Working Alliance as a Mediator between Supervisory Styles and Supervisee Satisfaction

To answer the research question whether there is a mediation effect of the supervisory working alliance between supervisory styles and supervisee satisfaction, we developed a mediation model and tested this hypothesized mediation effect with a sample of 111 participants that was comprised of master’s and doctoral counselor trainees and counseling practitioners recruited from several counseling professional networks. Results indicated a statistically significant indirect effect of supervisory styles on supervisee satisfaction through the supervisory working alliance. Specifically, when supervisees rated higher on a mixture of three supervisory styles, they were more likely to report a stronger working alliance with their supervisors; this alliance, in turn, contributed to their higher levels of satisfaction with supervision. These findings also speak to the importance of maintaining a flexible, balanced approach in supervision, and shed light on how both supervisors and supervisees can contribute to the supervisory working alliance so as to enhance supervisee satisfaction.

Supervisees’ reactions to a concatenation of supervisors’ resource drain, ego depletion and abusive supervision

Purpose While integrating resource drain theory with ego depletion theory, this paper aims to understand the mechanism underlying the relationship between research supervisors’ interrole conflicts and their supervisees’ reactions. Specifically, this paper makes a case for supervisors’ ego depletion and supervisees’ perception of abusive supervision to mediate the relationship between supervisors’ work and family conflicts and supervisees’ satisfaction with research supervision. Design/methodology/approach The study uses data collected in three waves from 306 research supervisees (Level 1) nested in 100 research supervisors (Level 2), involved in MS/PhD research theses at different Pakistani universities. Findings Based on multilevel modeling, the study finds that supervisors’ interrole conflicts negatively predict supervisees’ satisfaction with supervision. Moreover, supervisors’ ego depletion and supervisees’ perception of abusive supervision mediate the above relationship, both singly and serially. Notably, supervisors’ family–work conflict predicts supervisees’ satisfaction with supervision more negatively than work–family conflict. Originality/value This study is unique in that unlike previous research studies on abusive supervision which used victimization approach the present study uses the perpetration approach.

Characterization and determinants of organizational satisfaction in mexican workers of SMES

This study aimed to build a model that allows us to understand organizational satisfaction from variables related to job satisfaction; Likewise, we proceeded to validate and confirm the dimensions of a scale to measure satisfaction with the organization within the work environment based on the proposal by Cayama and Pazmiño (1998), in addition to characterizing organizational satisfaction in a sample of 646 employees, both sexes between 18 and 70 years, workers of small and medium enterprises (SMEs). From the Rasch analysis, relevant psychometric values were observed, identifying seven items as alien to the satisfaction dimension; An explanatory model was obtained that showed relevant adjustment criteria, observing that the main predictors of satisfaction with the organization were satisfaction with supervision (β = .84) and salary satisfaction (β = .75). Likewise, it was observed that the type of position, the marital status, the type of contract and the number of children had a significant impact on the differences in satisfaction. New studies are suggested that regain satisfaction with the organization as a relevant construct for a specific analysis of labor relations, as well as the extension of the sample to other types of workers and greater age ranges and seniority.

Mood, Physical, and Mental Load in Spanish Teachers of Urban School: The Role of Intensive or Split Shift

Psychosocial risk factors threaten the health of teachers, who are considered to be a group at high risk of suffering burnout syndrome. The objective of this study is to measure the levels of work satisfaction, burnout, engagement, emotional stability, fatigue, and mood of teachers, depending on their workday: intensive or split shift. A nonexperimental, descriptive–comparative research design is proposed for this study. A follow-up questionnaire has been developed to assess a teacher’s levels of physical fatigue, mental fatigue, and mood at the beginning and end of the 9 days of work analyzed. The study sample consisted of 125 teachers (102 women and 23 men) with a mean age of 38.67 years ( SD = 9.51) and 10.02 years of experience in teaching. The results show that the group of teachers working the traditional morning and afternoon shift present greater levels of physical and mental fatigue, worse mood, and less job satisfaction with supervision. However, there were no significant differences in levels of emotional stability, burnout, and engagement between the two groups of teachers. In short, it can be considered that the single morning shift generates higher levels of health among teachers.

Relationship Between Job Satisfaction And Turnover Intention

This study examines the level of job satisfaction and turnover intention among nurses in Karachi. The objectives of this study is to examine the impact and relationship of satisfaction with organizational policies and strategies, satisfaction with supervision, compensation levels, task clarity, and career development on turnover intention. An instrument based on five facets of job satisfaction and turnover intention was developed based on literature reviews to find out the level of job satisfaction and turnover intention. For this purpose data were collected from 400 nurses working in different hospitals of Karachi. The findings shows that satisfaction with organizational policies and strategies, satisfaction with supervision, compensation levels, task clarity, and career development all have significant negative correlation with turnover intention and overall job satisfaction was found to have a significant negative association with turnover intention.

Nighthawk: Making Night Float Education and Patient Safety Soar

ABSTRACT Background Some residency programs responded to duty hour restrictions by implementing night rotations. Night supervision models can vary, resulting in potential patient safety issues and educational voids for residents. Objective We evaluated the impact of multiple evidence-based interventions on resident satisfaction with supervision, perception of the education value of night rotations, and residents' use of online educational materials. Methods The night team was augmented with an intern to assist with admissions and a senior resident (the “nighthawk”) to supervise inpatient care and deliver a night medicine curriculum. We instituted a “must-call” list, with specific clinical events requiring mandatory attending notification, and reduced conflict in the role of the night float team. We studied patient contact, online curriculum use, residents' perceptions of nighthawk involvement, exposure to educational materials, and satisfaction with supervision. Results During the first half of academic year 2016–2017, 51% (64 of 126) of trainees were on the night medicine rotation. The nighthawk reviewed 1007 intern plans (15 per night; range, 6–36) and supervised 215 hands-on evaluations, including codes and rapid responses (3 per night; range, 0–12). The number of users of the online education materials increased by 85% (13 to 24), and instances of use increased 35% (85 to 115). The majority of residents (79%, 27 of 34) favored the new system. Conclusions A nighthawk rotation, a must-call list, and reducing conflict in night team members' roles improved resident satisfaction with supervision and the night medicine rotation, resulting in increased communication.