Female employees' experience of pregnancy can have an impact on their work performance and behavior. We investigate the impact of female employees' pregnancy status (whether pregnant or not) on their ...impression‐management motives (IMM) and their in‐role and extra‐role performance. We also examine the role of family‐supportive supervisor behavior (FSSB) in the relationship between employees' pregnancy status and their IMM. A three‐wave survey of 129 female employees (not pregnant: 74; pregnant: 55) and their direct supervisors in 52 organizations located in Eastern China revealed that female employees' pregnancy status had an indirect effect on their performance through IMM and that FSSB moderates this indirect relationship. Specifically, if female employees are pregnant, they have higher IMM, which is associated with higher performance when FSSB is lower. However, this indirect relationship is not significant for female employees who experience higher levels of FSSB. Both theoretical and practical implications are discussed.
The study refers to the role of building relations between the direct supervisor and employee teams, indicating the opportunities and threats resulting from conducting selected aspects of internal ...communication in the so-called uniformed organisations. The authors draw attention to the roles of communication competencies and their social overtones, seeing in these elements both opportunities and threats to the involvement of employees in the performance of official tasks, as well as their readiness to deepen relations with their direct superior. The presented results of empirical research concern the organisation of the Ministry of National Defence and the State Fire Service and are only an element of a larger research project. The aim of the research process was to determine the opportunities and threats generated by aspects of organisational communication in the context of maintaining a satisfactory state of personal security of the examined institutions participating in activities in the field of defence and protection of population, property and the environment.
Timely insightful feedback during the supervision process is crucial to completing a dissertation and acquiring sustainable research skills. Insightful feedback from research supervisors can ...significantly improve the quality of the dissertation. This study was focused on finding out factors that hinder timely feedback during the supervision process. This study adopted the exploratory case study research design. A qualitative methodology was used. The study participants were 66 research supervisors in the Social Sciences from two universities in Cameroon. A semi-structured interview guide was used to collect data. The qualitative data collected was analysed thematically. The study found that late feedback during the supervision process is due to heavy workload, poor quality of the dissertation, lack of engagement with the supervisory feedback, late submissions by students, the disparity in research interest, lack of reward and recognition. Implications are given to ensure timely feedback during the supervision process.
The relationship between abusive supervision and newcomers' turnover intention was explored from the perspective of perceived workplace ostracism. Findings from three-wave data (n = 300) showed that ...(1) abusive supervision was positively associated with newcomers' perceived coworker ostracism, perceived supervisor ostracism, and turnover intention; (2) rather than perceived coworker ostracism, perceived supervisor ostracism was positively associated with newcomers' turnover intention; and (3) the relationship between abusive supervision and newcomers' turnover intention was mediated by perceived supervisor ostracism but not by perceived coworker ostracism. Thus, the hypotheses were partially confirmed. Results underscore the importance of perceived supervisor ostracism in accounting for the relationship between abusive supervision and newcomers' turnover intention. Implications and directions for future research are also discussed.
Deming taught his plan-do-check-act method to help companies improve quality, but the value of this approach was soon recognized as a way to improve all kinds of processes, including environmental ...and safety systems. ...the approach has become so ingrained that a typical process engineer would find Deming's concepts to be common sense. Add that small but measurable difference to the other small differences from each of the other seven separate areas, then add that number to the overall reductions in risks that you have been working on, such as functions that are not area-specific (e.g., new training programs, new facility-wide work-permit process, improved emergency evacuation process).
