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Background: We examined the association between supervisor consultation, as an actual practice representing supervisor support, and work engagement. Methods: This was a prospective cohort study in Japan, involving 14,026 participants who met the requirement for a one-year follow-up. Supervisor consultation was measured using a single question, and work engagement was defined using the Japanese version of the nine-item Utrecht Work Engagement Scale (UWES-9). Associations were examined using linear regression analysis. Results: Supervisor consultation was positively associated with work engagement after adjusting for gender, age, education, income, and industry (ß = 3.474; p < 0.001). The relationship remained significant after adjustment for perceived supervisor support, although the coefficient decreased (ß = 1.315; p < 0.001). Conclusion: Supervisor consultation probably acted on work engagement in different ways than perceived supervisor support.

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Job burnout is a major predicament globally, especially among the helping professions. Based on the job demands-resources (JDR) theory and on attachment theory, this study explored the relations between a history of childhood maltreatment (CM), insecure attachment styles (avoidant and anxious), perceived supervisor support and job burnout. A sample of 320 helping professionals participated in the study, of which 35% reported experiencing CM. Findings confirmed the hypothesis that a history of CM was positively related to both avoidant and anxious attachment styles. Anxious attachment style partly mediated the relationship between CM and burnout. In addition, the relationship between CM and burnout was mediated by avoidant attachment style and perceived supervisor support, so that highly avoidant professionals perceived their supervisors as less supportive, reporting higher levels of burnout. Notably, there were no discernible variations in burnout levels when comparing professionals who had experienced maltreatment with those who had not. The study highlights the value of adopting an attachment perspective to better understand job burnout among the helping professions.

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Purpose: Drawing on the Job Demands-Resources (JD-R) model, this study aims to explore how telecommuting affects employee' work engagement, and consider how perceived supervisor support moderates this effect. Design/methodology/approach: A time-lagged study was conducted on 286 employees from four enterprises in southern China. Findings: The results showed that telecommuting both decreased work engagement by triggering work-family conflict and enhanced work engagement by increasing job autonomy. In addition, perceived supervisor support enhanced the positive direct effect of telecommuting on job autonomy and the indirect effect on employee' work engagement, while perceived supervisor support weakened the negative direct effect of telecommuting on work-family conflict and the indirect effect on employee' work engagement. Originality/value: This study enrich the literature on telecommuting and employee engagement, and emphasize the importance of perceived supervisor support in this context. Additionally, this study provides some practical implications for companies to adapt and manage telecommuting.

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High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee's intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee's leave intentions.

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Authentic leadership is considered a critical factor for retaining talented employees. However, despite fruitful findings, researchers have paid little attention to how authentic leadership is associated with employee turnover intention. Drawing on organizational support theory, justice literature, and social identity theory, we examine the effects of supervisors' authentic leadership on employee turnover intention to better understand how authentic leaders reduce employees' turnover intention in Asian context. In this study, we focus on the mediating role of perceived supervisor support (PSS) and the moderating role of organizational identification in the relationship between supervisors' authentic leadership and employee turnover intention. To test our hypothesized research model, we adopted a cross-sectional design with a convenience data sampling. We also used a self-report research design in the current study. We collected data from 433 employees from several organizations in Korea. Our respondents rated their immediate supervisors' authentic leadership and their PSS, turnover intention and organizational identification. Confirmatory factor analysis, regression analysis, and moderated mediation analysis revealed that: authentic leadership negatively predicted employee turnover intention. In addition, PSS completely mediates the relationship between authentic leadership and employee turnover intention. Furthermore, organizational identification moderates the relationship between PSS and turnover intention. Lastly, organizational identification moderates the mediating effect of PSS on the relationships between perceptions of authentic leadership and employee turnover intention. Herein, we discuss the managerial implications and future research directions arising from our study.

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Background: The COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor. Objective: This study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations. Methods: Data was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique. Results: The results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support. Conclusion: This study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.

Introduction: La pandémie de Covid-19 a brusquement et profondément changé la façon dont les individus interagissent avec leur organisation, leurs collègues et leur superviseur. Objectif: Cette étude examine les effets de l'isolement professionnel induit par le télétravail en raison de la pandémie. S'appuyant sur la théorie du soutien organisationnel, elle examine la relation entre l'isolement professionnel, la satisfaction de l'expérience de télétravail et l'engagement organisationnel affectif durant la période de télétravail obligatoire induit par la pandémie. Pour s'y faire, elle examine le rôle modérateur du soutien organisationnel perçu de l'organisation et du soutien perçu du superviseur dans ces relations. Méthodologie: Les données ont été recueillies auprès de 728 télétravailleurs québécois de divers secteurs d'activité à l'hiver 2021. Les hypothèses de l'étude ont été testées à l'aide d'analyse par équations structurelles et les effets de modération ont été examinés à partir de la méthode Johnson-Neyman. Résultats: Les résultats révèlent que l'isolement professionnel est négativement associé à la satisfaction à l'égard de l'expérience de télétravail, mais qu'il n'a pas d'effet sur l'engagement organisationnel affectif. La relation entre la satisfaction à l'égard du télétravail et l'isolement professionnel est modérée par le soutien organisationnel perçu, et la relation entre l'engagement organisationnel affectif et l'isolement professionnel est modérée par le soutien perçu du superviseur. Conclusion: Cette étude élargit la théorie du soutien organisationnel en examinant le soutien perçu de l'organisation et du superviseur pendant une crise comme un contrepoids à un climat social et organisationnel difficile qui a conduit à l'isolement professionnel. Les implications des résultats et les orientations futures de la recherche sur l'isolement professionnel et le télétravail sont discutées.

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In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then relate employees' proactive behavior. Meanwhile, the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: (1) Perceived supervisor support significantly relates employee proactive behavior. (2) Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. (3) Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform.

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Organizations are seeking ways to be more competitive in the market. Globalization also paves the way for additional challenges for firms to compete in today's knowledge-based economy and competitive corporate settings. The psychological contract breach (PCB) of employees could be a possible reason to slow down the firm's innovative performance. Based on the social exchange theory, the present study assumes that a PCB negatively affects a firm's innovative performance. The present study also assessed the mediating role of knowledge hiding (KH) and moral disengagement (MD) in the relationship between PCB and a firm's innovative performance. This study also attempts to check the moderating role of perceived supervisor support (PSS) in the relationship between PCB and KH and between PCB and MD. For empirical investigation, the present study collected the data from 303 employees of various textile organizations in china through a structured questionnaire method using a convenient sampling technique. The present study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The present study revealed that a PCB does not directly influence a firm's innovative performance. However, the results confirmed that KH negatively mediates the relationship between PCB and a firm's innovative performance. On the other hand, results also confirmed that MD negatively mediates the relationship between PCB and a firm's innovative performance. The finding also acknowledged that the PSS does not moderate the relationship between PCB and KH. Additionally, the findings confirmed that PSS positively moderates the relationship between PCB and moral disengagement. The present study offers important practical, theoretical, and managerial implications.

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Dysfunctional customer behavior is common in service settings. For frontline employees, negative encounters can cause short-term despondency or have profound, long-term psychological effects that often result in both direct and indirect costs to service firms. Existing research has explored the influence of dysfunctional customer behavior on employee emotions, but it has not fully investigated the psychological mechanism through which customer misbehavior transforms into employee responses. To maintain service quality and employee well-being, it is important to understand the impact of customer misconduct on employee emotions and its effect on subsequent service behavior. To assess the process through which dysfunctional customer behavior manifests as negative emotions in frontline service employees, and the influence of negative employee emotions on their prosocial service behavior, we surveyed 185 frontline banking service employees. We sought information on service employee experiences, attitudes, and feelings regarding dysfunctional customer behaviors, the perceived level of supervisor support, and employee prosocial service behavior intentions. Structural equation modeling and hierarchical linear modeling were used for statistical analysis and hypothesis verification. Results indicate that dysfunctional customer behavior has a positive relationship with bank service employee negative emotions and a negative influence on employee prosocial service behavior. The study found that negative emotions fully mediated the relationship between dysfunctional customer behavior and prosocial service behavior. The moderating role that perceived supervisor support plays on the relationships between dysfunctional customer behavior and negative emotion was also investigated. The results show that perceived supervisor support moderates the relationship between dysfunctional customer behavior and negative employee emotions. Finally, the study provides bank managers with effective strategies to assist frontline employees to manage and deter dysfunctional customer behavior, and presents employees with internal recovery strategies when encountering dysfunctional customer behavior.

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Narcissism has an important influence on employees' attitudes and behavior. However, research on the mechanism of this process is still relatively scarce. Based on the conservation of resources (COR) theory, this study constructed a conceptual model of the relationship between narcissism and organizational commitment and explored the role of perceived supervisor support and abusive supervision in this process. Data were collected in three waves from 288 participants through an online data collection platform in China. The results indicated that employee narcissism negatively predicts organizational commitment, and this process is mediated by perceived supervisor support. We also discuss the moderating role of abusive supervisors on perceived supervisor support, confirming that external self-value threat affects perceived support of narcissistic individuals. These results contribute to our understanding of the role of narcissism in organizations.

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The COVID-19 pandemic has caused a record global crisis, particularly and extremely, for the service sectors. Due to extensive security measures, many service sector employees have to work remotely to maintain services. Drawing upon the conservation of resources theory, this research investigates the impact of servant leadership on the task performance of employees in virtual working environments during the COVID-19 crisis. Our theoretical model was tested using data collected from 335 individual employees in the education sector of Pakistan. SPSS version 26.0 was applied to find the hypothesized relationship between the study variables. To find the indirect mediating effect, we applied Model 4; for moderation, we applied Model 1; and for the moderation and mediation effect, we applied Model 7 of the Process Macro model of Hayes. The results of the study revealed that servant leadership is positively related to task performance in a virtual environment during crises. Furthermore, psychological empowerment partially mediates the relationship between servant leadership and task performance. Perceived supervisor support positively moderates the relationship between servant leadership and task performance. Moreover, the indirect effect of servant leadership on task performance via psychological empowerment is moderated by perceived supervisor support. The results provided guidance to the educational sector on how to lead effectively in times of crisis when service sector employees work predominantly in virtual environments. The theoretical and practical implications of these findings are discussed.

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We investigated the relationship between perceived supervisor support for health (PSSH) and presenteeism by adjusting for psychological distress and employee work engagement. These are the mediators of the two paths shown in the job demands-resources model. A cross-sectional study was conducted using a questionnaire survey among 15,158 non-managerial employees from seven companies in Japan considered to have relatively high perceived organizational support for health (POSH). PSSH was evaluated with a single question, "My supervisor supports employees to work vigorously and live a healthy life", on a four-point scale. Presenteeism was estimated using the quantity and quality method. Multilevel logistic regression analyses nested by company were conducted. Lower PSSH was more likely to be associated with presenteeism, but after adjusting for psychological distress evaluated by K6 and for work engagement, the relationship between PSSH and presenteeism weakened. Our results suggested that lower PSSH is linked to presenteeism through both psychological states because of its role as a resource, and other independent factors, even with relatively high POSH. Increased PSSH could act as a measure against presenteeism in the workplace. To achieve this, it is important to create an environment where supervisors can easily encourage employees to improve their health.

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The concept of self-efficacy has been widely studied and shown to contribute to individuals' job satisfaction. For counselors, the concept measures their belief in their ability to conduct counseling sessions. However, it is an understudied area. As Bandura states, self-efficacy and its sources should be investigated and measured within its domain, which in this case is school counseling. This study examined the impact on school counselors' self-efficacy and job satisfaction of the personal and environmental factors: (a) mastery experience, (b) social persuasion, (c) vicarious learning, (d) physiological and affective state, (e) the access to training, and (f) perceived supervisor support of training. The cross-sectional study involved 541 Malaysian secondary school counselors nationwide via a random sampling-distributed questionnaire. Results which were analyzed using PLS-SEM, with importance-performance functionality embedded in it, indicated that mastery experience, access to training, and perceived supervisor support of training explained 45.6% variance in counseling self-efficacy and together with counseling self-efficacy, contributed 13.2% variance in job satisfaction among the school counselors. The importance-performance map analysis revealed supervisor support of training as of greatest importance in shaping counseling self-efficacy. Counseling self-efficacy partially mediated the relationship between mastery experience, access to training, supervisor support toward training, and job satisfaction Arising from this finding is a proposed theoretical framework in which efficacy information (i.e., mastery experience), environmental determinants (i.e., access to training and supervisor support of training) and cognitive determinant (i.e., counseling self-efficacy) corresponded together congruently and lead to higher job satisfaction. Suggestions are also made for training providers, content developers, and policymakers to include these factors in professional development training and continuous education, to sustain the wellbeing of school counselors.

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The study investigates the impact of customer incivility, job stress, perceived supervisor support, and perceived co-worker support on the turnover intention of frontline employees. A survey-questionnaire approach was used to collect the point of view of frontline employees that work in five-star hotels in a metropolitan city of Korea. Four independent variables that were extracted from valid theoretical backgrounds along with four demographic variables were used in the study. The regression analysis was conducted to test the hypotheses, which revealed that job stress directly affected the employees' desires to leave their organization. It also showed that perceived supervisor support mitigates employee turnover, and there were significant correlations between turnover intention with the employees' marital status and job position. Gender and years of service did not affect the employees' thinking of quitting their job. Our findings help hotel entrepreneurs better understand how to deal with customer incivility and employee job stress, and better comprehend the factors that minimize employees' negative behaviors for the organization.

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AIM: To assess the performance of front-line nurses, who believed they were living out their calling, during the coronavirus disease 2019 (COVID-19) pandemic. BACKGROUND: Although as a profession nursing generally requires high levels of performance, the disruption arising from an infectious disease outbreak increases the work stress and decreases the performance of front-line nurses. How this situation can be improved has yet to be thoroughly examined. METHOD: We used a snowball sampling technique to recruit 339 nurses who were originally from outside Hubei but volunteered to join medical teams going to Hubei to tackle COVID-19. RESULTS: Drawing on the theory of work as a calling, we found that living a calling had a positive effect on front-line nurses' performance through the clinical and relational care they provided. Perceived supervisor support strengthened these mediated relationships. CONCLUSION: Our findings indicate that despite the constraints associated with pandemics, front-line nurses who are living a calling are able to provide better clinical and relational care to infected patients, which in turn improves their performance. IMPLICATIONS FOR NURSING MANAGEMENT: The findings of this study suggest that hospitals can introduce career educational interventions to enhance nurses' ability to discern and live out their calling to improve their performance.

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OBJECTIVES: Mushroom management, which has entered the management literature using the metaphor of growing mushrooms, is a management style in which managers generally keep their power and knowledge in one centre and do not like to be questioned and criticized. This study conducted to determine the effect of the mushroom management style of administrative staff working in the healthcare sector and perceived supervisor support on job performance. METHODS: A total of 234 healthcare professionals included in the study. To achieve the purpose of the study, the 'Mushroom Management Scale', the 'Perceived Supervisor Support Scale' and the 'Job Performance Scale' were used. Multivariate linear regression analyses were performed to analyse. RESULTS: When the effect of mushroom management style on job performance was examined, it was found that inadequate information sharing, the anxiety of power loss, inadequate communication and lack of participatory management did not have a significant effect on job performance alone. According to the regression analysis, perceived supervisor supports have a significant effect on a job performance. This effect explains 0.045 of the total variance. The fact that employees received tangible support from their managers increased their performance levels positively (t = 2.945; p < 0.05). Finally, employee performance had a significant effect on perceived supervisor support. This effect explains 0.513 of the total variance. CONCLUSIONS: As a result of this study, it was found that mushroom management style had no effect on job performance, but had a significant effect on perceived supervisor support.

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Strengths-based performance appraisal focuses on identifying, appreciating, and developing employee's qualities in line with the company goals. Based on self-determination theory (SDT), we hypothesized that strengths-based performance appraisals will bring about a stronger motivation to improve (MTI) performance, by making subordinates feel supported by their supervisor and thereby fulfill their need for relatedness. Moreover, we hypothesized that strengths-based performance appraisal will reduce the threat to the relationship between supervisor and subordinate when the performance rating is relatively low. To investigate our hypotheses, we distributed a questionnaire to employees working for a large Dutch consultancy firm right after their yearly appraisal (N = 422) and linked the questionnaire data to their official performance ratings. Conditional process analysis indicated that strengths-based performance appraisal had a positive effect on perceived supervisor support (PSS), and in turn on MTI performance. Furthermore, the effect of strengths-based performance appraisal was particularly strong, when the performance rating was relatively low. Our findings may inspire future research into strengths-based performance appraisal as a relational approach to employee development.

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AIM: The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's deviant work behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation. BACKGROUND: Although the direct effects of bullying on deviant work were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown. METHOD: Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals. RESULTS: Results were consistent with our hypothesized moderated mediation (mod-med) framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support. CONCLUSION: Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed. IMPLICATIONS FOR NURSING MANAGEMENT: The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.

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BACKGROUND: Perceived supervisor support has a significant impact on employee job satisfaction. The aim of the study was to verify both direct and indirect mechanisms of perceived supervisor support (PSS) positively influencing job satisfaction, and to verify the moderating role of PSS in the relationships between stress and work-life balance, organizational loyalty, as well as gratitude towards the organization and job satisfaction. MATERIAL AND METHODS: Four hundred and fifty-five employees from 1 organization were the subjects of the conducted research. The following measures were used: Perceived Supervisor Support Scale, Gratitude Towards the Organization Scale, Loyalty Towards the Organization Scale, Perceived Stress at Work Questionnaire, Satisfaction with Work-Life Balance Scale and 1-item measure regarding job satisfaction. RESULTS: Gratitude towards the organization, work-life balance and stress partially mediated between PSS and job satisfaction. Stress influenced job satisfaction both directly and indirectly (through gratitude towards the organization and work-life balance). Additionally, PSS moderated the relationships between stress and gratitude towards the organization, organizational loyalty, work-life balance, as well as job satisfaction. CONCLUSIONS: The important role of leader-member exchange for employee job satisfaction was confirmed. Both direct and indirect mechanisms responsible for the influence of PSS on job satisfaction were recognized. Additionally, the moderating role of PSS for the relationships between stress and organizational loyalty, gratitude towards the organization, work-life balance, as well as job satisfaction was confirmed. Med Pr. 2019; 70(4):475-86.

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The goal of this study is analyze the influence of perceived supervisor support (PSS) by employees at a micro level and the role of the cultural values of "power distance" and "masculinity" at a macro level on direct employee participation in decision-making (PDM). Furthermore, the influence of the gender of managers and employees is taken into account. The analysis is based upon the Sixth European Working Conditions Survey carried out by Eurofound in 2016. The results of a Hierarchical linear model indicate that all predictors significantly influenced PDM; PSS positively and cultural values negatively. When the gender of managers and employees is considered, the findings suggest that PSS has a larger impact on PDM when male managers address female employees. Regarding the moderating effect of PSS on cultural values, it is shown that masculinity and power distance lose importance when employees have the support of their supervisors.