Daily supervisor support, engagement, and extra-role behaviors: The role of psychological attachment

2021 ◽  
Vol 2021 (1) ◽  
pp. 10338
Author(s):  
Jeffrey Joseph Haynie ◽  
Virajanand Varma ◽  
Elizabeth Ragland
Keyword(s):  
Supervisor Support ◽  
Role Behaviors

scholarly journals The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment

2018 ◽  
Vol 20 (1) ◽  
pp. 113 ◽  
Author(s):  
Palwasha Bibi ◽  
Ashfaq Ahmad ◽  
Abdul Halim Abdul Majid
Keyword(s):  
Work Environment ◽  
Supervisor Support ◽  
Training And Development ◽  
Faculty Members ◽  
Path Modeling ◽  
Pls Path Modeling ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

This study investigated the impact of training and development and supervisors support on employees retention. Furthermore, the current study also investigates the moderating effect of the work environment on the relationship between training and development, supervisors support, and employees’ retention. A survey was undertaken to collect data from 250 faculty members working in public sector universities in Pakistan. PLS path modeling was employed to analyze the data. The results revealed that training and development and the support of the supervisors had a significant relationship with the retention of employees. Similarly, the results also revealed that the work environment moderated the relationship between training and development, supervisors support, and employees’ retention. Finally, the implications, limitations and recommendations for further research were discussed.

A positive spiral of self-efficacy among public employees

2020 ◽  
Vol 49 (8) ◽  
pp. 1607-1617
Author(s):  
Miguel Ángel Mañas Rodríguez ◽  
Yolanda Estreder ◽  
Vicente Martinez-Tur ◽  
Pedro Antonio Díaz-Fúnez ◽  
Vicente Pecino-Medina
Keyword(s):  
Data Collection ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Design Methodology ◽  
Research Study ◽  
Public Employees ◽  
Content Type ◽  
Personal Resource ◽  
Role Behaviors

Purpose The purpose of this paper is to test a positive spiral of self-efficacy among public employees. The spiral proposes that self-efficacy is positively related to extra-role behaviors. These behaviors in turn are positively related to subsequent self-efficacy. Design/methodology/approach A total of 260 public employees participated in three waves of data collection: self-efficacy (T1); extra-role behaviors (T2); self-efficacy (T3). Findings The results confirmed the existence of a positive spiral of self-efficacy. There was a positive and significant link from self-efficacy of employees (T1) to extra-role behaviors (T2). In addition, it was found a positive and significant relationship between extra-role behaviors (T2) and subsequent self-efficacy (T3) once the link from self-efficacy in T1 and T3 was controlled for. The mediation role of extra-role behaviors was also confirmed. Originality/value The examination of positive spirals is one of the critical challenges of the investigation of personal resources. In the current research study, the authors test the positive spiral of a critical personal resource such as self-efficacy. Additionally, the lagged design permits a solid test of the aforementioned spiral.

Case study of a disability support worker’s organizational commitment

2020 ◽  
Vol 26 (1) ◽  
pp. 31-36
Author(s):  
Ngonidzashe Mpofu
Keyword(s):  
Turnover Intentions ◽  
Supervisor Support ◽  
Job Burnout ◽  
Role Overload ◽  
Organisational Commitment ◽  
Support Worker ◽  
Perceived Supervisor Support ◽  
Disability Support

AbstractThis case study assessed the role of job burnout as it relates to employee organisational commitment. An interview was carried out with a disability support worker and the variables she perceived as contributing to her job burnout, affecting organisational commitment or turnover intentions. The Job Demands-Resources model was used for understanding job burnout; three areas of focus were identified: role ambiguity, role overload, and perceived supervisor support.

A Resource Perspective on Abusive Supervision and Extra-Role Behaviors: The Role of Subordinates’ Psychological Capital

2018 ◽  
Vol 26 (1) ◽  
pp. 73-86 ◽  
Author(s):  
Jawwad Ahmad ◽  
Muhammad Razzaq Athar ◽  
Rauf I Azam ◽  
Melvyn R. W. Hamstra ◽  
Muhammad Hanif
Keyword(s):  
Psychological Capital ◽  
Abusive Supervision ◽  
Faculty Members ◽  
Work Behavior ◽  
Situational Influences ◽  
Resource Perspective ◽  
Time Lagged ◽  
The Individual ◽  
Role Behaviors

Abusive supervision (perceived enduring hostile verbal and nonverbal behavior) results in a host of detrimental consequences for the individual subordinate and for the organization. In the current research, we tested whether abusive supervision relates negatively to beneficial extra-role behaviors of subordinates (individual-directed and organization-directed citizenship behaviors; OCBI and OCBO) and positively to deviant extra-role behaviors of subordinates (individual-directed and organization-directed counterproductive work behavior; CWBI and CWBO). Moreover, reasoning from a resource perspective, we examined whether subordinates’ psychological capital (PsyCap: hope, resilience, self-efficacy, and optimism) mediates these relations. PsyCap is a resource variable that is amenable to situational influences such as leadership. This makes PsyCap align with a theoretically viable, but previously not explicitly tested, mechanism underlying the effects of abusive supervision. We conducted a time-lagged, multisource study among 408 university faculty members. Abusive supervision and PsyCap were measured at Time 1 from focal participants. At Time 2, data for OCBs were collected from their supervisors and data for CWBs were collected from their peers. Results indicate that PsyCap mediated the relations between abusive supervision and OCBI, OCBO, CWBI, and CWBO. Shedding light on this process helps researchers and practitioners develop ways in which to mitigate the consequences of abusive supervision, for example, by seeking to develop PsyCap using different resources.

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