Catalogue Search | MBRL
Are you sure you want to remove the book from the shelf?
{{itemTitle}}
7,884
result(s) for
"Supervision of employees."
Sort by:
Debriefing about the challenges of working in a remote area: A qualitative study of Australian allied health professionals' perspectives on clinical supervision
The benefits of clinical supervision are more pronounced for health professionals in rural and remote areas. Most clinical supervision studies to date have occurred in metropolitan centres and have used the survey methodology to capture participant experiences. There is a lack of qualitative research that captures participants' lived experiences with clinical supervision at the frontline.
Participants were recruited from rural and remote sites of two Australian states using a purposive maximum variation sampling strategy. Data were collected through individual, semi-structured interviews with participants. Data were analysed using content analysis and themes were developed. Sixteen participants from six professions completed the interviews.
Eight themes were developed including the content of supervision, context of supervision, value of supervision, increased need for professional support and unique characteristics of rural and remote clinical supervision.
This study has highlighted the value of clinical supervision for the rural and remote health professional workforce. Furthermore, it has shed light on the unique characteristics of clinical supervision in this population. This information can be used by organisations and health professionals to ensure clinical supervision partnerships are effective thereby enhancing rural and remote workforce recruitment and retention.
Journal Article
Abusive supervision and employees' job performance: A multiple mediation model
We explored the relationship between abusive supervision (AS) and employee job performance (EJP) by conducting a survey of a group of employees (N = 630) of Chinese public and private companies. We investigated possible mediation in the relationship by leadership justice, supervisory
trust, and self-efficacy from three perspectives, namely, self-concept and individual socialization, organizational justice, and leader-member exchange. The results showed that there was a negative relationship between AS and EJP that was mediated by leadership justice, supervisory trust,
and self-efficacy. We also found that the negative relationship between AS and EJP was affected by the joint mediating effect of leadership justice and supervisory trust. Implications for academicians and practitioners are discussed.
Journal Article
Coping with Abusive Supervision: the Neutralizing Effects of Perceived Organizational Support and Political Skill on Employees’ Burnout
While research into the antecedents of burnout has steadily grown, the relationship between abusive supervision and burnout remains largely unknown. In addition, we know little about the contingencies under which abusive supervision may be related to employees’ burnout. This study aims to examine the contingency side of the abusive supervision-burnout relationship by addressing the exploratory question of whether perceived organizational support and individual differences in political skill play moderating roles in the abusive supervision-burnout relationship. The present article developed a model and tested it with data from a sample of 248 supervisor–subordinate dyads. We hypothesized and found that (1) Abusive supervision was positively associated with burnout; (2) the positive relationship between abusive supervision and burnout was moderated by the employees’ perceived organizational support in such a way that the relationship was weaker for employees who perceive higher rather than lower organizational support; (3) the positive relationship between abusive supervision and burnout was moderated by the employees’ political skill in such a way that the relationship was weaker for people with high, rather than lower level of political skill.
Journal Article
Supervisory Mentoring and Newcomers' Work Engagement: The Mediating Role of Basic Psychological Need Satisfaction
We aimed to determine the extent to which the 3 dimensions of basic psychological need satisfaction (i.e., autonomy, competence, and relatedness) explain the association between supervisory mentoring and newcomers' work engagement. Participants were 438 work newcomers living in a large
coastal city in eastern China. We assessed supervisory mentoring, basic psychological need satisfaction, and work engagement in 3 time waves, each spaced 1 month apart. Findings indicated that supervisory mentoring was positively related to newcomers' work engagement, and that this relationship
was mediated by the 3 dimensions (need for autonomy, competence, and relatedness) of basic psychological need satisfaction. This provides a perspective for supervisors to improve newcomers' work engagement by enhancing the satisfaction of their basic needs.
Journal Article
Reluctant to Speak? The Impact of Supervisor Narcissism on Employee Prohibitive Voice
We constructed a research model based on the social cognitive and social exchange theories to investigate the relationship between supervisor narcissism and employee prohibitive voice. We focused on the mediating role of employee voice efficacy and the moderating role of supervisor-subordinate
guanxi. We recruited enterprise employees in China and their direct supervisors (231 supervisor-subordinate dyads) as participants, who completed a 2-wave survey. The results showed a significantly negative relationship between supervisor narcissism and employee prohibitive voice, and
the relationship was mediated by employee voice efficacy. Supervisor-subordinate guanxi negatively moderated the relationship between supervisor narcissism and employee voice efficacy. Thus, organizational executive staff should manage conditions to reduce the negative influence of supervisor
narcissism, thereby promoting employee prohibitive voice.
Journal Article