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Supervisor support is widely studied in the organizational literature, yet existing measures tend to exclusively focus on either the provision or the seeking of support, while overlooking instances where employees seek support but do not receive it – an experience termed unanswered supervisor support (USS). In Study 1 (N = 312 employees), we developed a measure of the experience of USS and examined its reliability and validity. In Study 2, we provided further support for the measure and, using a diary methodology, examined daily fluctuations in the experience and consequences of USS. Drawing from self-determination theory, we expected that need satisfaction and frustration would mediate the effects of USS on emotional exhaustion, perceived leadership effectiveness, and helping behavior. For five workdays, 199 employees completed a survey at the end of each workday. As predicted, on days when employees experienced USS, they had greater need frustration and emotional exhaustion. They also had lower need satisfaction and perceived their supervisor as a less effective leader. The association between USS and emotional exhaustion was mediated by need frustration – in particular, frustration of the needs for competence and relatedness. Further analyses showed that relatedness frustration mediated the effects of USS on employees' perceptions of their leader's effectiveness. The experience of USS in daily work life has implications for employees' well-being and the way they perceive their supervisor. Thus, employees, supervisors, and organizations need to be aware of the impact of USS and how to prevent and manage its occurrence. [ABSTRACT FROM AUTHOR]

Purpose: While existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers. Design/methodology/approach: Based on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression. Findings: The outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance. Practical implications: By enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted. Originality/value: The results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance. [ABSTRACT FROM AUTHOR]

Introduction:The construct of a discriminatory work environment is becoming increasingly significant in organizations due to its potential impact on corporate, health, and economic stress. Economic stress, in particular, can be viewed as a potential stressor, comprising both objective and subjective components. This research aims to demonstrate how the perception of a discriminatory work environment can affect workers’ perceived well-being, considering supervisor support and economic stress as potential mediators. Methods:A parallel mediation analysis was conducted on 170 managers to examine the associations between a discriminatory work environment, psychological distress, supervisor support, and economic stress. Subsequently, a simple mediation model was tested on a second sample of 358 employees to explore the relationships between a discriminatory work environment, supervisor support, and psychological distress. Results:The findings indicate that the total effect of a discriminatory work environment on employees’ psychological well-being is significant. Additionally, there is a direct positive effect of a discriminatory work environment on employees’ psychological distress, supervisor support, and economic stress. In the second sample, the results demonstrate that a discriminatory work environment significantly affects the lack of supervisor support, which, in turn, significantly impacts psychological distress. Discussion:This research highlights the importance of promoting a non-discriminatory work environment to ensure greater psychological well-being and foster a positive organizational climate. Assessing and training managers to provide effective support may also be promising strategies for enhancing well-being and performance in the workplace.

In recent years, with rapid societal advancement and profound transformations in knowledge production, doctoral students are increasingly facing significant time pressures. These pressures not only stem from an escalation in research tasks but also from urgent demands for innovative outputs. Grounded in Affective Events Theory, this study explores the dual impact of time pressure on the innovative behaviors of doctoral students in China. It specifically examines how challenge and hindrance time pressures affect doctoral students' innovative behavior through the mediating role of research self-efficacy and the moderating role of supervisor support. This research employed SPSS 26.0 and Mplus 8.3 for statistical analysis, analyzing multi-time point data collected from 452 Chinese doctoral students between May and August 2023. The results reveal that challenge time pressure significantly positively impacts doctoral students' innovative behavior, while hindrance time pressure has a significant negative impact. Furthermore, research self-efficacy partially mediates the relationship between both challenge and hindrance time pressures and innovative behavior. In this process, the moderating role of supervisor support is significant, enhancing the positive effects of challenge time pressure and mitigating the negative impacts of hindrance time pressure, highlighting the importance of supervisor support in optimizing the impact of time pressure and promoting doctoral students' innovative behavior. These findings not only enrich the theoretical framework in the field of time pressure research but also provide practical guidance for universities and supervisors on how to support doctoral students in effectively managing time pressure and fostering their innovation. [ABSTRACT FROM AUTHOR]

Background: In the pursuit of fostering employees' well-being, leaders are recognized as playing a vital role. However, so far, most of the existing research has focused on leadership behavior and the superficial interaction between leaders and members but has unexpectedly ignored the specific supporting role of supervisors in the career development of employees, that is, supervisory career support. Additionally, the internal mechanism of how career support from supervisors is related to and promotes employees' well-being is still unclear. Based on social cognitive career theory (SCCT), this study aimed to explore whether, how, and when supervisory career support affects employee well-being by introducing the two paths of 'career prospect' and 'career confidence.' Methods: During July 2023, this study employed a cross-sectional design. We gathered participants from corporate situated in Southern China. Results: Results based on a large sample of 14,533 employees showed that supervisory career support was positively related to employees' well-being through the dual path of career prospects (opportunity) and career confidence (ability). Employees high in proactive personality experienced the above positive effects most. Conclusion: This study provides meaningful implications for managers to implement personalized support strategies to improve employees' well-being. [ABSTRACT FROM AUTHOR]

Objective: Motor vehicle incidents or apparatus crashes are a leading cause of firefighter fatalities in the United States. Nonuse of seat belts has been linked to some of these fatalities. This research seeks to understand the relationship between safety climate and seat belt use among firefighters, as findings will provide insights into factors that may bolster seat belt use and protect firefighters. Methods: Data were collected from 208 career firefighters working for a city fire department in the southeastern United States. Structural equation modeling was used to test a hypothesized model and to assess the relationships between organizational safety climate, work group safety climate and seat belt use. Results: It was determined that positive perceptions of workgroup safety climate, as a higher order factor, comprised of supervisor support, horizontal cohesion, and vertical cohesion, was positively associated with seat belt use within a sample of firefighters. Organizational level safety climate did not have a significant relationship with seat belt use but did positively influence workgroup safety climate perceptions. Conclusions: Safety climate has been associated with safety compliance and participation behaviors, but more research was needed to specifically examine the impact of safety climate on seat belt use in firefighters. The findings point to the importance of safety climate as a leading indicator and predictor of seat belt use. Bolstering safety climate through safety programs, commitment to safety, effective communication, supportive supervisors and cohesion should ultimately aid in bolstering seat belt use among firefighters, which is important to curtailing firefighter injuries and fatalities. [ABSTRACT FROM AUTHOR]

Child protection residential support workers experience physical and emotional workplace stressors that put them at high risk of experiencing burnout. Despite the demanding nature of residential support work, there has been limited research into the experience of Australian residential support workers and the factors that are linked to burnout in this environment. Johnson and Hall's (1988) Job Demand-Control-Support model proposes that burnout occurs when individuals in high demand roles also have limited control and social support in their roles. The current study aimed to understand the relationship between locus of control and burnout, and perceptions of supervisor support and burnout in residential care environments. A cross-sectional online survey was completed by 50 Australian residential support workers, recruited through two resident homes, social media, and an industry association e-mail list. This survey included the Work Locus of Control Scale, the Survey of Perceived Organisational Support, and the Copenhagen Burnout Inventory. Data were analyzed using two separate hierarchical regression models. Findings indicated that a greater external locus of control was associated with higher work-related burnout. Additionally, a significant negative relationship was seen between perceived supervisor support and burnout. In developing practice, frameworks designed to prevent or reduce burnout, the impact of locus of control and perceptions of supervisor support should be considered. Further research is recommended to understand the complexity of these relationships along with other factors specific to residential support work that may also impact burnout. Practice Implications: Perceived supervisor support is associated with lower work-related burnout in Australian residential care workers Residential care workers who feel they have less control in their workplace are likely to experience higher work-related burnout Increased staff involvement in decisions related to working conditions in residential care may reduce the prevalence and impacts of burnout [ABSTRACT FROM AUTHOR]

Grounding on career mobility theory, this scholarship tested a moderated mediated model to examine the relationship between perceived overqualification, occupational instrumentality and career growth. Further, this study examined how occupational instrumentality—acts as a stepping stone towards career growth and will act as a mediator and supervisor support as a moderator. We tested our hypotheses with a diverse sample in Pakistan. Data was collected from 437 employees working in the corporate sector at Islamabad Capital Territory, Pakistan. Results show a positive and significant relationship between perceived overqualification, occupational instrumentality and career growth. Moreover, occupational instrumentality mediates the relationship between perceived overqualification and career growth. Supervisor support strengthens the direct path between perceived overqualification and occupational instrumentality and indirectly affects career growth via occupational instrumentality. This study contribute to the perceived overqualification literature by identifying perceived overqualification–"the flip side of the coin" and occupational instrumentality play a key role as a stepping stone in individual career growth. [ABSTRACT FROM AUTHOR]

Customer incivility is an increasingly important issue, particularly in the banking sector. This study investigates the factors contributing to customer incivility and its impact on frontline employees in Vietnam. Additionally, it examines the potential moderating influence of supervisor and co-worker support in the context of an uncivil work environment. A quantitative approach was employed, with surveys distributed to 806 bankers in Ho Chi Minh City who frequently encounter customer incivility. The collected data were thoroughly analyzed using structural equation modeling. The analysis reveals that a selling orientation, as opposed to a customer orientation, strongly contributes to customer incivility and its consequences such as banker revenge motivation and decreased job performance. Notably, co-worker support, rather than supervisor support, moderates the relationship between customer incivility and employee revenge motivation. This study emphasizes the vital role of co-worker support in mitigating negative intentions and deviant behaviors resulting from customer incivility in the banking sector. Managers can enhance teamwork and job performance by encouraging sympathy, sharing, and supporting their staff members. This study highlights the importance of addressing customer incivility and comprehensively exploring its root causes and effects. This highlights the distinctive role of co-workers in the Vietnamese banking industry. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim(s) Design Methods Data Sources Results Conclusion Implications for the Profession and/or Patient Care Patient or Public Contribution To explore whether nurses' use of different approaches to manage patient mistreatment can exert distinctive effects on their emotional exhaustion and life satisfaction, and to examine whether supervisor support can mitigate the negative effects of emotional exhaustion on nurses' life satisfaction.A time‐lagged three‐wave survey study with a 2‐week time interval was conducted in 2022.A total of 257 nurses from a Joint Commission International (JCI) accredited general hospital located in eastern China in 2022 completed three‐wave surveys. Descriptive analyses, confirmatory factor analyses and mediation and moderated mediation analyses were performed.Data were collected by using three‐wave self‐reported questionnaires from 257 nurses from a Joint Commission International (JCI) accredited general hospital located in eastern China in 2022.Nurses who managed patient mistreatment more cooperatively experienced lower levels of emotional exhaustion, whereas those who managed patient mistreatment more competitively experienced higher levels of emotional exhaustion. Emotional exhaustion was negatively related to life satisfaction. Moreover, emotional exhaustion mediated the positive and negative relationships between cooperative and competitive conflict management approaches and overall life satisfaction. Additionally, supervisor support mitigated the negative impact of emotional exhaustion on life satisfaction and the indirect effects of conflict management approaches on life satisfaction.To effectively manage the negative impact of patient mistreatment on nurses, both nurses themselves and their supervisors play an important role. Nurses who adopt a cooperative conflict management approach experience lower levels of emotional exhaustion and higher levels of life satisfaction. Supervisor support can alleviate the negative effect of emotional exhaustion on life satisfaction.The findings provide a better understanding for nurses on how to mitigate the detrimental effects of patient mistreatment on nurses and highlight the role of both nurses themselves and their supervisors in protecting nurses' well‐being.No patient or public contributed to the design or conduct of the study, analysis or interpretation of the data, or in the preparation of the manuscript. [ABSTRACT FROM AUTHOR]

Past research suggests that personal Internet usage (PIU) at work can carry both costs and benefits for employees, but offers no explanation for these mixed results. In this research, we argue that the competing findings might be due to the existence of different types of PIU. We take a daily approach and propose that hedonic PIU (HPIU, i.e. relaxing oneself) benefits employees' end‐of‐workday well‐being and work engagement while utilitarian PIU (UPIU, i.e. solving others' problems) hinders their well‐being and work engagement. We test our theorizing using three studies. In Study 1, we summarized previous PIU studies and relied on machine learning methods to classify the 618 PIU activities identified in prior studies. We found that prior research mixed HPIU and UPIU and might reach different conclusions. In Study 2, we condensed the PIU activity list in Study 1 and developed measurement scales of HPIU and UPIU. In Study 3, we analysed 1063 multi‐wave daily inputs from 125 employees and found that on a daily basis, HPIU benefits employees' well‐being by fostering a state of recovery, while UPIU impedes well‐being and work engagement by inducing a state of depletion. Moreover, supervisor support for employees' personal behaviours strengthens the beneficial effect of HPIU. [ABSTRACT FROM AUTHOR]

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The purpose of this study is to determine the mediating role of supervisor support in the effect of management skills perceived by employees on the level of trust in supervisors. The sample of the study, in which quantitative research design was adopted, consists of employees in small and medium-sized enterprises operating in Kırşehir. Data were collected from 417 people reached by convenience sampling method through online survey. Smart-PLS statistical program was preferred to analyze the collected data. In line with the results obtained from the research, it was concluded that supervisor support has a partial mediating role in the effect of management skills on the level of trust in supervisors. Based on the research findings, it can be said that perceptions of management skills should be improved to increase trust in supervisors. In addition, it should be taken into consideration that perceptions of supervisor support will also be effective in this process.

Managers employed in public healthcare systems are in charge of many jobs, including administration and organisation of procedures, but the most important of all is human resource management. Every manager must have certain communication competencies because one of the main characteristics of good leadership is the quality of communication with employees. This research aimed to examine how the communication and support of the immediate superior, the nurse manager, affects the work engagement of nurses. The survey was conducted online based on a specially constructed questionnaire. The research sample consists of nurses employed in the public hospital system of the Republic of Croatia. The results showed that there were differences in the work engagement of nurses with respect to the perception of different communication styles of nurse managers, as well as that there was a correlation between the perception of nurse manager support and the work engagement of nurses. It was also found that there was a different association between different communication styles and supervisor support. Nurse managers do not work directly with patients, but the way they communicate indirectly affects the quality of health care. Therefore, it is extremely important to use an assertive communication style and provide support to nurses who directly pursue nursing care, which ultimately leads to a better quality of health care for the users. [ABSTRACT FROM AUTHOR]

Since the onset of the COVID-19 pandemic, work and life has became more blended as more workers have shifted to a telework context. Due to these notable changes in work and life, it is important to consider how supervisors are supporting their employees and how employees feel supported regarding their nonwork responsibilities. Here, we qualitatively and quantitatively assessed how well traditional conceptualizations of family-supportive supervisor behaviors (FSSB) align with the telework context. Results from interviews with supervisors and subordinates suggest that the traditional FSSB framework is relevant to the telework context, but that the actual expression of FSSB is somewhat different and unique when supervisors and subordinates work remotely. We followed up this qualitative investigation with a cross-sectional, online survey. Survey results also suggested that the traditional FSSB conceptualization holds within the telework context. Overall, based on our mixed methods, two-study report, we provide preliminary evidence that FSSB in a telework context are consistent with traditional conceptualizations (i.e. align with traditional dimensions) but the actual engagement in and reception of these behaviors may be different (i.e. consist of nuanced behavioral expressions). [ABSTRACT FROM AUTHOR]

This study investigates the impact of performance appraisal satisfaction, salary satisfaction, and supervisor support on employee turnover intention, with job attachment acting as a mediating variable. Turnover intention refers to the likelihood of employees leaving their current job, which can significantly affect organizational productivity and incur high costs. The research focuses on employees in the food processing industry in Sukoharjo Regency. Using a quantitative survey and cross-sectional method, data were collected from 300 employees through questionnaires and analyzed using Smart PLS 3.2.9 software. The results indicate that performance appraisal satisfaction, salary satisfaction, and supervisor support positively affect job attachment, which in turn negatively influences turnover intention. Job attachment mediates the relationship between performance appraisal satisfaction, salary satisfaction, and supervisor support on turnover intention. These findings contribute to the literature on human resource management and provide practical insights for organizations to enhance employee retention by fostering job attachment through fair performance appraisals, adequate salary, and strong supervisor support. [ABSTRACT FROM AUTHOR]

Recognizing the substantial challenges faced by frontline employees in the dynamic tourism and hospitality industry, who frequently contend with incivility during their daily interactions with customers, this study represents a valuable addition to the incivility literature. The primary objective of this research is to investigate the adverse effects of customer incivility on frontline employees' behaviour, with a particular focus on examining their affective and cognitive responses. Frontline employees in the US. Midwest participated in the survey questionnaires. A two-step structural equation modeling (SEM) examined the measurement model and structural model. The study's findings provide compelling evidence that customer incivility relates to employees' negative affectivity concerning their jobs. This negative affectivity is unveiled as an underlying mechanism that establishes a connection between customer incivility and decreased service performance and increased turnover intention. Additionally, customer incivility triggers cognitive responses in employees, leading to a desire to retaliate, which has a negative impact on their service performance. The moderating role of supervisor support was observed. In identifying both mediators and a moderator of customer incivility's impact on employee performance, this research endeavours to enrich the existing literature. The study shares a thoughtful discussion of the theoretical and practical implications. [ABSTRACT FROM AUTHOR]

In this study, a multilevel moderated mediation model is analyzed using the motivational pathway of the job demands-resources (JD-R) model to explore the connections that can prevent teacher presenteeism. We utilized a multilevel structural equation modelling (MSEM) approach with Bayesian estimation to examine the relationships between teacher presenteeism, work engagement, supervisor support, and colleague support. We used data collected from a sample of teachers working in public schools located in the city center of Elâzığ, which is situated in the eastern part of Turkey. The results indicated that there is a positive relationship between supervisor support and work engagement, as well as a negative relationship between supervisor support and teacher presenteeism through work engagement. Furthermore, we found that under conditions of colleague support, these relationships are strengthened, indicating that colleague support plays a moderating role in these relationships. Finally, following the presentation of the theoretical contributions of the findings, we provide educational implications that would help isolate teachers from the risk of presenteeism and foster positive work emotions. [ABSTRACT FROM AUTHOR]

Generation Z represents a significant portion of the current workforce and is poised to become dominant in the engineering field. As the new generation arises, employee retention becomes a crucial topic in the Philippines. Hence, this study explored the factors influencing employee retention among Generation Z engineers in the Philippines using machine learning feature selection (filter method's permutation, wrapper method's backward elimination, and embedded method's Least Absolute Shrinkage and Selection Operator) and classifiers (support vector and random forest). A total of 412 participants were gathered through a purposive sampling technique. The results showed that six out of seven investigated features were found to be significant factors impacting Generation Z engineers' intention to remain in a company. These six features were supervisor support, company attachment, job satisfaction, contribution, emotional support, and shared value, organized in descending order of feature importance. These were further explained by fifteen significant subfeatures representing each feature. Only one feature, servant leadership, was deemed insignificant. These findings were extracted from the optimal combination of machine learning algorithms. Particularly, feature selection's backward elimination brought 85.66% accuracy, and the random forest classifier further enhanced the accuracy value to 90.10%. In addition, the model's precision, recall, and F1-score values were 89.50%, 90.10%, and 88.90%, respectively. This research also provided practical insights for the company executives, organizational leaders, and human resources department seeking to enhance employee retention strategies. These implications were based on the significant features influencing Generation Z engineers' retention, ultimately contributing to the long-term success and competitiveness of organizations. [ABSTRACT FROM AUTHOR]

In recent years, with rapid societal advancement and profound transformations in knowledge production, doctoral students are increasingly facing significant time pressures. These pressures not only stem from an escalation in research tasks but also from urgent demands for innovative outputs. Grounded in Affective Events Theory, this study explores the dual impact of time pressure on the innovative behaviors of doctoral students in China. It specifically examines how challenge and hindrance time pressures affect doctoral students’ innovative behavior through the mediating role of research self-efficacy and the moderating role of supervisor support. This research employed SPSS 26.0 and Mplus 8.3 for statistical analysis, analyzing multi-time point data collected from 452 Chinese doctoral students between May and August 2023. The results reveal that challenge time pressure significantly positively impacts doctoral students’ innovative behavior, while hindrance time pressure has a significant negative impact. Furthermore, research self-efficacy partially mediates the relationship between both challenge and hindrance time pressures and innovative behavior. In this process, the moderating role of supervisor support is significant, enhancing the positive effects of challenge time pressure and mitigating the negative impacts of hindrance time pressure, highlighting the importance of supervisor support in optimizing the impact of time pressure and promoting doctoral students’ innovative behavior. These findings not only enrich the theoretical framework in the field of time pressure research but also provide practical guidance for universities and supervisors on how to support doctoral students in effectively managing time pressure and fostering their innovation.

Purpose – This study aims to investigate how the supervisor support (SVS) and co-worker support (CWS) affects employees in micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. Aims(s) – This study tested and strengthened the results of previous research regarding how SVS and CWS increased the motivation and performance of employees in the MSME sector in Yogyakarta, Indonesia. Design/methodology/approach – This study used 426 employees who were collected using a questionnaire. After the questionnaire was declared valid and reliable using the data collected, it was continued with testing the research hypothesis using structural equation modeling (SEM) with a two-step approach. Findings – The results of this study found that employees do need support from supervisors and co-workers, so that all variables in this study are correlated. In addition, employee motivation was directly influenced by emotional CWS, while employee performance was influenced by instrumental CWS. SVS had no direct effect on motivation and performance but encouraged employees to provide support to their co-workers both emotionally and instrumentally. Limitations of the study – The limitations of this research were using cross-section data to test the mediation model and using self-assessment in filling out the questionnaire which caused common method variance. Future research would be better if longitudinal data and other ratings were used to overcome this problem. Practical implications – Supervisor support has an effect for increasing co-worker support. These two forms of support are very necessary in increasing employee motivation and performance. Originality/value – Unlike the results of previous research, this research found that leader support cannot immediately improve employees’ performance. Supervisor support was mediated by other variables, which in this case was co-worker support which can motivate employees to improve their performance.

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self‐efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self‐efficacy. [ABSTRACT FROM AUTHOR]

Employees' pro-environmental behaviours at work can contribute to reducing organizations' environmental impacts through the integration of environmental practices into daily routines. This study explored how a green climate at the organizational and co-worker level and supervisor support help predict employees' voluntary green behaviours at work, particularly regarding waste separation. Organizational identification's mediating role in these relationships was also examined. Cross-sectional, correlational research was conducted at a Portuguese higher education institution in which 164 employees responded to an online survey. The results reveal a significant positive association between workers' perceptions of a green organizational climate and their reported pro-environmental behaviours, but organizational identification does not mediate the green climate–pro-environmental behaviours relationship. In addition, supervisor support's effect on pro-environmental behaviours was only marginally significant. These findings underline the importance of organizational-level initiatives as a way to promote green behaviours at work, but a better understanding of the processes generating these relationships is still needed. The practical implications include the need for more investment in initiatives that focus on making environmental concerns part of organizations' daily procedures and routines. [ABSTRACT FROM AUTHOR]

Healthcare services provided by registered dietitians and dietitians have been changing because of evolving lifestyles and population dynamics, leading to subsequent changes in the occupational status and experiences of these professionals. However, few studies have examined occupational stress among registered dietitians and dietitians. This study involved a cross-sectional survey to investigate the status and associated factors of work engagement among registered dietitians and dietitians, whose professions differ based on licensing processes and scope of work. A total of 3,593 questionnaires were distributed, 1,890 responses were received, and 1,654 valid questionnaires were analyzed. Work engagement was measured using the Utrecht Work Engagement Scale. Multiple regression analysis was conducted to examine the associations between work engagement and each factor. The work engagement scores of dietitians were significantly lower than those of registered dietitians. Further, work engagement was associated with age, workplace, coworker support, and effort-reward ratio for both registered dietitians and dietitians. However, exercise habit was a significant factor associated with work engagement only among dietitians. Work engagement among registered dietitians was comparable to that of typical Japanese workers, whereas it was lower among dietitians. The findings highlight the importance of considering associated factors to improve work engagement further, especially among dietitians. [ABSTRACT FROM AUTHOR]

This article examines the impact of work stress and supervisor support on turnover intention among commercial local television employees in Semarang City. The study finds that job stress increases the intention to leave a job, while supervisor support decreases it. The relationship between work stress and supervisor support is mediated by work-life balance. The study contributes to the existing literature on job stress, supervisor support, and turnover intention in the television industry. The findings suggest that job stress and supervisor support are important factors in job engagement, work-life balance, and turnover intention among commercial local television employees in Semarang City. The study recommends that management provide flexible working hours to help employees manage their personal and family concerns. However, the study is limited to Semarang City and suggests future research should expand the scope. [Extracted from the article]

As a feedback form that emphasizes quality and includes developmental and informational components, supervisor developmental feedback has been shown to have a more positive impact on subordinates' personal growth and performance. However, there is limited empirical research that clarify the components of supervisor developmental feedback with different valence. This paper aims to investigate the underlying mechanism and boundary condition of the relationship between different developmental feedback and employee performance improvement. To do so, we utilize the job demands-resources model and the conservation of resources theory as our framework. Participants were recruited online from Credamo's full-time employee pool. Our study collected 259 surveys nested in China, employing a two-wave time-lagged method. Supervisor developmental feedback and supervisor support were measured at time 1, job crafting and job performance were measured at time 2. The measurement tools for the above variables are all derived from previous studies. The results indicate that positive supervisor developmental feedback has a mediated effect on employee job performance through promotion-oriented job crafting. This relationship is further influenced by supervisor support, with a stronger effect observed when supervisor support is high. On the other hand, the relationship between negative supervisor development feedback and employee performance through prevention-oriented job crafting will be moderated by supervisor support, and the above indirect effect completely reversed with different levels of supervisor support. The findings of this study have important theoretical and managerial implications, shedding light on the impact of different types of developmental feedback on employee performance outcomes. [ABSTRACT FROM AUTHOR]

Introduction: Building on the motivational process of the job demands-resources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods: In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results: Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion: Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective well-being that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace. [ABSTRACT FROM AUTHOR]

Employees or human resources have an essential and significant share in the company. The company also realizes that job satisfaction and employee welfare are vital to the company's business activities. With job satisfaction and welfare owned by employees, the company gets feedback such as maximum performance and profits. This study aims to determine whether supervisor support and work environment significantly influence job performance through employee engagement in the wood production industry in East Kalimantan. The data type used is quantitative, with primary data as the data source in this study. The primary data used was a questionnaire distributed on Google Forms. The data obtained amounted to 200 respondents. The data analysis technique used in this study is SEM (Structural Equation Modelling), and SEM-PLS (Partial et al.) is used as a data processing tool. The results of research that have been conducted show that supervisor support has a significant effect on employee engagement, the work environment has a significant effect on employee engagement, employee engagement has a significant effect on job performance, supervisor support has a significant effect on job performance, and work environment has a significant effect on job performance, supervisor support, and work environment have a significant effect on job performance through employee engagement. [ABSTRACT FROM AUTHOR]

Background: Research demonstrates sustained return to work (RTW) by individuals on medical leave is influenced by personal and job resources and job demands. Relatively few studies have been conducted in the workers' compensation context that is known to have longer absence durations for RTW. Aims: This study sought to illuminate workers' experience as they returned to work following a work injury that was either psychological in nature or involved more than 50 days of disability, with a focus on the co-worker, supervisor, and employer actions that supported their return. Methods: Workers in Saskatchewan, Canada, with a work-related psychological or musculoskeletal injury, subsequent disability, and who returned to work in the last three years, were invited to complete an online survey comprising of freetext questions. Thematic analysis was used to explore participants' experiences. Results: Responses from 93 individuals were analysed. These revealed that persistent pain, emotional distress, and loss of normal abilities were present during and beyond returning to work. Almost two-thirds indicated that the supervisors' and co-workers' support was critical to a sustained return to work: their needs were recognized and they received autonomy and support to manage work demands. By contrast, one-third indicated that the support they expected and needed from supervisors and employers was lacking. Conclusions: Workers returning to work lacked personal resources but co-workers' and supervisors' support helped improve confidence in their ability to RTW. Supervisors and employers should acknowledge workers' experiences and offer support and autonomy. Likewise, workers can expect challenges when returning to work and may benefit from cultivating supportive relationships with co-workers and supervisors. [ABSTRACT FROM AUTHOR]

Purpose: This paper’s purpose is to deepen our understanding of what drives bottom-up operations strategy formation – that is, continuous improvement activities at the front line – with a particular focus on operations strategy understanding. That way, it aims to contribute to the awareness of management quality in manufacturing – a cornerstone of national competitiveness. Methodology: We examine the antecedents of individual Kaizen generation by frontline employees, drawing on the well-established Motivation-Opportunity-Ability framework and focusing on the dimension of ability – that is, understanding operations strategy. Survey data on 217 frontline employees, working in 17 teams on 11 different production lines, were “triangulated” with their team leader assessments and the plant’s archival records. We tested the hypothesized relationships via analyses that incorporate both structural equation modeling and multiple regression techniques. Findings: Our results suggest that employees typically overestimate their understanding of the plant’s operations strategy and that productivity is driven more by an objective than a subjective understanding of that strategy. We also find that incremental innovation is facilitated by supervisor support, employee engagement, and an employee suggestion scheme; in contrast, neither autonomy nor selected control variables (e.g., age or seniority) has a significant effect. Originality: Our findings and the unique metrics we developed for better management of strategy understanding should help managers increase the productivity of their operations and thus the competitiveness of their respective firms.

This study aims to investigate the impact of leadership support on the interplay between role stressors and turnover intentions among IT workers in Bengaluru. The study focuses on five constructs: role stressors, job performance, job satisfaction, supervisor support, and turnover intention. Using a questionnaire, data were collected from 196 IT employees, with 187 valid responses for analysis. Structural equation modeling (SEM) through Smart PLS software assessed the relationships between the constructs. The findings reveal that role stressors significantly contribute to IT workers’ intention to leave their organizations. Moreover, the connections between role stressors and both job performance and job satisfaction are influenced by the level of supervisor support. Supervisor support emerges as a crucial moderator in the relationship between role stressors and job satisfaction, highlighting its role in mitigating the negative effects of stress on employees. However, no mediating effect was observed between role stressors and job satisfaction when supervisor assistance was present. Furthermore, the study identifies a negative impact of role stressors on job satisfaction and, subsequently, a negative influence of job satisfaction on turnover intentions. These findings underscore the importance of supportive leadership in enhancing employee performance and job satisfaction, reducing the likelihood of turnover. This paper emphasizes the significance of leadership support as a key factor in shaping the dynamics between role stressors and turnover intentions among IT workers. The results suggest that fostering a supportive supervisory environment can positively influence employee well-being and retention in the IT industry.