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

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.

Technology-Performance Nexus during Covid-19: A Case of Commercial Banks from Selected South Asian Economies

Technology acceptance affects performance of employees in emerging organizations. This study explores the relationship between technological transformation and performance of the employees of commercial banks from selected Asian economies during Covid-19 pandemic. We also analyze the effect of moderators; training, supervisor support and incentives on this relationship. We have tested the hypotheses by means of the survey of 400 employees of commercial banks from selected South Asian economies of Bangladesh, India, Sri Lanka, Maldives, and Pakistan. The Pearson correlation and multiple linear regression techniques are utilized to investigate the research problem. The identity theory and social learning theory reflects that the individuals get satisfied while relating themselves with the objectives of organization and the goals of nation. Further, they participate in the organizational and national development through technical innovation process if provided with supervisory support, training and incentives. This study recommends to executive management to adopt modern technology for sake of the higher objectives of firms’ performance in a Post- Covid depressed economies.

The Historical Role of Work Social Support, Corporate Social Responsibility (CSR) and Innovation Capabilities

This study aims to observe the impact of work social system (WSS) on innovative capability through knowledge sharing process and corporate social responsibility (CSR) through happiness feeling and job satisfaction. Several models from empirical studies were developed to test the relations such as organizational trust as moderator and happiness, knowledge sharing and job satisfaction as mediators. The data was collected in the form of questionnaires from the bank employees in the southern region of Pakistan. The study finds the results in consistent with the previous studies which show the positive relation between trust, innovation, and the supervisory support. This paper concludes that taking volunteer activities increases job satisfaction, happiness feeling in employees. This study has implications of promoting positive environment and culture by the managers and using organizational trust as a moderator instead of a mediator.

The Historical Role of Work Social Support, Corporate Social Responsibility (CSR) and Innovation Capabilities

This study aims to observe the impact of work social system (WSS) on innovative capability through knowledge sharing process and corporate social responsibility (CSR) through happiness feeling and job satisfaction. Several models from empirical studies were developed to test the relations such as organizational trust as moderator and happiness, knowledge sharing and job satisfaction as mediators. The data was collected in the form of questionnaires from the bank employees in the southern region of Pakistan. The study finds the results in consistent with the previous studies which show the positive relation between trust, innovation, and the supervisory support. This paper concludes that taking volunteer activities increases job satisfaction, happiness feeling in employees. This study has implications of promoting positive environment and culture by the managers and using organizational trust as a moderator instead of a mediator.

Supervision Support of Practical Training of Social Work Specialists: Polish Experience

The article deals with the specifics of supervisory support for practical training of social workers in Poland. The international relevance of the research lies in the need to study the experience of implementing such support in the countries with relatively young democracies (post-Soviet republics). This experience can be useful for developing countries which strive to create their models of social supervision using the leading European experience. The article proves that supervisors, individually creating their professional roles in social care centers and non-governmental organizations, create the basis for a new professional environment - the environment of social work managers in Poland. According to the results of the research, the tendencies of supervisory support of the departments of social work on the practical training of social workers in Poland are traced: compliance with the pan-European orientation to the early special training of all social specialists; bilateral connection between the development of the scientific school of social work and the system of professional training; training of a social worker in church educational institutions; decentralization of vocational training management; rapid response of the system to changes in the social nature, the demands of the regional labor market. The article reveals the disadvantages of the Polish model of supervisory support, which has not yet adjusted to the final Western European trends and is on the path to development.

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

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.

Impact of training perception on affective commitment and the mediating role of work engagement: Evidence from hospitality sector of Pakistan

BACKGROUND: Given the importance and issues about the hospitality industry, commitment has remained a significant concern for human resource managers and researchers. This paper aims to develop the insights by assessing perceptions of training and work engagement as predictors of commitment among hospitality employees in Pakistan. OBJECTIVE: Following social exchange theory, this study investigated the relationship between five training perceptions: perceived access to training (PAT), motivation to learn (MLT), perceived benefits (PBT), perceived supervisory support (PSST), and coworker support (PCST) and the affective commitment via work engagement. METHOD: Employing survey-based data, this study analyzed 239 responses from the front-line employees in Pakistan’s hospitality industry. RESULTS: Smart-PLS results reveal that only PAT and PCST significantly predicted affective commitment out of five training perceptions. Similarly, work engagement was found to mediate the relationship between training perception and affective commitment except for MLT. The study also found that work engagement had the most substantial mediating effect between PSST and affective commitment. CONCLUSION: Organizations invest a lot of money in training and developing their employees to derive desired organizational outcomes. Therefore, it is important to consider perceptions of training while designing and delivering training. For organizational commitment, it is important that employees feel motivated to contribute to the organization and reciprocate with engagement and commitment with the organization.

Rewards and employee creativity among rural healthcare employees: the mediating role of organizational support for innovation and the moderating impact of supervisory support

Purpose This paper aims to explore the mediating effect of organizational support for innovation and moderating impact of supervisory support on how rewards shape employee creativity among rural healthcare employees, a group with few resources and considerable expectations. Design/methodology/approach Using a regression-based moderated path analysis, the authors tested the hypotheses with healthcare employee survey data from a large Southern rural hospital in the USA. Findings The empirical results suggest organizational support for innovation mediates the influence of rewards on employee creativity. In addition, the indirect effect of rewards on employee creativity via organizational support for innovation is moderated by supervisory support, such that the indirect effect is more pronounced at high levels of supervisory support than at low levels of supervisory support. Originality/value This study contributes to the organizational support and creativity literature by exploring the indirect relations of rewards on employee creativity through organizational support for innovation, and the moderating role of supervisory support in such relations.

The effects of job demands and resources on turnover intention: The mediating roles of emotional exhaustion and depersonalization

BACKGROUND: Although job demands, supervisory support, and burnout have been identified as significant predictors of turnover intention, little attention has been paid to the mechanisms among these determinants. OBJECTIVE: Based on the job demand and resource (JD-R) model, this study examined the mediating roles of emotional exhaustion and depersonalization. METHODS: Data were collected from private sector social workers in three metropolitan areas of South Korea (N = 316). Two serial multiple mediation analyses were conducted to examine the mediating effects of emotional exhaustion and depersonalization in the relationships between job demands and turnover intention and between job resources and turnover intention, respectively. RESULTS: Job demands and resources were associated with turnover intention both directly and indirectly, through emotional exhaustion and depersonalization. Whereas job demands were positively associated with emotional exhaustion only, job resources were negatively associated with both emotional exhaustion and depersonalization. The sequential link from emotional exhaustion to depersonalization was present in both job demands and in the resources models. CONCLUSIONS: The findings underscore the importance of addressing potential burnout to effectively reduce turnover intention among social workers in South Korea. Implications and strategies for developing interventions and policies to reduce turnover by improving work environments are suggested.

The Impact of Job Satisfaction on Employees’ Turnover Intention within the Hotel Industry in Lagos State, Nigeria

This study examined the impact of job satisfaction on employees’ turnover intention within the hotel industry in Lagos State. Structured questionnaires were used to collect the data while partial least squares structural equation modelling was adopted for the analysis. It emerged from the study that the relationship between job stress, promotion opportunity, supervisory support and workplace environment and employees’ turnover intention are statistically significant. Aside, the relationship between payment system and employees’ turnover tendency is not significant. The findings provide significant implication for the government of Lagos State to ensuring that hotel operators provide hazards-free facilities for staff. Apart, hotel managers should ensure that policy-trust capable of mitigating interferences of work by employee’s family, and social obligations are put in place. It is further implying that hotel operators should give more attention to staff promotion to limit staff turnover tendency. The study contributes to the body of knowledge as it proposed and validated job satisfaction, and employees’ turnover intention (JOSET) model from a non-western context. The results also provide hotel business operators, the government, and academics with new insight into the relationship between job satisfaction, and employees’ turnover intention of hotels in an emerging economy.