scholarly journals Skala Zaufania do Przełożonego jako narzędzie do mierzenia zaufania do menedżerów

2020 ◽  
Vol 31 (3) ◽  
pp. 97-115
Author(s):  
Marcin Wnuk
Keyword(s):  
Job Satisfaction ◽  
Psychometric Properties ◽  
Supervisor Support ◽  
Intention To Leave ◽  
Dimensional Structure ◽  
Perceived Supervisor Support ◽  
Organizational Loyalty ◽  
Positive Correlations ◽  
Stress At Work ◽  
Negative Relationships

Background: The aim of the study was operationalizing trust in supervisor concept and assesses the psychometric properties of the tool using to measure this construct. Material and Methods: Subjects were 804 employees from different organizations. The following measures were used: Perceived Supervisor Support Scale, Perceived Stress at Work Questionnaire, Grattitude Towards Organization Scale, Organizational Loyalty Scale and 2 measures – regarding intention to leave and job satisfaction. Results: Confirmed very good psychometric properties of Trust in Supervisor Scale. Factor analysis statistically confirmed the two dimensional structure of this measure inclusive benevolence and integrity factor containing 12 items and abilities as well as competences containing 8 items. The reliability of the Trust in Supervisor Scale was confirmed using the α-Cronbach coefficient. The proof of the theoretical validity of this measure are its positive correlations with job satisfaction, loyalty and gratitude towards the organization as well as its negative relationships with the intend to quit organization and the level of stress. Conclusions: The obtained results confirm that the Trust in Supervisor Scale has a very good psychometric properties and may be used in practice to explore trust in mangers in organizations in Poland.

scholarly journals WHY LOYAL EMPLOYEES DO NOT MANIFEST INTENTION TO QUIT THE ORGANIZATION. THE ROLE OF SUPERVISOR SUPPORT AND EMPLOYEES SPIRITUALITY

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Marcin Wnuk ◽  
Keyword(s):  
Key Words ◽  
Supervisor Support ◽  
Intention To Quit ◽  
Perceived Supervisor Support ◽  
Organizational Loyalty ◽  
Positive Image ◽  
Higher Power

The aim of the study was to verify if organizational loyalty and perceived supervisor support (PSS) mediate between spirituality and intend to quit the Organization. 804 employees from the different organizations were participants of conducted research. The following measures were used: Employee Spirituality Scale, Organizational Loyalty Scale, Perceived Supervisor Support Scale, and one item measures regarding intend to quit the organization, frequency of mess attendance and frequency of prayer. According to achieved results organizational loyalty partially mediated between perceived supervisor support and intention to quit the Organization. The inclination to sacrifice for the organization totally mediated between relation to „Higher Power” and intention to quit the Organization. Caring for a positive image of Organization totally mediated between attitude towards workmates as well as the Organization and intention to quit the Organization. Key words: employees spirituality, organizational loyalty, perceived supervisor support, intention to quit the Organization

scholarly journals The Fear of COVID-19 Scale: Psychometric Properties of the Ethiopian Amharic Version

2020 ◽  
Author(s):  
Aman Sado Elemo ◽  
Seydi Ahmet Satici ◽  
Mark D. Griffiths
Keyword(s):  
Psychometric Properties ◽  
Concurrent Validity ◽  
Online Survey ◽  
Evaluation Process ◽  
Dimensional Structure ◽  
Confirmatory Factor ◽  
Convenience Sampling ◽  
Positive Correlations ◽  
Novel Coronavirus ◽  
Composite Reliability

AbstractFear is an adaptive response that alerts individuals to the presence of a danger or threat. However, in the context of the current novel coronavirus disease 2019 (COVID-19) pandemic, the fear experienced could be intense because the number of victims of the virus is continuously increasing globally and is inducing severe mental health concerns. The seven-item Fear of COVID-19 Scale (FCV-19S) assesses the severity of fear related to COVID-19 and has already been validated in many languages. The present study evaluated the psychometric properties of the Amharic (Ethiopian) version of the FCV-19S. An online survey including the Amharic versions of the FCV-19S and the six-item UCLA Loneliness Scale (ULS-6) was administered to 307 Amharic-speaking participants using convenience sampling. The participants’ age ranged between 18 and 70 years. In the evaluation process, confirmatory factor analysis, Item Response Theory, concurrent validity, and reliabilities (Cronbach’s alpha, McDonald’s omega, Guttman’s lambda, and composite reliability) of the Amharic version of the FCV-19S were performed. The uni-dimensional structure of the FCV-19S was confirmed and the Amharic version of the FCV-19S had strong psychometric properties. All reliability coefficients of the Amharic FCV-19S were satisfactory, with sound concurrent validity shown by significant and positive correlations with loneliness. The results indicate that the FCV-19S can be used in research to assess the fear of COVID-19 among Amharic-speaking populations.

scholarly journals The Impact Of Extrinsic Motivational Dissatisfiers On Employee Level Of Job Satisfaction And Commitment Resulting In The Intent To Turnover

2010 ◽  
Vol 8 (9) ◽  
Author(s):  
Michael Pepe
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intent To Leave ◽  
Supervisor Support ◽  
Support Staff ◽  
Font Size ◽  
Intent To Turnover ◽  
Perceived Supervisor Support ◽  
The Impact ◽  
The Relationship

<p class="MsoNormalCxSpFirst" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-add-space: auto;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This study examines the relationship between Extrinsic motivational factors such as Perceived Supervisor Support (PSS) and job satisfaction, organizational commitment and the intent to leave. Using a sample of 46 managers and clerical support staff at a Supermarket retailer, the findings indicate that as employees&rsquo; perception of Supervisor Support increases, their organizational commitment (affective and continuance) and job satisfaction significantly increase. Also, as employee organizational commitment (affective and continuance) and job satisfaction increase, their intent to leave significantly decreases.</span></span></p>

scholarly journals Malaysian School Counselor’s Self-Efficacy: The Key Roles of Supervisor Support for Training, Mastery Experience, and Access to Training

2021 ◽  
Vol 12 ◽  
Author(s):  
Pei Boon Ooi ◽  
Wan Marzuki Wan Jaafar ◽  
Glenda Crosling
Keyword(s):  
Job Satisfaction ◽  
School Counselors ◽  
Self Efficacy ◽  
Affective State ◽  
Supervisor Support ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Perceived Supervisor Support ◽  
Mastery Experience ◽  
The Impact

The concept of self-efficacy has been widely studied and shown to contribute to individuals’ job satisfaction. For counselors, the concept measures their belief in their ability to conduct counseling sessions. However, it is an understudied area. As Bandura states, self-efficacy and its sources should be investigated and measured within its domain, which in this case is school counseling. This study examined the impact on school counselors’ self-efficacy and job satisfaction of the personal and environmental factors: (a) mastery experience, (b) social persuasion, (c) vicarious learning, (d) physiological and affective state, (e) the access to training, and (f) perceived supervisor support of training. The cross-sectional study involved 541 Malaysian secondary school counselors nationwide via a random sampling-distributed questionnaire. Results which were analyzed using PLS-SEM, with importance-performance functionality embedded in it, indicated that mastery experience, access to training, and perceived supervisor support of training explained 45.6% variance in counseling self-efficacy and together with counseling self-efficacy, contributed 13.2% variance in job satisfaction among the school counselors. The importance-performance map analysis revealed supervisor support of training as of greatest importance in shaping counseling self-efficacy. Counseling self-efficacy partially mediated the relationship between mastery experience, access to training, supervisor support toward training, and job satisfaction Arising from this finding is a proposed theoretical framework in which efficacy information (i.e., mastery experience), environmental determinants (i.e., access to training and supervisor support of training) and cognitive determinant (i.e., counseling self-efficacy) corresponded together congruently and lead to higher job satisfaction. Suggestions are also made for training providers, content developers, and policymakers to include these factors in professional development training and continuous education, to sustain the wellbeing of school counselors.

scholarly journals Impact of Perceived Supervisor Support and Rewards and Recognition Toward Performance Through Work Satisfaction and Employee Engagement in Employee Marketing Banks

2021 ◽  
Vol 21 (1) ◽  
pp. 171
Author(s):  
Rahma Kurniawan ◽  
Rina Anindita
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Banking Industry ◽  
Supervisor Support ◽  
Equation Model ◽  
Main Motivation ◽  
Perceived Supervisor Support ◽  
The Relationship

<p><em>The company as an organization has a dependency on individuals within the company itself. Employees as individuals in the company are part of the organizational structure that has a major role in determining the achievement of company goals. In the perspective of employees, direct supervisors' attitudes and actions can increase employee engagement or even create an atmosphere where an employee becomes disengaged (feeling not part of the company/organization). In addition to marketing employees, rewards and recognition are generally used as the main motivation to improve their performance.</em></p><p><em>For this reason, the purpose of this study is to determine the role of perceived supervisor support, rewards, and recognition, employee engagement on performance mediated by job satisfaction. The study was conducted with a survey using a questionnaire where respondents used 170 marketing employees in the banking industry in Tangerang. Data were analyzed using Structural Equation Model (SEM). The results showed there was a relationship between rewards and recognition of employee engagement, there was a relationship between rewards and recognition of performance, there was not a relationship between perceived supervisor support for performance. Employee engagement mediates the relationship between rewards and recognition of job satisfaction. Job satisfaction mediates the relationship between employee engagement on performance.</em></p>

scholarly journals Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

2020 ◽  
Vol 49 (9) ◽  
pp. 2055-2072 ◽  
Author(s):  
Parveen Kalliath ◽  
Thomas Kalliath ◽  
Xi Wen Chan ◽  
Christopher Chan
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Supervisor Support ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Family Friendly ◽  
Work Family ◽  
Work Family Enrichment ◽  
Positive Work ◽  
Family Enrichment

PurposeDrawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.Design/methodology/approachData were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.Practical implicationsPromoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.Originality/valueAlthough several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.

Sign in / Sign up

Export Citation Format

Share Document