Employee engagement in Indian power companies: study of executives identifies four key drivers

Purpose The purpose was to study how to create employee engagement in the Indian power sector. It also explored the antecedents of employee engagement. Design/methodology/approach Responses were gathered from executives in three companies working at power plants, distribution and transmission offices spread across five districts in the states of Odisha and West Bengal. Findings The research revealed how co-worker trust, supervisor trust and organizational trust all mediate the relationship between organizational culture and employee engagement. The study also compares engagement levels of employees at the three companies. Originality/value The authors say it is crucial to enhance employee engagement by identifying sector-specific factors. The results also help policymakers to appreciate the impact of organizational culture on employee engagement, and formulate appropriate policies.

Nurses’ trust in managers and its relationship with nurses’ performance behaviors: a descriptive- correlational study

Background Organizational trust is one of the most important issues in human relations that its importance in organizations is well known. Effective communication and cooperation between individuals require trust. On the other hand, the quality of a nurse’s trust in his/ her manager affects the behavior and performance of the nurse. The purpose of this study was to determine nurses’trust in managers (head-nurses and supervisors) and its relationship with nurses’ performance behavior. Methods This descriptive-correlational study was performed with the participation of 431 nurses working in educational centers of Ardabil, Iran. The sampling method was stratified randomly. Questionnaires of the McAllister Trust and Paterson Job Performance were used. Data analysiswas performed using descriptive statistics (mean, standard deviation, frequency) and Chi-square testin SPSS v.22. Results The results showed that the majority of nurses trusted head-nurses (80.3%) and supervisors (61.9%). In addition, most nurses’ functional behavior (92.1%) was reported as excellent. There was no significant relationship between nurse trust in head-nurse and nurses’functional behavior (P = 0.58), while it was significant between nurse-supervisor trust and nurses’ functional behavior (P = 0.03). Conclusion The results of this study showed a relationship between nurse-supervisor trust and nurses’ functional behavior. Therefore, it is recommended ways to improve the trust between the treatment team, especially among nurses and supervisors are considered as one of the factors influencing the nurses’ behavioral performance.

How supervisor trust affects early residents’ learning and patient care: A qualitative study

Introduction Trust between supervisors and trainees mediates trainee participation and learning. A resident (postgraduate) trainee’s understanding of their supervisor’s trust can affect their perceptions of their patient care responsibilities, opportunities for learning, and overall growth as physicians. While the supervisor perspective of trust has been well studied, less is known about how resident trainees recognize supervisor trust and how it affects them. Methods In this qualitative study, 21 pediatric residents were interviewed at a single institution. Questions addressed their experiences during their first post-graduate year (PGY-1) on inpatient wards. Each interviewee was asked to describe three different patient care scenarios in which they perceived optimal, under-, and over-trust from their resident supervisor. Data were analyzed using thematic analysis. Results Residents recognized and interpreted their supervisor’s trust through four factors: supervisor, task, relationship, and context. Optimal trust was associated with supervision balancing supervisor availability and resident independence, tasks affording participation in decision-making, trusting relationships with supervisors, and a workplace fostering appropriate autonomy and team inclusivity. The effects of supervisor trust on residents fell into three themes: learning experiences, attitudes and self-confidence, and identities and roles. Optimal trust supported learning via tailored guidance, confidence and lessened vulnerability, and a sense of patient ownership and team belonging. Discussion Understanding how trainees recognize supervisor trust can enhance interventions for improving the dialogue of trust between supervisors and trainees. It is important for supervisors to be cognizant of their trainees’ interpretations of trust because it affects how trainees understand their patient care roles, perceive autonomy, and approach learning.

Social Context of Performance Appraisals in Public Parks and Recreation: A Statewide Study

Well-designed performance appraisals provide a formal evaluation system to measure employees’ contributions to the agency while motivating staff and enhancing productivity levels. Despite their prominence and popularity, performance appraisal systems are often a contentious activity within public park and recreation agencies. Appraisal literature has indicated that many of these frustrations stem from issues such as (1) criteria that is not job related, (2) unclear or confusing rating levels, and/or (3) poorly designed processes and inconsistent implementation techniques. Recent research has also suggested many of these issues might be linked to the social dimensions surrounding the appraisal system. The purpose of this study was to build upon the previous appraisal research in public parks and recreation by exploring the role of two process proximal social context factors (employee participation and supervisor trust) on the utility of the appraisal system. More specifically, the cumulative effects of employee participation at various stages (job analysis, instrument development, appraisal interview, and training related to the appraisal system) and employees’ perceptions of their supervisor on employees’ reactions to their agency’s appraisal system were examined. Analyses indicated supervisor trust and employee participation significantly contributed to public park and recreation professionals’ satisfaction with their appraisal system, satisfaction with their appraisal interview, and their procedural and distributive justice perceptions with their appraisal system. Study findings and implications for management are discussed.

The Effect Work-Family Conflict, Organizational Justice, Job Stress on Organizational Citizenship Behavior Mediating by Supervisor Trust

The low quality of human resources will be a problem for a company. On the other hand, a successful company requires employees who are willing to do more work than their formal duties to achieve company goals more effectively and efficiently. This behavior is called organizational citizenship behavior (OCB). This study aims to determine the effect of work-family conflict, organizational justice, job stress on organizational citizenship behavior mediated by supervisor trust. The research sample is determined by non-probability sampling which takes 100 employees of private banking companies. The validity test shows that all questionnaire questions are valid with an outer loading score of (p=0.6). Based on the results of the calculation of the validity assisted by SmartPLS, it shows that all instruments meet the valid requirements with AVE (p=0.5). Based on the data above, the results of the Cronbach Alpha and composite reliability test results show that all data are said to be reliable with a score (p=0.5). The results showed that work-family conflict had no effect on organizational citizenship behavior with a p-value 0.48 more than (p=0.05). Job stress has no effect on organizational citizenship behavior with a p-value score 0.71 more than (p=0.05), organizational justice affects organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), supervisor trust has a positive effect on organizational citizenship behavior with a p-value score 0.00 less than (p=0.05), work-family conflict has no effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.31 more than (p=0.05), organizational justice has a positive effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05), organizational justice has an effect on organizational citizenship behavior mediated by supervisor trust with a p-value score 0.00 less than (p=0.05) and a negative beta score resulting in the direction of the relationship which is significant negative. Work-family conflict, organizational justice, job stress, supervisor trust have an effect on organizational citizenship behavior by 73.2%. Researchers can give are that further research can be carried out in different areas.

How Chinese expatriates’ cultural intelligence promotes supervisor-subordinate Guanxi with Thai Employees: The mediating effect of expatriates’ benevolence

This research examines the role of the cultural intelligence (CQ) of Chinese expatriates in supervisory positions at subsidiaries in Thailand, concerning the quality of the supervisor-subordinate guanxi they establish with their Thai employees. Based on the framework of supervisor trust-building, this research tests whether the effect of Chinese expatriates’ CQ on the guanxi established with Thai employees can be mediated by the Chinese expatriates’ benevolence characteristic. This study also examines whether supervisor-subordinate guanxi predicts the Chinese expatriates’ leadership effectiveness. Survey data were collected from 201 dyads of Chinese expatriates and Thai employees at the subsidiaries of Chinese multinational enterprises in Thailand and were analyzed using Partial Least Squares Structural Equation Modeling. The subsequent results do not significantly support a direct link between the Chinese expatriates’ CQ and supervisor-subordinate guanxi with their Thai employees. However, the effect of Chinese expatriates’ CQ on supervisor-subordinate guanxi is shown to be fully mediated by supervisor benevolence. The analysis also indicates that supervisor-subordinate guanxi significantly explains the leadership effectiveness of Chinese expatriates.

Nurses' Trust in Managers and its Relationship with Nurses' Performance Behaviors: A Descriptive- Correlational Study

Background: Organizational trust is one of the most important issues in human relations that its importance in organizations is well known. In fact, effective communication and cooperation between individuals requires trust. On the other hand, the quality of a nurse's trust in his/ her manager affects the behavior and performance of the nurse. The purpose of this study was to determine nurses' trust in managers (head-nurses and supervisors) and its relationship with nurses' performance behavior.Methods: This descriptive-correlational study was performed with the participation of 431 nurses working in educational centers of Ardabil, Iran. The sampling method was stratified random. Questionnaires of the McAllister Trust and Paterson Job Performance were used. Data analysis was performed using descriptive statistics (mean, standard deviation, frequency) and Chi-square test in SPSS v.22.Results: The results showed that the majority of nurses trusted head-nurses (80.3%) and supervisors (61.9%). In addition, most nurses' functional behavior (92.1%) was reported as excellent. There was no significant relationship between nurse trust in head-nurse and nurses' functional behavior (P=0.58), while it was significant between nurse-supervisor trust and nurses' functional behavior (P=0.03).Conclusion: The results of this study showed a relationship between nurse-supervisor trust and nurses' functional behavior. Therefore, it is recommended ways to improve the trust between the treatment team, especially among nurses and supervisors are considered as one of the factors influencing the nurses' behavioral performance.

Linking ethical leadership to employee voice: The role of trust

Ethical leadership is purported to foster employees' extrarole behaviors; however, there have been few empirical studies conducted to verify this effect. Therefore, we examined the relationship between ethical leadership and employees' voice behavior, and the mediating roles of both supervisor and organizational forms of trust in this relationship. Participants were 205 university teachers from 15 universities in China. The results show that ethical leadership positively predicted university teachers' use of voice. Moreover, the relationship of ethical leadership with university teachers' voice behavior was mediated by both supervisor trust and organizational trust. These findings expand the literature on ethical leadership and voice behavior and provide meaningful guidance for managers to encourage employees to make suggestions about ways to improve existing work processes.

Workplace learning and foreign workers' commitment to host cultural organization: the effects of cross-cultural adjustment and supervisor trust

PurposeThe purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.Design/methodology/approachThis study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.FindingsResults show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.Originality/valuePrior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.