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Artigos de revistas sobre o tema "Supervisors' interpersonal behaviors"

Autor: Grafiati

Publicado: 29 de março de 2025

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Taylor, Kathryn, Emily White, Rachael Kaplan, and Colleen M. O’Rourke. "University: The Supervisory Process in Speech-Language Pathology: Graduate Students’ Perspective." Perspectives on Administration and Supervision 22, no. 2 (2012): 47–54. http://dx.doi.org/10.1044/aas22.2.47.

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Supervision is a critical component of graduate education in communication sciences and disorders. Students spend a large amount of time with their supervisors, who guide them through clinical experiences in graduate school. Thus, students believe certain supervisor characteristics may enhance or inhibit their success as a student clinician. This study investigated the opinions of graduate students about the supervisor behaviors and attributes that create a positive supervisory experience. Twenty-three students in the graduate Communication Disorders Program at Georgia State University complet

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Tourigny, Louise, Jian Han, and Vishwanath V. Baba. "Does gender matter?" Gender in Management: An International Journal 32, no. 8 (2017): 554–77. http://dx.doi.org/10.1108/gm-05-2016-0106.

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Purpose This study aims to explore how gender influences the impact of interpersonal trust among subordinates on spontaneous work behaviors such as sharing responsibility and knowledge and engaging in organizational citizenship behavior (OCB). The goal is to understand factors that contribute to the effectiveness of women as supervisors and subordinates in the manufacturing sector. Design/methodology/approach Data were gathered from 308 subordinates and 71 supervisors working in the manufacturing sector in mainland China using a survey methodology. Descriptive statistics, correlation, confirma

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López-Ibort, Nieves, Ana I. Gil-Lacruz, Luis Navarro-Elola, Ana C. Pastor-Tejedor, and Jesús Pastor-Tejedor. "Positive Psychology: Supervisor Leadership in Organizational Citizenship Behaviors in Nurses." Healthcare 10, no. 6 (2022): 1043. http://dx.doi.org/10.3390/healthcare10061043.

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Introduction: In nursing, identifying factors encouraging positive work attitudes is extremely important since a nurse’s performance directly impacts the quality of the care they provide, and, therefore, their patients’ health. Objective: The main objective of this research is to analyze whether the supervisor–nurse relationship is positively correlated with a nurse’s organizational citizenship behaviors. Thus, we established a main hypothesis as follows: the quality of the supervisor–nurse interpersonal relationship is positively related to the job satisfaction of the nurse, controlled by mod

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Wulani, Fenika, and Marliana Junaedi. "Passive leadership and deviant behaviors: the moderating effect of power distance and collectivism." Journal of Management Development 40, no. 5 (2021): 324–38. http://dx.doi.org/10.1108/jmd-07-2020-0216.

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PurposeThis study investigates the relationship between passive leadership and deviant behaviors targeted to supervisors (supervisor-directed deviance) and coworkers (interpersonal deviance), and the moderating effect power distance and collectivism have on these relationships.Design/methodology/approachThis study uses a survey questionnaire. Respondents were 310 non-managerial employees working in various industries in Surabaya, Indonesia. This study uses partial least squares structural equation modeling (PLS-SEM) to examine hypotheses.FindingsThis study indicates that passive leadership has

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Yao, Siqin, and Ting Nie. "Boss, Can’t You Hear Me? The Impact Mechanism of Supervisor Phone Snubbing (Phubbing) on Employee Psychological Withdrawal Behavior." Healthcare 11, no. 24 (2023): 3167. http://dx.doi.org/10.3390/healthcare11243167.

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With the excessive smartphone use in the workplace, supervisor phubbing has drawn broad concerns in managerial and academic fields. Though the neglect is unintentional, this behavior can generate counterproductive working behaviors. The basic assumptions of this study are that supervisor phubbing can impact employee psychological withdrawal behavior directly and indirectly via work alienation. To provide empirical evidence for the assumptions, the two-wave online survey of 302 Chinese employees without any supervisory functions was conducted on the Questionnaire Star platform. Based on the str

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Deng, Hong, Yanjun Guan, Chia-Huei Wu, Berrin Erdogan, Talya Bauer, and Xiang Yao. "A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance." Journal of Management 44, no. 8 (2016): 3288–310. http://dx.doi.org/10.1177/0149206316668237.

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Theories of perceived overqualification have tended to focus on employees’ job-related responses to account for effects on performance. We offer an alternative perspective and theorize that perceived overqualification could influence work performance through a relational mechanism. We propose that relational skills, in the form of interpersonal influence of overqualified employees, determine their tendency to experience social acceptance and, thus, engage in positive work-related behaviors. We tested this relational model across two studies using time-lagged, multisource data. In Study 1, the

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Belgasm, Hatem, Ahmad Alzubi, Kolawole Iyiola, and Amir Khadem. "Interpersonal Conflict and Employee Behavior in the Public Sector: Investigating the Role of Workplace Ostracism and Supervisors’ Active Empathic Listening." Behavioral Sciences 15, no. 2 (2025): 194. https://doi.org/10.3390/bs15020194.

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In today’s dynamic organizational environments, interpersonal conflict and social exclusion can significantly impact employee behavior and organizational effectiveness. This study explores the complex interplay between interpersonal conflict, workplace ostracism, and interpersonal deviance in Jordan’s public sector, emphasizing the moderating role of supervisors’ active empathic listening. Using the stressor–emotion model, conservation of resources (COR) theory, and conflict expression (CE) framework, this study examined these relationships through a two-wave survey design. Data were collected

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Asencio, Hugo, and Edin Mujkic. "Leadership Behaviors and Trust in Leaders: Evidence from the U.S. Federal Government." Public Administration Quarterly 40, no. 1 (2016): 156–79. http://dx.doi.org/10.1177/073491491604000105.

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This study contributes to our knowledge about the effectiveness of different leadership behaviors in building interpersonal trust within public organizations. It employs survey data on U.S. federal employees to investigate the relationship between employee perceptions of transactional and transformational leadership behaviors and employee perceptions of trust in leaders. Findings from OLS multivariate regression analysis indicate that both transactional and transformational leadership behaviors are positively related to employee trust in leaders. On average, transformational leadership behavio

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Chen, Yuting (Tina), Douglas Hyatt, Arash Shahi, Awad Hanna, and Mahdi Safa. "How Can Conflicts with Supervisors or Coworkers Affect Construction Workers’ Safety Performance on Site? Two Cross-Sectional Studies in North America." Buildings 14, no. 5 (2024): 1245. http://dx.doi.org/10.3390/buildings14051245.

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A safety plateau in the construction industry has been reported in the US and Canada, which has prompted researchers to seek new factors affecting construction safety performance. Tapping into advancements in the theory of human and organizational behaviors can yield valuable new perspectives. Therefore, by leveraging the advancement of the Job Demand Control Support model in the field of occupational safety and health, this paper firstly tested the impact of one newly added hindrance stressor (i.e., interpersonal conflicts on construction sites) by researchers on organizational behaviors on t

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L. Kisamore, Jennifer, Eric W. Liguori, Jeffrey Muldoon, and I. M. Jawahar. "Keeping the peace." Career Development International 19, no. 2 (2014): 244–59. http://dx.doi.org/10.1108/cdi-09-2013-0115.

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Purpose – The purpose of this paper is to investigate the interaction between self-reported proactive personality, competence, and interpersonal conflict in the prediction of supervisor ratings of organizational citizenship behaviors directed at individuals (OCBI) and organizations (OCBO). Design/methodology/approach – Data were obtained from 165 full-time subordinate-supervisor dyads. Employees self-reported personality and control variable information in wave 1 and competence and interpersonal conflict information in wave 2. Data regarding employee OCB performance were collected from supervi

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Kim, Kyungmin. "Supervisor Leadership and Subordinates’ Innovative Work Behaviors: Creating a Relational Context for Organizational Sustainability." Sustainability 14, no. 6 (2022): 3230. http://dx.doi.org/10.3390/su14063230.

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Under turbulent environmental changes during the pandemic, organizational sustainability requires employees of all levels to perform innovative work behaviors in their daily jobs. Since virtual work environments could deteriorate the quality of collaborative interactions and interpersonal bonds among employees, organizations need to create more relation-focused contexts to trigger innovative behaviors from people. This study aims to explore the influence of supervisors’ relational leadership on the contexts in which subordinates are drawn to innovative work behaviors. Particularly, this study

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Gebretsadik Estifo, Zelalem, Luo Fan, and Naveed Ahmad Faraz. "Effect of Employee Oriented Human Resource Management Practices on Counterproductive Work Behaviors." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 5, no. 2 (2019): 23–41. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.52.2002.

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This research investigated the link between employee-orientated human resource management (EOHRM) counterproductive work behaviors targeted at individual members and organization in Ethiopia. Relaying on social exchange theory, organizational support theory, signaling theory, and relevant literature we examined how employee-oriented HRM practice affects counterproductive work behaviors by using perceived organizational support as a mediator. Data had been obtained from 555 workers and 150 supervisors from eight companies in Ethiopia. Partial least squares structural equation modeling (PLS-SEM)

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van Houwelingen, Gijs, and Marius van Dijke. "Investing to gain others’ trust: Cognitive abstraction increases prosocial behavior and trust received from others." PLOS ONE 18, no. 4 (2023): e0284500. http://dx.doi.org/10.1371/journal.pone.0284500.

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Being trusted has many positive implications for one’s wellbeing (e.g., a better career, more satisfying interpersonal relationships). Scholars have suggested that people actively attempt to earn trust. However, it is not clear what makes people invest in actions that may earn them trust. We propose that cognitive abstraction (more than concreteness) facilitates seeing the long-term benefits of performing behaviors (i.e., prosocial behaviors) for gaining trust. We conducted a survey among employees and their supervisors and two yoked experiments—total N = 1098 or 549 pairs. In support of our c

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Samreen, Farah, and Sadaf Nagi. "Abusive Supervision: Group-Level Perception and Retaliation." Global Social Sciences Review V, no. II (2020): 494–503. http://dx.doi.org/10.31703/gssr.2020(v-ii).47.

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Prior research provides various views on subordinates' workplace deviated behavior as retaliation against supervisory abuse, the effect of abusive supervision (AS) on subordinates as a group and their interpersonal relations gets poor attention. Grounded on the social exchange theory, the present study presents a model where a group of subordinates exhibits seemingly opposite discretionary behaviors in integration to combat supervisory abuse. In particular, this study posits that subordinates who experience abuse from the same supervisor form a group. This group bond provides them with enough

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Lyu, Yijing, Xing Zhou, Weiwen Li, Junbao Wan, Jie Zhang, and Canhua Qiu. "The impact of abusive supervision on service employees’ proactive customer service performance in the hotel industry." International Journal of Contemporary Hospitality Management 28, no. 9 (2016): 1992–2012. http://dx.doi.org/10.1108/ijchm-03-2015-0128.

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Purpose On the basis of social identity theory, this paper aims to predict and test the influence of abusive supervision on service employees’ proactive customer service performance (PCSP) in the hotel industry. Design/methodology/approach Data were collected from 198 service employee-coworker dyads from 12 hotels in China. Previously developed and validated measures of abusive supervision, organizational identification, collectivism and PCSP were used and found to be highly reliable in this study. Findings Time-lagged data from 12 hotels in China reveal that abusive supervision negatively inf

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Kasamatsu, Tricia M., Thomas G. Bowman, Ashley B. Thrasher, and Sarah M. Lyons. "Exploration of Anticipatory Socialization and Transition to Practice: Multistakeholder Perspectives." Athletic Training Education Journal 18, no. 1 (2023): 51–61. http://dx.doi.org/10.4085/1947-380x-22-036.

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Context The transition to practice of novice athletic trainers (ATs) has been explored from the perspectives of ATs, supervisors, and faculty separately. Objective To investigate multiple stakeholders' perceptions of and experiences with novice ATs and their transition to practice. Design Qualitative study. Setting Telephone/online. Patients or Other Participants Seventeen novice ATs (age = 26 ± 5 years, experience = 9.5 ± 5 months; professional degree: bachelor's = 5, master's = 12), 10 faculty and 8 preceptors (age = 43 ± 10 years), and 16 supervisors of novice ATs (age = 52 ± 11 years) part

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Bell, Morris, Paul Lysaker, and Gary Bryson. "A behavioral intervention to improve work performance in schizophrenia: Work behavior inventory feedback." Journal of Vocational Rehabilitation 18, no. 1 (2003): 43–50. http://dx.doi.org/10.3233/jvr-2003-00172.

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Objective: Situational assessments of work performance can be used repeatedly to measure progress in work rehabilitation and used for feedback and goal setting. Design: Sixty-three people with schizophrenia or schizoaffective disorder participating in a 6-month paid work program were randomly assigned to receive a behavioral intervention utilizing work performance feedback and goal setting or to receive usual support services. Results: Results showed that those receiving the behavioral intervention (BI) had significantly greater improvement on the WBI subscales overall and specifically on Soci

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Huang, Jiaxin, Lihua Shi, Jun Xie, and Lin Wang. "Leader–Member Exchange Social Comparison and Employee Deviant Behavior: Evidence from a Chinese Context." Social Behavior and Personality: an international journal 43, no. 8 (2015): 1273–86. http://dx.doi.org/10.2224/sbp.2015.43.8.1273.

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We explored the effect of leader–member exchange social comparison (LMXSC) on employee deviant behavior within a Chinese context. We modified the measures for use in the Chinese context and used a multisource survey to collect data from employees in Chinese companies. The results of analysis of responses from a sample of 203 supervisor-subordinate dyads showed that LMXSC was negatively related to organizational deviance and supervisor-directed deviance. Procedural justice mediated the relationship between LMXSC and organizational deviance, and interpersonal justice mediated the relationship be

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Shikuku, Wanyama, and Zachary Mosoti. "Factors Affecting Employee’s Perception on Job Satisfaction: Case of United States International University (USIU)." Human Resource and Leadership Journal 9, no. 1 (2024): 54–76. http://dx.doi.org/10.47941/hrlj.1633.

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Purpose: This study sought to establish the factors that affect employee’s perception on job satisfaction in USIU. Specifically, the study assessed the effect of employee’s perception of personal factors, social factors, and organizational factors on job satisfaction. Methodology: The research design was descriptive in nature, across-sectional survey based on selection of elements regarding the population of interest and presented in frequency and percentage distributions. The population in this study comprised 365 full time employees (both academic and administrative). A sample of 79 fu

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Dang, Thuy T., and Anh D. Pham. "What make banks’ front-line staff more customer oriented? The role of interactional justice." International Journal of Bank Marketing 38, no. 4 (2020): 777–98. http://dx.doi.org/10.1108/ijbm-09-2019-0321.

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PurposeWhile technological advances have been changing the way that services are delivered to customers, direct interaction between banks’ front-line staff and customers still holds its distinct position in the banking sector. This research investigates the relationship between interactional justice and the willingness of commercial banks’ front-line staff to engage in customer-centric behaviors, as well as the mediators behind this relationship.Design/methodology/approachThis research combined both qualitative and quantitative research methods. In-depth interviews were employed to explore the

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Peng, Jui-Chen, and Julian Lin. "Linking supervisor feedback environment to contextual performances." Leadership & Organization Development Journal 37, no. 6 (2016): 802–20. http://dx.doi.org/10.1108/lodj-10-2014-0207.

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Purpose – The purpose of this paper is to examine the relationships among supervisor feedback environment (SFE), leader-member exchange (LMX), organizational citizenship behavior (OCB), and workplace deviant behavior (WDB). Specifically, it analyzed the mediating role of LMX. Design/methodology/approach – With the data collected from 258 subordinate-supervisor pairs at various organizations in Taiwan, the authors examined the hypotheses by conducting structural equation modeling analyses. Findings – The results revealed that: SFE is positively related to LMX; LMX is positively related to OCB,

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Boukis, Achilleas, and Spiros Gounaris. "Linking IMO with employees' fit with their environment and reciprocal behaviours towards the firm." Journal of Services Marketing 28, no. 1 (2014): 10–21. http://dx.doi.org/10.1108/jsm-03-2012-0056.

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Purpose – The purpose of this paper is to integrate the fit theory and the equity theory in order to stress the importance of retail supervisor's IMO adoption for enhancing contact employees' fit with their environment and for shaping positive employee extra-role behaviours towards their firm and their supervisor. Design/methodology/approach – A hierarchical research design is employed with evidence from 89 from retail store supervisors through personal interviews and 417 contact employees. Findings – This study contributes by suggesting IMO as a mechanism which can raise employees' fit with t

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Nienaber, Ann-Marie, Philipp Daniel Romeike, Rosalind Searle, and Gerhard Schewe. "A qualitative meta-analysis of trust in supervisor-subordinate relationships." Journal of Managerial Psychology 30, no. 5 (2015): 507–34. http://dx.doi.org/10.1108/jmp-06-2013-0187.

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Purpose – Interpersonal trust is often considered as the “glue” that binds supervisors together with their subordinates, and creates a positive organisational climate. The purpose of this paper is to investigate factors affecting subordinates’ trust to their supervisor, and the consequences of such a trusting relationship. Design/methodology/approach – The authors conducted a qualitative meta-analysis of the trust literature between 1995 and 2011, to identify 73 articles and review 37 theoretical propositions, 139 significant model parameters and 58 further empirical findings. Findings – Four

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Ayawli, Francis Alorwordor, Frederick Owusu Danso, and Daniel Opoku. "Emotional Intelligence Competencies Relevant to Construction Workers' Safety Management in the Ghanaian Construction Industry: A Case Study of Abuakwa South Municipality, Ghana." Asian Journal of Advanced Research and Reports 18, no. 12 (2024): 262–71. https://doi.org/10.9734/ajarr/2024/v18i12823.

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The study was conducted to investigate the competencies of emotional intelligence most relevant to construction workers’ safety management in the Ghanaian construction industry, specifically focusing on the Abuakwa South Municipality. Despite the recognized importance of emotional intelligence in enhancing interpersonal relationships and conflict resolution in project environments, its specific influence on construction workers' safety behaviors has not been extensively studied. To address this gap, the study adopted the quantitative research method. A closed-ended questionnaire was distribute

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Diamond-Smith, Nadia, Lakshmi Gopalakrishnan, Purnima Menon, Sneha Nimmagadda, Dilys Walker, and Sumeet Patil. "Can Person-Centered Interactions with Community Health Care Workers Improve Women's Breastfeeding and Infant Feeding Practices in India?" Current Developments in Nutrition 4, Supplement_2 (2020): 972. http://dx.doi.org/10.1093/cdn/nzaa054_044.

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Abstract Objectives Breastfeeding and complementary feeding practices in India do not meet recommendations. Community health care workers (CHWs) are often the primary source of information for pregnant and postpartum women about Infant and Young child Feeding (IYCF) practices. While existing research has evaluated the effectiveness of content and delivery of information through CHWs, little is known about person-centric soft-skills in interpersonal communication. We analyzed the effect of high quality person-centered interactions based on respect and trust on recommended IYCF practices. Method

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Segrest, Sharon L., Martha C. Andrews, Scott W. Geiger, et al. "Leapfrogging at work: influencing higher levels in the chain of command." Personnel Review 49, no. 8 (2020): 1769–86. http://dx.doi.org/10.1108/pr-07-2019-0382.

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PurposeActs of interpersonal influence are observed throughout organizations, and most typically, in direct supervisor–subordinate relationships. However, researchers have focused less on subordinates bypassing the chain of command and targeting their supervisor's supervisor with influence attempts. We conceptualize a new term, “leapfrogging,” as subordinates' attempts to influence and manage the impressions of their supervisor's supervisor. Here we focus on influencing the target's perception of likability (the focus of ingratiation) and competence (the focus of self-promotion). This study fo

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Haydar, Bishr, Jonathan Charnin, Terri Voepel-Lewis, and Keith Baker. "Resident Characterization of Better-than- and Worse-than-Average Clinical Teaching." Anesthesiology 120, no. 1 (2014): 120–28. http://dx.doi.org/10.1097/aln.0b013e31829b34bd.

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Abstract Background: Clinical teachers and trainees share a common view of what constitutes excellent clinical teaching, but associations between these behaviors and high teaching scores have not been established. This study used residents’ written feedback to their clinical teachers, to identify themes associated with above- or below-average teaching scores. Methods: All resident evaluations of their clinical supervisors in a single department were collected from January 1, 2007 until December 31, 2008. A mean teaching score assigned by each resident was calculated. Evaluations that were 20%

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Xu, Yin, and Brad M. Tuttle. "The Role of Social Influences in Using Accounting Performance Information to Evaluate Subordinates: A Causal Attribution Approach." Behavioral Research in Accounting 17, no. 1 (2005): 191–210. http://dx.doi.org/10.2308/bria.2005.17.1.191.

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One important role of accounting information is to provide objective information to assist decision makers in evaluating the performance of their subordinates. Yet whether decision makers use accounting data in an objective fashion, independent of interpersonal factors, is an open question. The purpose of this study is to investigate whether similarities in work style (innovator versus adaptor) between a manager and a subordinate influence the manager's causal attributions and subsequent performance evaluation for the subordinate, given accounting performance indicators. The study is conducted

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Kyei-Poku, Ivy. "The benefits of belongingness and interactional fairness to interpersonal citizenship behavior." Leadership & Organization Development Journal 35, no. 8 (2014): 691–709. http://dx.doi.org/10.1108/lodj-09-2012-0117.

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Purpose – The purpose of this paper is to examine the main and indirect effects of belongingness and interactional fairness on interpersonal citizenship behavior. Design/methodology/approach – Field data were obtained from 141 subordinate-supervisor dyads from diverse occupations and organizations within Canada. The study was cross-sectional in nature. Findings – Consistent with expectations the findings demonstrates that interactional fairness positively predicts employee sense of belongingness, and employees show more helping behavior (supervisor rated) when they have a stronger sense of bel

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Rofcanin, Yasin, Mireia Las Heras, Maria Jose Bosch, Geoffrey Wood, and Farooq Mughal. "A closer look at the positive crossover between supervisors and subordinates: The role of home and work engagement." Human Relations 72, no. 11 (2018): 1776–804. http://dx.doi.org/10.1177/0018726718812599.

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How can we explain the crossover of positive experiences from supervisors to their subordinates? Drawing on crossover research and social learning theory (SLT), our main goal in this study is to explore mechanisms and boundary conditions to understand how positive crossover occurs from supervisors to their subordinates. We focus on the nature and foundations of positive crossover in the domains of work and home, and explore the downstream consequences for subordinates’ domain-specific outcomes. Using matched supervisor–subordinate data, the results of multi-level analyses demonstrated that per

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Alo, Obinna, and Ahmad Arslan. "The antecedents of leader-member-exchange (LMX) relationships in African context: the influence of the supervisor’s feedback delivery-tactic." International Journal of Organizational Analysis 30, no. 7 (2022): 67–94. http://dx.doi.org/10.1108/ijoa-07-2021-2878.

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Purpose The current paper aims to analyse the antecedents of leader–member exchange relationships (LMX) by specifically focusing on the influence of the supervisor’s feedback delivery tactic. Design/methodology/approach This study uses qualitative research methods with primary interviews as the main data source. Primary interviews with 40 managers from top supermarkets in Nigeria, South Africa and the UK were undertaken. Findings The authors found that both high-quality positive feedback and constructive criticisms produced the same feelings – more positive interpersonal relationships with the

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Zhu, Dongqing, Zhiying Zhang, and Chunzhen Wang. "Performance matters: when supervisors socially accept unethical behavior." Journal of Managerial Psychology 36, no. 3 (2021): 213–25. http://dx.doi.org/10.1108/jmp-12-2019-0686.

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PurposeIt is generally believed that supervisors would deter employee unethical behavior. However, drawing from social exchange theory and the theory of moral disengagement, we posit that supervisors are more willing to tolerate employee unethical behavior through moral disengagement when the perpetrator is a high performing employee.Design/methodology/approachStudy 1, which measured employee unethical behavior in a specific group of doctors through a time-lagged survey, and Study 2, which manipulated employee unethical behavior with a diverse sample by a vignette-based experiment, provided co

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Fernandes, Ana Raquel, Márcia Duarte, and Mário Basto. "When Supervision is Abusive: What Explains it and What are the Consequences?" European Conference on Management Leadership and Governance 20, no. 1 (2024): 174–81. http://dx.doi.org/10.34190/ecmlg.20.1.2914.

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Currently, people spend most of their daytime at work, therefore, it is essential that organisations offer their employees benefits that go beyond the salary, because people value their psychological well-being, which contributes to the quality of life in the workplace and a good work life balance. It is also important to note that interpersonal relationships at work are significant when it comes to organisational well-being. Relationships between subordinates and supervisors must be healthier and trustable relationships. When the opposite occurs, we are faced with abusive supervision with a n

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Andiola, Lindsay M., Denise Hanes Downey, Brian C. Spilker, and Tracy J. Noga. "An Examination of the Interactive Effect of Feedback Source and Sign in the Offshoring Environment: A Social Identity Perspective." Behavioral Research in Accounting 30, no. 2 (2018): 1–21. http://dx.doi.org/10.2308/bria-52182.

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ABSTRACT Public accounting firms regularly rely on offshore professionals to assist with client work. However, differences in interpersonal dynamics between offshore staff members and the supervisors they report to may yield positive and/or negative work outcomes. We examine how feedback source (offshore or onshore supervisor) and feedback sign (negative or positive) interact to affect offshore staff members' satisfaction with feedback. This is an important issue because subordinate satisfaction with performance feedback is a key determinant of future performance and turnover intentions. We fi

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Wang, Hongli, and Qihai Huang. "Feeling trusted and employee outcomes: the double-edged sword of political behaviour." Personnel Review 48, no. 7 (2019): 1653–68. http://dx.doi.org/10.1108/pr-11-2017-0368.

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Purpose Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue. Design/methodology/approach The paper develops a conceptual model to examine the double-

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Deshpande, Amruta, and Ritu Gupta. "Antecedents of New Recruit's Adjustment." International Journal of Knowledge Management 14, no. 4 (2018): 1–12. http://dx.doi.org/10.4018/ijkm.2018100101.

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The transition of newly hired employees from educational institutes to the corporate world thrusts them into unfamiliar environments. The reality shocks during a new employee's early days can lead to behavioral withdrawal, interpersonal conflict, lack of work engagement, lack of productivity, dissatisfaction, and turnover. The purpose of this article was to explore the antecedents of new recruits' adjustment in the Indian IT industry. The study considered three antecedents: supervisor support behavior, psychological empowerment, and feedback-seeking behavior. Data was collected from 607 newly

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Thiel, Chase E., Jennifer A. Griffith, Jay H. Hardy, David R. Peterson, and Shane Connelly. "Let’s Look at This Another Way: How Supervisors Can Help Subordinates Manage the Threat of Relationship Conflict." Journal of Leadership & Organizational Studies 25, no. 3 (2018): 368–80. http://dx.doi.org/10.1177/1548051817750545.

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Despite decades of scholarly and practitioner attention on conflict management, few studies have addressed the important role that supervisors play in managing relationship conflict (RC). The current research addresses this gap by investigating the use of supervisory interpersonal emotion management in helping subordinates manage perceptions of RC. Examining RC through a threat framework, we propose that when individuals perceive RC in their workgroup, they are less likely to identify with their group and more likely to withdraw from the group in ways that affect critical team processes, both

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Varma, Arup, Ivana Zilic, Anastasia Katou, Branimir Blajic, and Nenad Jukic. "Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia." Employee Relations: The International Journal 43, no. 1 (2020): 45–62. http://dx.doi.org/10.1108/er-06-2019-0248.

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PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impa

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Pradhan, Sajeet, and Lalatendu Kesari Jena. "Getting even." South Asian Journal of Business Studies 8, no. 3 (2019): 332–47. http://dx.doi.org/10.1108/sajbs-06-2018-0072.

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Purpose Unlike most empirical investigations that have tested the relationship between abusive supervision and subordinate’s workplace deviance in a large and formal organizational setup, this study investigates the effect of abusive behavior of owner-manager of small entrepreneurial establishments on subordinate’s workplace deviance. The purpose of this paper is twofold: first, it explores the moderating effect of intention to quit on the relationship between abusive supervision and organizational as well as interpersonal deviance; and second, it investigates whether the moderating effect bet

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Karriker, Joy H., and Margaret L. Williams. "Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model †." Journal of Management 35, no. 1 (2007): 112–35. http://dx.doi.org/10.1177/0149206307309265.

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This research explores the differential effects of multifoci organizational justice perceptions on organizational citizenship behavior. Based on data collected from 217 employee—supervisor dyads, our findings clarify the bi-focal nature of distributive and procedural justice, illuminate the mono-focus of interpersonal justice, and support the premise that justice investments yield exponential behavioral responses that are sometimes mediated by the quality of the employee— supervisor relationship.

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Ionescu, Anata-Flavia, and Dragos Iliescu. "LMX, organizational justice and performance: curvilinear relationships." Journal of Managerial Psychology 36, no. 2 (2021): 197–211. http://dx.doi.org/10.1108/jmp-03-2020-0154.

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PurposeOrganizational research has long been dominated by the assumption that relationships between variables are linear, which can be overly simplistic or even misleading. This study proposes and tests a model in which subordinate organizational justice perceptions influence the linearity of the relationship between leader–member exchange (LMX) and subordinate task performance.Design/methodology/approachA time-lagged anonymous survey study was conducted in Romania on a sample consisting of 274 subordinates nested under 42 leaders from a wide range of work settings. Supervisors rated the perfo

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Song, Ying, and Zhenzhi Zhao. "Social Undermining and Interpersonal Rumination among Employees: The Mediating Role of Being the Subject of Envy and the Moderating Role of Social Support." International Journal of Environmental Research and Public Health 19, no. 14 (2022): 8419. http://dx.doi.org/10.3390/ijerph19148419.

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Rumination is a common problem and is associated with reduced psychological well-being. However, little is known about how rumination in the workplace is affected by interpersonal relationships. We propose that negative workplace behavior could serve as a potential influencing factor for rumination. Therefore, the current study constructed a multilevel moderated mediation model to investigate the relationship between workplace unit social undermining and interpersonal rumination. We also examined whether unit social support moderated that relationship and whether being the subject of envy medi

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Mao, Hsiao-Yen. "Learning goal orientation and abusive supervision." E+M Ekonomie a Management 26, no. 3 (2023): 33–50. http://dx.doi.org/10.15240/tul/001/2023-3-003.

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Employee learning for competence development is more salient for today’s organizations facing frequent changes from inside and outside, and accordingly, employees’ learning goal orientation (LGO) is noteworthy. This study examines how and why employees’ LGO relates to leadership effectiveness, i.e., employees’ perception of abusive supervision. Competing hypotheses and the mediating mechanisms of a work attitude from LGO, i.e., work enjoyment, and a work behavior from LGO, i.e., compliance behavior, were proposed. In a three-wave panel survey, 304 employees in a variety of occupations complete

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Meyer, Maryline, Marc Ohana, and Florence Stinglhamber. "The impact of supervisor interpersonal justice on supervisor-directed citizenship behaviors in social enterprises: a moderated mediation model." International Journal of Human Resource Management 29, no. 20 (2017): 2927–48. http://dx.doi.org/10.1080/09585192.2017.1380060.

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Quan, Xuezhe, Myeong-Cheol Choi, and Xiao Tan. "Relationship between Organizational Climate and Service Performance in South Korea and China." Sustainability 15, no. 14 (2023): 10784. http://dx.doi.org/10.3390/su151410784.

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Both South Korea and China have collective cultures; however, there are significant differences in employee behavior due to cultural, economic, and environmental factors. This study explores the influence of organizational climate on employee innovative behavior and service performance using a competitive value model, as well as the mediating effects of social capital and organizational silence. Adopting the interpersonal relationship, rational goal, and internal process approaches, it focuses on three aspects: supervisory support, pressure to produce, and formalization. A total of 773 valid q

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Zappalà, Salvatore. "Perspective Taking in Workplaces." Journal for Perspectives of Economic Political and Social Integration 19, no. 1-2 (2014): 55–70. http://dx.doi.org/10.2478/v10241-012-0007-5.

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Abstract Workplaces are often described as places in which individuals are motivated by their self-interests and in which negative events like time pressure, anxiety, conflict with co-workers, miscomprehensions, difficulties in solving problems, not-transmitted or not-exchanged information that lead to mistakes, and in some cases to injuries, stress or control, are part of everyday life (Dormann & Zapf, 2002; Schabracq, Winnubst and Cooper, 2003). Such situations are often the result of the limited comprehension of needs, skills, or information available to colleagues, supervisors, subordi

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Mehmood, Bushra, Muhammad Ramzan, Bushra Yasmeen, and Javeria Zafar. "WORKPLACE INCIVILITY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR: AN EMPIRICAL ASSESSMENT OF FEMALE BANKING PERSONALS." Journal of Arts & Social Sciences 10, no. 1 (2023): 28–33. http://dx.doi.org/10.46662/jass.v10i1.310.

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ABSTRACT Organizational Citizenship Behaviour (OCB) and workplace incivility has been investigated and examined by academics for over twenty-five years, and it continues to be a subject that academics are interested in studying. This research analyzes the influence of incivility shown by coworkers and supervisors on OCB by examining the role that interpersonal deviance plays as a mediator, as well as the role that perceived organizational support plays as a moderator in this relationship. Participants in the research are female workers currently working in the banking industry in Pakista

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Kim, Myungsun. "Linking Leader’s Other-Oriented Perfectionism, Close Monitoring Behavior, and Employee Emotional Exhaustion: A Leader-Centric Approach." Korean Academy of Organization and Management 46, no. 4 (2022): 141–66. http://dx.doi.org/10.36459/jom.2022.46.4.141.

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Although the influence of perfectionist leaders has been acknowledged by practitioners, only few studies have explored the possible consequences of leaders with perfectionism. Recognizing the importance of leader perfectionism as a potential predictor of leadership behaviors as well as employees’ attitudes and behaviors, the current study explores the interpersonal consequences of leader perfectionism in the context of leadership. Drawing upon the trait approach to leadership and conservation of resources theory, this study examines the effects of leaders’ other-oriented perfectionism on their

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Sari, Hijrayanti. "Peningkatan Konsep Diri Mahasiswa melalui Komunikasi Interpersonal Pembimbing Akademik." Nukhbatul 'Ulum 3, no. 1 (2017): 265–74. http://dx.doi.org/10.36701/nukhbah.v3i1.21.

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The advanced transformation of the era and technology gives influence to human personality today. Specifically to the students which are still in the process ofpersonality development. By the advanced transformation, the competitive environment causes confusion and future disorientation to the students with theirsurroundings. Any behavior is influenced by the self-concept. The self concept is formed through the environment either it is the family, friends, books, or other things seen and listened. The objective of the study is to explain the improvement of the students’ self-concept through th

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Ma, Bing, Shanshi Liu, Hermann Lassleben, and Guimei Ma. "The relationships between job insecurity, psychological contract breach and counterproductive workplace behavior." Personnel Review 48, no. 2 (2019): 595–610. http://dx.doi.org/10.1108/pr-04-2018-0138.

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PurposeThe purpose of this paper is to examine the mediating effect of psychological contract breach on the relationship between job insecurity and counterproductive workplace behavior (CWB) and the moderating effect of employment status in this relationship.Design/methodology/approachData were collected from 212 supervisor–subordinate dyads in a large Chinese state-owned air transportation group. AMOS 17.0 software was used to examine the hypothesized predictions and the theoretical model.FindingsThe results showed that psychological contract breach partially mediates the effect of job insecu

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