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Being supervised : a guide for supervisees
\"'Why aren't there more books for supervisees? This book by Erik de Haan and Willemine Regouin tackles that question and provides an answer to it. A practical, down-to-earth, sensible guide to help both new and experienced supervisees get the most from supervision, this updated text speaks to the modern supervisee. It's the kind of book that I would have loved to have thirty years ago when I first started supervision -- something I could confidently give to supervisees to help them be more knowledgeable and skilled as supervisees and more able to partner supervisors on that learning from practice journey.'\"--Michael Carroll, Visiting Industrial Professor, University of Bristol.
BOOK
Algılanan Yönetici Desteği ve Algılanan Çalışma Arkadaşları Desteğinin Örgütsel Vatandaşlık Davranışı Üzerine Etkisi
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.
Journal Article
Top-Down Knowledge Hiding in Organizations: An Empirical Study of the Consequences of Supervisor Knowledge Hiding Among Local and Foreign Workers in the Middle East
Ibis study adds to the growing research exploring the consequences of knowledge hiding in organizations. Drawing from the social exchange theory and the norm of reciprocity, this paper examines the direct and indirect—via distrust in supervisor—relationships between supervisor knowledge hiding (SKH) and supervisee organizational citizenship behavior directed at the supervisor (OCB-S) in the context of the Middle East. Using a supervisor-supervisee dyadic design, two-source data were obtained from 317 employees (local and foreign) of 41 Saudi firms. The findings suggest that supervisees' distrust in their supervisors mediates the significant and negative relationship between SKH and supervisees' OCB-S. Furthermore, the significant and positive relationship between SKH and distrust in supervisor is more pronounced for foreign workers than for local workers. This study provides empirical support and a better understanding of the existence and consequences of SKH for local and foreign workers and also discusses the theoretical and practical implications of the findings.
Journal Article
ASSEDIO SEXUAL NO TRABALHO: UM PROBLEMA DE LIDERANCA
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.
Journal Article
Redefining the role of doctoral supervisors: a multicultural examination of labels and functions in contemporary doctoral education
This study focuses on the changes that doctoral education has experienced in the last decades and discusses the role of doctoral supervisors. The figure of doctoral supervisor continues to be a subject of much debate; therefore, the aim of this study is to provide a universal, global, and common definition that clearly establishes the roles and functions of doctoral supervisors. Employing a multi-method approach, the study utilized the perspectives of linguistic relativism and prototype theory to understand how linguistic and label diversity may influence the perception and approach to supervisory tasks. We examine a corpus of 55 different labels to refer to “doctoral supervisor.” Data was collected from 116 countries, encompassing 47 different languages and 55 distinct labels from Europe, Africa, America, Asia, and Oceania, forming a unique corpus of information. The results reveal a total of 18 functions to be fulfilled by the doctoral supervisor. Additionally, the findings underscore the significance of linguistic influence in conceptualizing the functions associated with the supervisor in various cultural contexts and highlight the necessity for redefining the role of the thesis supervisor. The results hold potential benefits for doctoral schools and supervisors, serving as guidelines for standardizing the functions of the doctoral supervisor.
Journal Article
Service employee burnout and engagement: the moderating role of power distance orientation
Studies show that service employees are among the most disengaged in the workforce. To better understand service employees’ job engagement, this study broadens the scope of the job demands-resources (JD-R) model to include power distance orientation (PDO). The inclusion of PDO enriches the JD-R model by providing a key piece of information that has been missing in prior JD-R models: employees’ perceptions of the source of job demands (i.e., supervisors) or employees’ views of power and hierarchy within the organization. Study 1 uses a survey-based field study to show that employees with a high (compared to low) PDO feel more burnout due to supervisors when they are closely monitored by their supervisors. Study 1 further supports the finding that employees with high (compared to low) PDO feel less disengagement despite burnout due to supervisors. Study 2, using a lab experiment, and Study 3, relying on a survey-based field study, unveil why these effects were observed. Stress and job satisfaction emerge as mediators that explain the findings from Study 1. Implications of the role of PDO are discussed to improve the current understanding of how job engagement can improve customer service performance.
Journal Article