Bu çalışmanın amacı, algılanan yönetici desteǧi ve algılanan çalışma arkadaşları desteǧinin örgütsel vatandaşlık davranışına etkisini incelemektir. Araştırmanın örneklemini İzmir İl Saǧlık ...Müdürlüǧü'nde görev yapan 325 çalışan oluşturmaktadır. Çalışmada tarama yöntemi (survey) ve anket tekniǧi kullanılmıştır. Araştırmada elde edilen veriler korelasyon ve çoklu doǧrusal regresyon analizine tabi tutulmuştur. Araştırmada, algılanan yönetici desteǧi ile algılanan çalışma arkadaşları desteǧi baǧımsız deǧişkenler, örgütsel vatandaşlık davranışı ise baǧımlı deǧişken olarak ele alınmıştır. Yapılan analizlerde, algılanan yönetici desteǧi ile örgütsel vatandaşlık davranışı arasında anlamlı ve orta düzeyde pozitif ilişki tespit edilmiştir. Algılanan çalışma arkadaşları desteǧi ile örgütsel vatandaşlık davranışı arasında ise yine anlamlı ve orta düzeyde pozitif ilişki tespit edilmiştir. Elde edilen sonuçlara göre, çalışma arkadaşları desteǧinin yönetici desteǧine kıyasla örgütsel vatandaşlık davranışı üzerinde biraz daha fazla etkiye sahip olduǧu söylenebilmektedir. Yazın taraması sırasında algılanan yönetici ve çalışma arkadaşları desteǧi ile örgütsel vatandaşlık davranışı ilişkisini ele alan sınırlı sayıda çalışmaya rastlanıldıǧından, bu yönüyle araştırmadan elde edilen sonuçların yazına ve sektöre katkı sunacaǧı düşünülmektedir.
A violência sexual contra as mulheres no ambiente de trabalho continua disseminada e inadequadamente tratada. O assédio sexual é frequentemente praticado por líderes, gerentes ou supervisores, como ...resultado de relações de poder abusivas. Reconhecer e abordar a tolerancia cultural à violência sexual nas organizações é um dos passos para tratar desta questão. Neste artigo, argumentamos que a violència encontra-se normalizada por meio de práticas de liderança. Sugerimos que um posicionamento da liderança contra o assédio sexual é essencial para a correção organizacional.
Tujuan kajian ini adalah untuk menilai perhubungan antara bimbingan penyelia, motivasi pembelajaran dan motivasi kerja. Borang soal selidik telah digunakan untuk mengumpul data daripada pekerja di ...Agensi-agensi Pusat Kerajaan Persekutuan Malaysia, Putrajaya. Perisian SmartPLS telah digunakan untuk menilai kualiti data borang soal selidik dan menguji hipotesis-hipotesis kajian. Keputusan analisis model laluan SmartPLS menunjukkan bahawa kesan bimbingan penyelia terhadap motivasi kerja dipengaruhi secara tidak langsung oleh motivasi pembelajaran. Dapatan kajian ini menerangkan bahawa keupayaan penyelia mengamalkan bimbingan secara teratur dalam melaksanakan operasi kerja harian dapat membangkitkan motivasi pembelajaran dalam diri pekerja. Natijahnya, motivasi ini boleh pula mendorong mereka meningkatkan motivasi kerja. Dapatan kajian ini boleh digunakan sebagai panduan oleh pengamal untuk memahami kerumitan konsep motivasi pembelajaran dan merangka pelan tindakan strategi untuk meningkatkan kemahiran kejurulatihan kepimpinan bagi mencapai dan mengekalkan matlamat dan strategi organisasi dalam era globalisasi dan ekonomi berasaskan pengetahuan. Kata Kunci: Bimbingan penyelia, motivasi pembelajaran, motivasi kerja, SmartPLS. Abstract The aim of this study is to assess the relationship between supervisors’ coach, learning motivation and job motivation. Survey questionnaires were used to collect data from employees at Malaysian Federal Government Central Agencies, Putrajaya. The SmartPLS was utilised to evaluate the quality of survey questionnaire data and hence test the research hypotheses. The outcomes of SmartPLS path model analysis display that effect of supervisors’ coach on job motivation has indirectly been affected by learning motivation. This outcome explains that the ability of supervisors to appropriately implement coaching in executing daily job operations had strongly invoked employees’ learning motivation. As a result, this motivation could lead to a higher job motivation. Further, this outcome may be used as a useful guideline to assist practitioners in upgrading their understanding of the complexity of learning motivation concept and draw strategic action plans to strengthen managerial coaching in maintaining and enhancing the organisational strategies and objectives in an era of globalisation and knowledge based economy. Keywords: Supervisors’ coach, learning motivation, work motivation, SmartPLS.
Growing interest in improving the quality of student’s research activity in higher education has led to an emphasis on student-supervisor interaction in joint research activity. The study presented ...here was carried out in Tyumen State University, Tyumen, Russia. The participants were 30 supervisors and 60 students from the Pedagogical Institute. The study defined student and supervisor interaction problems and characterized the ways of student-supervisor interaction that reduce student’s motivation for a creative approach to writing research work when student’s research work is perceived as (1) supervisor’s burden, (2) a source of supervisor’s innovative ideas, (3) a source of additional information or (4) a source of primary information processing for supervisor’s scientific work. Implications are given to prevent ineffective ways of student-supervisor interaction and improve the quality of student’s research training in multi-level university education.
Although there are numerous benefits associated with organizational citizenship behaviors (OCBs), recent research has shown that they can have both benefits and costs for the well-being of employees ...engaging in these behaviors. Thus, it is crucial to understand how and why OCBs can have positive and negative impacts on well-being in order to mitigate unintended consequences associated with these otherwise positive behaviors. Drawing on social exchange and conservation of resources theories, we argue that change in OCBs that subordinates direct toward their supervisors correspond with changes in supervisor consideration and initiating structure behaviors, as rated by subordinates. In turn, subordinate perceptions of supervisor behaviors have important implications for subordinate well-being (i.e. job satisfaction, life satisfaction, and emotional exhaustion). Using a longitudinal design and a sample of 205 students, we found that supervisor consideration and initiating structure in response to receiving OCBs from subordinates explains the benefits and costs that arise from engaging in OCBs over time.
Family-supportive supervisor behaviors Crain, Tori L.; Stevens, Shalyn C.
Journal of organizational behavior,
09/2018, Volume:
39, Issue:
7
Journal Article
Peer reviewed
Family-supportive supervisors empathize with employees' attempts to balance work and nonwork, while also actively facilitating employees' ability to manage work and nonwork demands. Over the last ...three decades, approximately 60 publications have investigated family-supportive supervisor behavior (FSSB), with one third of these appearing in just the last 3 years. Thus, as the burgeoning FSSB literature continues to develop, there is a critical need to understand this body of work in totality in order to further advance theory, expand empirical investigation of the construct, and facilitate the practical dissemination of FSSB-related information into organizational settings. We conduct the first comprehensive and systematic review of the FSSB literature to date. More specifically, we discuss early formative work establishing the construct of FSSB, existing theory, antecedents, outcomes, moderators, and interventions. Lastly, we provide a number of future directions for this subject area related to construct clarification, theory, expanding the FSSB nomological network, methodology, and interventions.
This paper investigates the underlying mechanism and boundary condition of the relationship between day-level supervisor developmental feedback (SDF) and day-level in-role performance (IRP) based on ...the framework of social exchange theory. The current study collects 290 matched surveys nested in 58 Chinese employees for five consecutive days, employing experience sampling method. Using hierarchical linear regression analysis, this paper examines the mediating role of perceived rapport with supervisors (PRS) and the moderating role of job control. Results show SDF has a positive effect on PRS and consequently enhances employee IRP. This indirect effect is moderated by employee job control. When job control is high, SDF helps supervisors develop a high-quality rapport with employees and is conducive to employees improving their IRP. However, when job control is low, the positive effect of SDF on IRP through PRS is not significant.
Higher Degree by Research Anderson, Peter; Blue, Levon; Pham, Thu ...
2022, 2022-08-30
eBook, Publication
Open access
This open access book provides insights from Indigenous higher degree research (HDR) students on supervision practices in an Australian context. It examines findings from qualitative studies ...conducted with Indigenous HDR students from different academic disciplines, enrolled higher education institutions across Australia, and supervisors of Indigenous HDR students. Six types of data and their thematic analyses are presented, to understand the needs and experiences of both Indigenous HDR students and supervisors of Indigenous HDR students. This book also unpacks assumptions and commonly held beliefs about Indigenous HDR students, and shares what Indigenous HDRs report they need to experience success in higher education. It reports the experiences of supervisors of Indigenous HDR students, and explore further opportunities which enhance the higher education experiences of Indigenous HDR students. This book also suggests how successful relationships between Indigenous HDR students, and their supervisors may be fostered, and aims to be a useful resource for Indigenous peoples wishing to pursue higher education, and HDR supervisors in countries with Indigenous populations.
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