholics and negative mood. Data has been collected from different advertising agencies of Islamabad and Rawalpindi, through questionnaires with N=350. Results show that workaholics are creative and it has a positive significant relationship with each other. Negative mood plays a mediating role between these two but supervisor support doesn’t moderate between workaholics and negative mood. This study helps organizations to increase employee creativity by elevating a negative mood by incorporating several techniques in the context of Pakistani advertising agencies.

scholarly journals An Examination of Street-Level Bureaucrats’ Discretion and the Moderating Role of Supervisory Support: Evidence from the Field

2021 ◽  
Vol 11 (3) ◽  
pp. 65
Author(s):  
Mohammed Salah Hassan ◽  
Raja Noriza Raja Ariffin ◽  
Norma Mansor ◽  
Hussam Al Halbusi
Keyword(s):  
Human Resources ◽  
Positive Impact ◽  
Supervisory Support ◽  
Street Level ◽  
Perceived Supervisory Support ◽  
Street Level Bureaucrats ◽  
The Relationship ◽  
Moderating Role ◽  
Support Evidence

This study aims to provide a deeper understanding of the relationship between the discretion of street-level bureaucrats and their willingness to implement as well as between discretion and client meaningfulness by testing street-level bureaucrat theory in a different context. The effect of discretion on willingness to implement and client meaningfulness may differ due to perceived supervisory support. Data from 241 bureaucrats (labor inspectors) in the Malaysian Ministry of Human Resources indicated that discretion significantly influences bureaucrats’ willingness to implement and client meaningfulness. Critically, the moderating role of perceived supervisory support augmented only the positive impact of discretion on client meaningfulness; for example, this relationship is more significant among bureaucrats who perceive high supervisory support. This study sheds new light on the notable role of supervisory support in ensuring that discretion enhances client meaningfulness and willingness to implement.

scholarly journals The Moderating Role of Supervisory Support in the Relationship of Emotional Intelligence and Job Performance of Pharmaceutical Sales Representatives

2019 ◽  
Vol 5 (1) ◽  
pp. 11-22
Author(s):  
Atiq Ur Rahman ◽  
Fayaz Ali Shah ◽  
Shahid Jan
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Supervisory Support ◽  
Sales Representatives ◽  
Pharmaceutical Sales ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

The objective of this research paper is to find out the relationship of Job Performance (JP) with Emotional Intelligence (EI) of Pharmaceutical Sales Representatives (PSRs) of various pharmaceutical companies operating in Khyber Pakhtunkhwa (Pakistan). Another objective of this research investigation is to check the moderating role of Supervisory Support (SS) in the EI-JP link. Data was collected from 400 PSRs of companies operating in Pakistan through convenience sampling technique. Structural equation model (SEM) was utilized for data analysis. The results of the study revealed that those PSRs having high EI had high performance. Furthermore, SS does not moderate the EI-JP link.

scholarly journals Determining the Moderating Role of Supervisory Support on the Relationship Between Organization Career Management and Employee Career Satisfaction: Evidence From Private Insurance Companies in Ghana

2020 ◽  
Vol 8 (12) ◽  
pp. 2069-2083
Author(s):  
Benard Korankye ◽  
Seidu Musah ◽  
Okafor Adakwelu Ifeamalume
Keyword(s):  
Multiple Regression ◽  
Career Satisfaction ◽  
Private Insurance ◽  
Insurance Companies ◽  
Career Management ◽  
Supervisory Support ◽  
Organizational Career Management ◽  
The Relationship ◽  
Moderating Role

The purpose of this study was to determine the moderating role of supervisory support on the relationship between organizational career management and career satisfaction of employees of selected five private insurance companies in Ghana. A survey method was used to collate information from 167 employees who work in the studied organizations through a simple random sampling approach. The descriptive, correlation, multiple regression, and the moderated multiple regression analysis were used to test the research hypothesis and their results showed three important findings: firstly, organizational career management positively and significantly correlates and had an impact on career satisfaction. Secondly, supervisory support positively and significantly correlates and had an impact on career satisfaction. Lastly, the moderating role of supervisory support was established to be positive and significant on the relationship between organizational career management and career satisfaction. The outcome contributes to the Job Demand Resource (JD-R) theory such that organizational career management and supervisory support could be employed as organizational resources to produce career satisfaction. The study suggests that more attention and commitment should be given to organizational career management and supervisory support by the management of the private insurance companies to promote the career satisfaction of their employees.

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