Can supervisor support improve daily employee well‐being? Evidence of supervisor training effectiveness in a study of veteran employee emotions

2021 ◽  
Author(s):  
Cynthia D. Mohr ◽  
Leslie B. Hammer ◽  
Jacquelyn M. Brady ◽  
MacKenna L. Perry ◽  
Todd Bodner
Keyword(s):  
Supervisor Support ◽  
Well Being ◽  
Training Effectiveness ◽  
Supervisor Training

Supporting Employee Health at Work: How Perceptions Differ Across Wage Category

2021 ◽  
pp. 089011712110244
Author(s):  
Kristi Rahrig Jenkins ◽  
Emily Stiehl ◽  
Bruce W. Sherman ◽  
Susan L. Bales
Keyword(s):  
Organizational Support ◽  
Supervisor Support ◽  
Well Being ◽  
Perceived Support ◽  
Linear Regression Models ◽  
Job Responsibilities ◽  
Loved One ◽  
Negatively Associated ◽  
Workplace Stressors ◽  
Health And Well Being

Purpose: This study examines the association between sources of stress and perceptions of organizational and supervisor support for health and well-being. Design: Retrospective, cross-sectional analysis. Setting: Large university in the mid-western United States. Sample: This study focused on university employees with complete data for all variables (organizational support/N = 19,536; supervisor support/N = 20,287). Measures: 2019 socioeconomic and demographic characteristics, count of chronic conditions, sources of stress and perceptions of organizational and supervisor support. Analysis: For the multivariate analyzes, linear regression models were analyzed separately by wage bands (low ≤$46,100; middle >$46,100-$62,800; high >$62,800). Results: For all employees, workplace stressors, including problematic relationships at work and heavy job responsibilities, were negatively associated with perceptions of supervisor and organizational support. In comparison, the most salient home-based stressors were negatively associated with perceptions of supervisor support for the lowest-wage band (the death of a loved one, b = −0.13) and middle-wage band (personal illness or injury, b = −0.09), while the one for the highest-wage band (illness or injury of a loved one, b = 0.07) was positively associated with perceptions of supervisor support. Conclusion: Stressful job responsibilities and work relationships are associated with lower perceptions of supervisor and organizational support for health and well-being across all wage bands. Favorable perceived support for personal stressors only among high wage earning employees may suggest a need for improved equity of perceived support for these stressors among lower wage workers.

Effects of web-based supervisor training on supervisor support and psychological distress among workers: a randomized controlled trial

2005 ◽  
Vol 41 (2) ◽  
pp. 471-478 ◽  
Author(s):  
Norito Kawakami ◽  
Yuka Kobayashi ◽  
Soshi Takao ◽  
Akizumi Tsutsumi
Keyword(s):  
Randomized Controlled Trial ◽  
Psychological Distress ◽  
Controlled Trial ◽  
Supervisor Support ◽  
Supervisor Training ◽  
Web Based ◽  
Randomized Controlled

scholarly journals Health and well-being at work: The key role of supervisor support

2017 ◽  
Vol 3 ◽  
pp. 393-402 ◽  
Author(s):  
Oliver Hämmig
Keyword(s):  
Supervisor Support ◽  
Well Being ◽  
Health And Well Being

Tunnel construction workers’ well-being: the role of job control and supervisor support

2019 ◽  
pp. 1-13 ◽  
Author(s):  
Valentina Sommovigo ◽  
Ilaria Setti ◽  
Maria Elisa Maiolo ◽  
Piergiorgio Argentero
Keyword(s):  
Supervisor Support ◽  
Well Being ◽  
Job Control ◽  
Construction Workers ◽  
Tunnel Construction

scholarly journals Antecedents and outcomes of enrichment among working family caregivers of people with dementia: A longitudinal analysis

2020 ◽  
Author(s):  
Hiroshi Morimoto ◽  
Yoshitake Takebayashi
Keyword(s):  
Family Caregivers ◽  
Longitudinal Analysis ◽  
Family Conflict ◽  
Self Efficacy ◽  
Supervisor Support ◽  
Well Being ◽  
Moderating Effect ◽  
Work Family Conflict ◽  
People With Dementia ◽  
Work Family

Abstract Objectives Despite evidence of negative aspects of the work–caregiving interface (e.g., work–family conflict) among family caregivers of people with dementia (PWD), little is known about the positive aspects (e.g., enrichment). We examined antecedents and outcomes of family-to-work enrichment (FWE) and work-to-family enrichment (WFE) among working family caregivers of PWD. In terms of antecedents, we investigated whether factors that alleviated work–family conflict increased enrichment. Method We conducted a three-wave 6-month-interval longitudinal online survey of Japanese working family caregivers of PWD (N = 747). We examined the mediational effects of WFE and FWE on associations between participants’ work resources (job control, supervisor support, co-worker support, and organizational support) and caregiving support and their well-being (psychological distress and quality of life). We also examined the moderating effect of caregiving self-efficacy on the relationships between caregiving support/caregiving demands and FWE. Results Our longitudinal analysis confirmed supervisor support had a positive effect on WFE. FWE had no significant longitudinal mediating effect on the association between caregiving support and well-being, and self-efficacy had no longitudinal moderating effect on FWE. Discussion Supervisor support is important for WFE, but greater enrichment does not necessarily improve family caregiver well-being. Caregiving experience (i.e., caregiving demands and caregiving support) has little effect on the work–caregiving interface. Policy makers should focus on supporting companies to create family-friendly work environments. More research is needed on factors that increase FWE and moderate the relationship between enrichment and working family caregivers’ well-being.

scholarly journals Coping Through COVID-19: A Mixed Method Approach to Understand How Palliative Care Teams Managed the COVID-19 Pandemic

2021 ◽  
pp. 104990912110456
Author(s):  
Kayla D. Finuf ◽  
Santiago Lopez ◽  
Maria T. Carney
Keyword(s):  
New York ◽  
Palliative Care ◽  
Physical Health ◽  
Coping Strategies ◽  
New York State ◽  
Supervisor Support ◽  
Well Being ◽  
Subjective Well Being ◽  
Positive Effects ◽  
Palliative Care Teams

Objective: While previous work documented a substantial increase in patient mortality consultations and workload for palliative teams, little is known about how these team members managed their mental and physical health during the COVID-19 pandemic. We investigated how job resources (coworker and supervisor support) and personal resources (coping strategies) reduced perceptions of burnout and increased perceptions of well-being. Method: An anonymous electronic survey was sent to all members ( N = 64) of the palliative medical team among 14 hospitals of a New York State health system. Data were collected between September 2020 to October 2020. Measures included validated scales for burnout (Oldenburg Burnout Inventory), coping strategies (Cybernetic Coping Scale), subjective well-being (BBC Subjective Well-being scale), and coworker/supervisor support (7 items from Yang et al). Results: Results indicated devaluation coping tactics were used to reduce perceptions of burnout and to increase perceptions of physical health. Higher burnout was identified when using avoidance coping techniques. Furthermore, coworkers and supervisor(s) support significantly reduced disengagement when compared to coworker support alone. Conclusion: COVID-19 exacerbated burnout experienced by palliative care teams, yet the use of coping behaviors (devaluation/avoidance) and external resources (coworker and supervisor support) utilized by these teams were found to have positive effects. Further research should investigate these antagonizing factors to help preventing and addressing burn out during times of crises and in the everyday of palliative care teams.

scholarly journals Antecedents and Consequences of Work-Family Conflict in Qatar

2019 ◽  
pp. 1010-1019
Author(s):  
Rima Charbaji El-Kassem
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Supervisor Support ◽  
Well Being ◽  
Work Life ◽  
Work Family Conflict ◽  
Convenience Sample ◽  
Spouse Support ◽  
Antecedents And Consequences ◽  
Work Family

Purpose This paper examines the effect of causal factors, such as work-life harmony, work- family conflict, co-worker and supervisor support, as well as spouse support, on workload and job stress and employee psychological ill-being (depression/anxiety). Design/methodology/approach A large convenience sample of 807 families from Qatar was surveyed. Using SPSS, the researchers used factor analysis to establish construct validity, based on two suitability tests: the Kaisers-Meyer-Olkin (KMO) measure of sampling adequacy and the Bartless test of sphericity. The dimensions were found to be reliable and valid. Findings Findings from regression analysis show that five independent variables, as well as gender, are significant in predicting staff members’ perceived employee psychological ill-being in Qatar. In addition, results of the recursive model reveal that work-life harmony, supervisor’s and spouse’s support lead to less perceived employee psychological ill-being. However, workload, job stress and work-family conflict lead to more perceived employee psychological ill-being in Qatar. Practical implications Findings of this investigation provide strategic insights and practical thinking that have important implications for understanding and overcoming employee psychological ill-being. What’s more, this paper contributes to the limited knowledge about the effects of stressful working conditions in combination with low levels of spouse support and co-worker and supervisor support on work-life conflict and higher levels of depression and anxiety. Originality This article empirically correlates three fields of management research: Managerial Psychology, Employee Well-Being and Work-Life Balance.

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