scholarly journals “I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction With Supervisory Support

2022 ◽  
pp. 0734371X2110653
Author(s):  
Julia Penning de Vries ◽  
Eva Knies
Keyword(s):  
Supervisor Support ◽  
Important Predictor ◽  
Supervisory Support ◽  
Employees Satisfaction ◽  
Normative Expectations ◽  
Expectation Disconfirmation

Are employees less satisfied with supervisor support when their expectations are disconfirmed? In this study, we examine this question for both predictive expectations (what will happen) and normative expectations (what should happen). Results from two preregistered experiments suggest that expectation-disconfirmation does not affect satisfaction with supervisor support. Instead, we find that expectation-disconfirmation as perceived by participants affects satisfaction with supervisor support. We conclude that even though supervisor support seems to be the most important predictor of satisfaction, perceived disconfirmation of expectations also influences employees’ satisfaction with supervisor support.

The influence of supervisory support on work motivation: a moderating role of organizational support

2018 ◽  
Vol 4 (10) ◽  
pp. 136-143 ◽  
Author(s):  
Afaf Khalid
Keyword(s):  
Public Sector ◽  
Organizational Support ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Supervisor Support ◽  
Supervisory Support ◽  
Post Graduate ◽  
The Public ◽  
Organisational Support ◽  
Motivation To Work

This study investigates the effect and interaction of various factors on the motivation of the post-graduate trainees in the hospitals to work. It also aims to highlight the importance of certain factors that could influence the motivation of the postgraduate trainees to work better. This cross-sectional study tested relationships between the supervisor support, organisational support, job value and motivation to work. It further explored the interaction between organisational support and supervisor support. Data were collected from 335 doctors enrolled in post-graduate training in five teaching hospitals in the public sector in Lahore at that time. Pearson correlation and regression analysis along with the macro PROCESS were used to analyse the data. It was found that supervisor support and job value positively affects the motivation to work, while organizational support interacts with supervisor support to enhance motivation to work among doctors. The results of this study can help the supervisors and the dean of the hospitals to get a better understanding of the factors that play a role in affecting the motivation level of the relatively young doctors of the public sector hospitals to work effectively and efficiently. Keywords: Motivation to work, supervisor support, organizational support, job value.

scholarly journals Personality traits in citizen expectations towards public services

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Morten Hjortskov
Keyword(s):  
Personality Traits ◽  
Public Services ◽  
Citizen Satisfaction ◽  
Personal Norms ◽  
Norms And Values ◽  
Normative Expectations ◽  
Future Events ◽  
Expectation Disconfirmation ◽  
The Individual ◽  
Determining Factor

Prior expectations are an important determining factor of how citizens evaluate politicians, government and public services. Typically, citizen expectations are divided into two main categories: predictive (“will”) expectations and normative (“should”) expectations. Theories of expectations say that predictive expectations are the sterile and indifferent prediction of future events, while normative expectations have a foundation in personal norms and values and express how the world should look according to the individual. Therefore, normative expectations should have antecedents more closely related to the individual’s personality than predictive expectations. However, these theoretical claims regarding the nature of the two different expectation types have not yet been tested empirically. Examining broad personality traits (Big Five) and The Maximizing Tendency trait, this exploratory study analyzes whether different personality antecedents explain the two types of expectations. Results show that the personality traits agreeableness, conscientiousness, and openness correlate positively, and extraversion negatively, with normative expectations. None of the traits correlate with predictive expectations. These results have implications for politicians’ efforts to shape citizens’ expectations, the citizen satisfaction literature, including work considering the expectation-disconfirmation model, and for further research on citizen expectations.

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 Family-friendly policies, supervisor support and job satisfaction: mediating effect of work-family conflict

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Varsha Yadav ◽  
Himani Sharma
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Supervisor Support ◽  
Partial Least Square ◽  
Mediating Effect ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Friendly ◽  
Work Family

Purpose The purpose of this paper is to investigate the effect of perceived support from family-friendly policies and supervisors on job satisfaction of employees by incorporating work-family conflict as a mediator. Design/methodology/approach Primary data were collected from 369 employees working in different organizations from the service sector in India. Smart PLS software was used to perform partial least square structural equational modeling. Findings The result confirms that both family-friendly policies and supervisor support negatively influences the work-family conflict. Also, work-family conflict partially mediates between family-friendly policies and job satisfaction as well as between supervisor support and job satisfaction. Also, supervisor support directly influences the job satisfaction of the employees. Research limitations/implications Management needs to know the relevance of work-life policies and supervisor support to increase job satisfaction and reduce employees’ work-family conflict. Results will be useful for implementing family-friendly policies and designing training courses for the supervisors. This will make the workplace more family-friendly. Originality/value This study creates value for the employees in meeting their family obligations by reducing their work-family conflict. Organizations are benefited by attracting positive outcomes like satisfied employees, which will, in turn, lead to a more productive and happier workforce. Studies examining the influence of these policies and supervisory support on job satisfaction with work-family conflict as the mediating variable are difficult to find in the Indian context.

Extending the Boundaries of Illegitimate Tasks: The Role of Resources

2019 ◽  
Vol 123 (5) ◽  
pp. 1635-1662
Author(s):  
Marcus J. Fila ◽  
Erin Eatough
Keyword(s):  
Depressive Symptoms ◽  
Job Demands ◽  
Supervisor Support ◽  
Early Career ◽  
Interactive Effects ◽  
Hierarchical Regression ◽  
Supervisory Support ◽  
Workplace Conditions ◽  
Job Demands And Resources

We replicate several studies that have shown illegitimate tasks to be related to strain above and beyond job demands, but extend previous work by addressing (i) whether they are when accounting for job demands and resources and (ii) whether resources mitigate strain relationships. We separately examine unreasonable and unnecessary task subdimensions. Using hierarchical regression analyses, results show that unreasonable tasks account for additional variance in anxiety (9.9%) and depressive symptoms (7.3%) beyond both main and multiplicative effects of job demands and resources of control, and support from supervisors and coworkers, in 214 early-career employees. In addition, unreasonable tasks, control, and supervisor support interact, such that task unreasonableness is less strongly tied to depressive symptoms for those perceiving high supervisor support; and high levels of control and supervisory support resources buffer links between unreasonable tasks and both outcomes. Unexpectedly, task unreasonableness is unrelated to anxiety for those perceiving low control and supervisor support, suggesting a possible habituation effect under undesirable workplace conditions. No interactive effects are found for unnecessary tasks or for coworker support. Our findings offer new understanding of the construct domain space and dimensionality of illegitimate tasks, and address several important practical and theoretical implications surrounding the role of resources.

My supervisor supports me better than the past: integration of social and temporal comparison

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gul Afshan ◽  
Carolina Serrano-Archimi
Keyword(s):  
Social Comparison ◽  
Organizational Support ◽  
Supervisor Support ◽  
Self Esteem ◽  
Relationship Conflict ◽  
Supervisory Support ◽  
Comparison Theory ◽  
Content Type ◽  
Temporal Comparison ◽  
Perceived Supervisor Support

PurposeDrawing on the self-consistency theory and temporal comparison theory, this study hypothesize that relative perceived supervisor support may positively affect voice behaviour and negatively affect relationship conflict with a supervisor. This relationship happens through the underlying process of supervisor-based self-esteem acts as an underlying mechanism. But, such a relationship would be constrained by the value of temporal perceived supervisor support with high temporal perceived supervisor support strengthen this relationship as compared to low temporal perceived supervisor support.Design/methodology/approachDyad data from 338 samples of employees nested within 50 supervisor workgroups from non-profit firms operating in three different cities in Sindh Pakistan were taken.FindingsData analysis showed that employees with a high perception of relative perceived supervisor support engaged in voice behaviour and restrain themselves from the relationship conflict. The supervisor-based self-esteem derived from supervisor support played the role of mediating this relationship. Moreover, temporal perceived supervisor support not only moderated the path between relative perceived supervisor support and supervisor-based self-esteem also the mediational strength of supervisor-based self-esteem in relative perceived supervisor support and voice behaviour and relationship conflict.Practical implicationsIt is crucial to integrate social comparison in organizational support theory to view the supervisor–subordinate relationship beyond dyad. Managers should understand social comparison processes in which employees engage in to know how it affects various work attitudes and behaviours.Originality/valueGiven the importance of supervisor–subordinate relationships, the authors extend and build on the concept of social and temporal organizational support to supervisor support. The study is novel in studying such relationship and contribute to the supervisory support relationship literature beyond dyadic level.

Support, training readiness and learning motivation in determining intention to transfer

2019 ◽  
Vol 43 (3/4) ◽  
pp. 306-321 ◽  
Author(s):  
Eun-Jee Kim ◽  
Sunyoung Park ◽  
Hye-Seung (Theresa) Kang
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Supervisor Support ◽  
Training Transfer ◽  
Learning Motivation ◽  
Self Report ◽  
Equation Modeling ◽  
Motivation To Learn ◽  
Supervisory Support ◽  
Content Type

Purpose The purpose of this study is to augment knowledge of how work environment and personal characteristics affect intention to transfer in a work context. This study aims to investigate the factors that can influence intention to transfer training in a professional development training context. The study examined the predictive capacity of organizational support, supervisor support, training readiness and learning motivation on transfer intention among the study respondents. Design/methodology/approach Data were collected from teachers in secondary schools in the USA. The structural equation modeling method was adopted to analyze 216 responses using a self-report survey. Findings We found that (a) organizational support was directly associated with supervisor support for training, (b) supervisor support for training significantly influenced training readiness and motivation to learn, (c) training readiness positively affected motivation to learn, and (d) motivation to learn positively influenced intention to transfer. In addition, supervisor support mediated the relationships between organizational support and training readiness and between organizational support and motivation to learn. Training readiness linked intention to transfer and motivation to learn. Motivation to learn also played a mediating role in the relationship between supervisor support and intention to transfer. Originality/value Our findings add to the academic work on training transfer by empirically analyzing how both the environment (e.g. organizational support) and individual factors (e.g. learning motivation) influence employees’ intention to transfer. In particular, we investigated the potential impact of both organizational support and supervisory support on intentions to transfer, compared to previous studies emphasizing only supervisory support to improve training outcomes.

scholarly journals Impact of Training and Development and Supervision Support on Organizational Effectiveness

2020 ◽  
Vol 6 (3) ◽  
pp. 831-837
Author(s):  
Ashfaq Ahmad ◽  
Palwasha Bibi ◽  
Hazrat Bilal
Keyword(s):  
Statistical Methods ◽  
Organizational Effectiveness ◽  
Positive Relationship ◽  
Supervisor Support ◽  
Training And Development ◽  
Supervisory Support ◽  
Positive Relationships ◽  
Organisational Support ◽  
Telecom Sector

The current study explores the effect of training and development and supervisor support on organizational effectiveness. The main focus of the study is to clarify that how effectively telecom sector of Pakistan can achieve it intended outcomes, through training and development and supervisor support. A survey structure was used to gather data from 2017 employees working at the Telecom Center. Both descriptive and inferential statistical methods were the basis for the results. A positive relationship between training and development and organisational support is determined by the results of the study, although similar positive relationships have also been identified between supervisory support and organisational support.

Do the Components of Strengths-Based Supervision Enhance Child Welfare Workers' Satisfaction with Supervision?

2017 ◽  
Vol 98 (2) ◽  
pp. 146-155 ◽  
Author(s):  
Cynthia A. Lietz ◽  
Francie J. Julien-Chinn
Keyword(s):  
Child Welfare ◽  
Online Survey ◽  
Supervisor Support ◽  
Important Predictor ◽  
Child Welfare Workers ◽  
Urban Region ◽  
Satisfaction With Supervision ◽  
Research Findings ◽  
Welfare Workers

An online survey was administered to all child welfare specialists in one urban region (N = 427) to examine which aspects of supervision predicted higher levels of satisfaction. The specific supervisory processes that were measured included the components that make up strengths-based supervision, a model that was developed for child welfare settings. Findings indicate that all but one of the components predicted higher levels of satisfaction with supervision, lending support to these specific practices and to the overall model. The most important predictor is supervisor support, corroborating previous research. Findings offer implications for practice suggesting implementing strengths-based supervision may be one way to enhance supervision satisfaction. Enhancing individual components such as level of supervisor support is also indicated.

scholarly journals The Impact of Supervisor Support on the Job Satisfaction of Immigrant and Minority Long-Term Care Workers

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 1027-1027
Author(s):  
Frances Hawes ◽  
Shuangshuang Wang
Keyword(s):  
Job Satisfaction ◽  
Long Term Care ◽  
Supervisor Support ◽  
Supervisory Support ◽  
Immigration Status ◽  
Term Care ◽  
Care Workers ◽  
Resident Alien ◽  
Race Ethnicity

Abstract The need for long-term care workers (LTCW) will grow significantly as the American population ages. Understanding the factors that impact job satisfaction of this workforce has important implications for policy and practice. Previous research has demonstrated the effect of supervisor support on the job satisfaction of these workers; however, much less is known about how this effect differs among different race/ethnicity or immigration groups. This study examined how supervisor support mediates the associations between race/ethnicity, immigration status, and job satisfaction among nursing assistants (NAs). Data of 2,763 NAs were extracted from the National Nursing Assistant Survey (2004). Race/ethnicity groups included White (54%), African American (30%), Asian (2%), Hispanic (10%), and others (4%). Immigration status included U.S.-born citizens (87%), naturalized (7%) and resident/alien (6%). Bivariate analyses showed that Asian NAs perceived higher levels of supervisory support than other races, whereas U.S.-born NAs reported lower levels of supervisory support than naturalized and residents/aliens. Findings from multivariate analyses indicated that non-Hispanic Asians and Resident/Alien workers reported significantly higher levels of job satisfaction than their counterparts, and the associations were fully mediated by NAs’ perceived supervisor support. These findings support prior research that supervisor support is important to improving job satisfaction and contribute to the literature that Asians/Residents/Aliens long-term care workers may be more sensitive to supervisory support and may be more grateful if they received support from supervisors. Managers should be aware of these racial differences and by being supportive they may improve NAs job satisfaction and reduce turnover rates.

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