To see the other types of publications on this topic, follow the link: Supervisor call.
Journal articles on the topic 'Supervisor call'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Supervisor call.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Meglich, Patricia, Sean Valentine, and Dale Eesley. "Perceptions of supervisor competence, perceived employee mobility, and abusive supervision." Personnel Review 48, no. 3 (April 1, 2019): 691–706. http://dx.doi.org/10.1108/pr-08-2017-0239.
Full textAbstract:
Purpose In response to the call for deeper investigation of abusive supervision (Martinko et al., 2013), the purpose of this paper is to examine perceived supervisor competence and perceived employee mobility (an individual’s perception of his/her ability to obtain new employment) to better understand contextual and individual factors that potentially influence the degree of harmful supervisory behaviors experienced by employees. Design/methodology/approach Responses from 749 survey participants were analyzed to determine the impact of perceived supervisor competence and perceived employee mobility on perceptions of abusive supervisory conduct. A bootstrapping-based mediation analysis (Hayes, 2012) was used to test for mediation by the variables of interest. Findings The authors found that perceived supervisor competence is associated with weakened perceptions of abusive supervision, and that this relationship is partially mediated by respondents’ perceived occupational mobility. Research limitations/implications The data are cross-sectional and were collected with a self-report questionnaire and compiled utilizing student-enumerators. The sample was also regional in scope and lacked information that would indicate if respondents were also supervisors. Practical implications These results imply that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater individual employee perceived mobility. Human resource (HR) professionals can implement practices to decrease the likelihood of abusive supervisory conduct by ensuring that supervisors are competent in their jobs, facilitating a coaching/mentoring process between supervisors and subordinates and establishing/maintaining an effective developmental performance feedback process for supervisors. Social implications Since perceived supervisor competence is one element of reducing abusive conduct, while also enhancing subordinate perceived mobility, selection and training efforts should focus on hiring and preparing individuals to be effective work supervisors. Enhancing worker capabilities and marketability may result in greater perceived occupational mobility and reduced perceptions of abuse by supervisors. Originality/value These results lend support to the argument that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater perceived mobility among employees. Organizations may benefit through lowered employee turnover, employees may enjoy more harmonious, supportive relationships with their supervisors and HR staff may benefit by having competent supervisors who do not generate employee complaints and intentions to quit.
2
Herd, Corey L., and Tracy J. Cohn. "Constructing and Maintaining Appropriate Boundaries within Clinical Supervision Relationships." Perspectives on Administration and Supervision 19, no. 1 (March 2009): 30–35. http://dx.doi.org/10.1044/aas19.1.30.
Full textAbstract:
Abstract Considerable literature on the relationship between supervisor and supervisee has emerged in the last decade. Much of this literature, however, has examined the relationship that occurs between psychologist and psychology supervisee. In the domain of speech-language pathology and audiology, there is a paucity of information and data. Thus, in response to the limited body of work in the field, the authors hope to first spark discussion around the topic of boundaries within the relationship between clinical supervisors and supervisees. One theoretical model, the “slippery slope,” is presented as a means to understand boundary crossing behavior in the clinical supervision context. The second objective of this article is to explore the working alliance or the working relationship that occurs between a supervisee and a supervisor. Given the multiple roles that a supervisor plays in the life of the supervisee, mentee, and finally colleague, it is likely that at some point, in one of these roles, that the supervisor and/or the supervisee will be faced with a difficult boundary situation. This article is proposed in response to the call from researchers and practitioners who have suggested that one response to addressing boundary violations and boundary crossings is a frank and open discussion.
3
Lavy, Shiri, Hadassah Littman-Ovadia, and Maayan Boiman-Meshita. "The Wind Beneath My Wings." Journal of Career Assessment 25, no. 4 (September 7, 2016): 703–14. http://dx.doi.org/10.1177/1069072716665861.
Full textAbstract:
Using character strengths at work has been associated with desirable feelings, attitudes, and functioning. However, factors promoting strengths use at work have rarely been studied. In the present study, we focused on social support, a key contributor to employees’ functioning and well-being, and examined the effects of supervisor and colleague support on employees’ strengths use. Participants ( N = 120) completed daily measures of their supervisors’ and colleagues’ support, and their use of strengths at work, over 10 workdays. Results indicated that supervisor support (but not colleague support) on a given day predicted increased strengths use on the following day. These results point to the potentially unique role of supervisors (and not colleagues) in promoting employees’ fulfillment of their potential at work and call for examination of strengths use as a mechanism underlying desirable effects of supervisor support on employees’ attitudes and behaviors.
4
Carvalho, Sirley de, and Luciana Mourão. "ANÁLISE DE NECESSIDADES DE TREINAMENTO EM CALL CENTERS." REAd. Revista Eletrônica de Administração (Porto Alegre) 20, no. 3 (December 2014): 740–72. http://dx.doi.org/10.1590/1413-2311.0042013.40564.
Full textAbstract:
Os sistemas de atendimento representam o elo entre a organização e os consumidores e, nesse sentido, deveriam ser entendidos como ferramenta estratégica. Porém, a falta de qualificação dos profissionais de call centers é um fato que tem trazido muitas implicações para a vida das pessoas. O primeiro passo para as ações de capacitação consiste na avaliação de suas necessidades de treinamento. Contudo, apesar de a avaliação de necessidades de treinamento influenciar em todo o processo de Treinamento e Desenvolvimento - T&D, este aspecto ainda tem sido pouco pesquisado. A presente pesquisa objetivou identificar a percepção de necessidades de treinamento de supervisores de call centers e se variáveis pessoais como idade, escolaridade, tempo de serviço, tempo como supervisor e motivação para aprender influenciam nessa percepção de necessidade de treinamento. Participaram do survey 251 supervisores de uma grande empresa de call center e foram realizadas 6 entrevistas em profundidade. Os resultados apontam para: (i) uma baixa percepção de necessidades de capacitação; e (ii) uma predição da motivação para aprender e da percepção de importância e de domínio prévio das competências do curso sobre a percepção de necessidade de treinamento. As variáveis idade, escolaridade, tempo de serviço e tempo como supervisor não figuraram como variáveis preditoras da percepção de necessidades de treinamento. O estudo corrobora outros achados da literatura e aponta contribuições teóricas e metodológicas, além de algumas reflexões que podem ser úteis para os profissionais que atuam na área.
5
Van Boxtel, Joanne M. "Seeing Is Believing: Innovating the Clinical Practice Experience for Education Specialist Teacher Candidates With Video-Based Remote Supervision." Rural Special Education Quarterly 36, no. 4 (October 16, 2017): 180–90. http://dx.doi.org/10.1177/8756870517737313.
Full textAbstract:
A call to implement 21st-century change drivers within teacher preparation is evidenced within policy and research. The use of technology-enhanced methods of supervision where virtual observations of pre-service or in-service teachers are performed by university supervisors or mentors has an established and growing research base that demonstrates improvements in pre- and in-service teacher competencies, as well as programmatic benefits, such as time and cost savings and the ability to supervise remotely. To answer this call, the researcher investigated the strategic implementation of an asynchronous video-based remote supervision model within a university-based teacher preparation program from the perspective of education specialist teacher candidates and their cooperating teachers. Results suggest a video-based remote supervision method is feasible and equally effective or preferred over traditional face-to-face observations by teacher candidates and cooperating teachers for self-reflection, professional growth, and convenience. Time and cost savings resulting from reduced travel for the supervisor are analyzed and discussed. The model and methods presented in this study may be replicated to enable strategic scaling of video-based remote supervision within other teacher preparation programs, particularly those serving candidates in remote or rural areas.
6
Sidhu, Gurnam Kaur, Peck Choo Lim, Sian Hoon Teoh, and Priyadarshini Muthukrishnan. "Students’ Perspectives of Postgraduate Supervision: Desirable and undesirable practices." Environment-Behaviour Proceedings Journal 5, SI3 (December 28, 2020): 205–10. http://dx.doi.org/10.21834/ebpj.v5isi3.2555.
Full textAbstract:
The current global completion rate for postgraduates stands at 60 per cent, and one of the main problems cited is poor supervisory practices among postgraduate supervisors. Therefore, this qualitative study presents the views of nine PhD scholars on postgraduate supervisory practices from four universities in Malaysia. The thematic qualitative analysis categorized the supervisory practices into three main aspects, namely desirable, undesirable, and appalling practices. The findings of this study though not conclusive do shed some light on current supervisory practices. The findings imply that training and perhaps the call for accreditation of postgraduate supervisors is in order. Keywords: postgraduate study; supervisory practices; feedback; learning community; Supervisor-student interaction. eISSN: 2398-4287© 2020. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v5iSI3.2555
7
Benson, Nicole M., John B. Taylor, Suzanne A. Bird, and Scott R. Beach. "“Call Me, Maybe”: Supervisor and Resident Comfort With Indirect Supervision in Psychiatry Training." Psychosomatics 60, no. 5 (September 2019): 474–80. http://dx.doi.org/10.1016/j.psym.2018.12.006.
Full text
8
Hidayah Ibrahim, Siti Nur, Choo Ling Suan, and Osman M. Karatepe. "The effects of supervisor support and self-efficacy on call center employees’ work engagement and quitting intentions." International Journal of Manpower 40, no. 4 (July 1, 2019): 688–703. http://dx.doi.org/10.1108/ijm-12-2017-0320.
Full textAbstract:
Purpose The purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement. Design/methodology/approach Data were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling. Findings As hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions. Originality/value Though work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.
9
Pattnaik, Subash Chandra, and Narendra Panda. "Supervisor support, work engagement and turnover intentions: evidence from Indian call centres." Journal of Asia Business Studies 14, no. 5 (April 13, 2020): 621–35. http://dx.doi.org/10.1108/jabs-08-2019-0261.
Full textAbstract:
Purpose This paper aims to examine the relationship between supervisor support, work engagement and turnover intentions with work engagement playing the role of a mediator. Design/methodology/approach Data from 386 Indian call centre employees through questionnaire survey was collected. A variety of statistical tools such as confirmatory factor analysis, Sobel test and descriptive statistics were used for examining the relationship. Findings From this study, it was found that work engagement partially mediates the relationship between supervisor support and turnover intentions confirming well with the model hypothesized for the study. Originality/value Both employee turnover and disengagement levels in call centres keep on increasing, but very little research has been conducted so far on the linkage between supervisor support, work engagement and turnover intentions. Whatever little research has been conducted so far does not take supervisor support as a one-dimensional construct, thus obscuring its impact on work engagement and turnover intentions. That too, the findings about the relationship between work engagement and turnover intentions are mixed, thus calling for further studies. Moreover, the majority of the studies so far have come from Western contexts. The relationship is yet to be fully understood in the emerging Asian business context.
10
Eulerich, Marc, and Markus Stiglbauer. "Supervisory boards and their new role as a strategic business coach: opening the German black box of upper echelons." Corporate Ownership and Control 9, no. 3 (2012): 321–29. http://dx.doi.org/10.22495/cocv9i3c3art1.
Full textAbstract:
The board’s work is one of the most often discussed corporate governance mechanisms. Nevertheless, the board’s work often is considered a black box or a closed circle, too. The traditional view on German supervisory boards’ tasks within the two-tier system is the one as as a past-oriented supervisor of the management board. In light of the current financial crisis, the call for a general role transfer of German supervisory boards to pro-active, future-oriented/strategic business coaching is getting louder. An empirical study opening the German black box of upper echelons investigates if or/and how such a role transfer has already was carried out. Findings reveal that supervisory boards now actively advice the management board to build up and monitor strategic goals and react immediately case of evidence of a crisis. Moreover, supervisory boards do not longer exclusively consider financial key data but also qualitative data on human resources (e.g. skills/know-how) and sustainability issues (e.g. stakeholder integration) when evaluating strategies.
11
José Chambel, Maria. "Does the fulfillment of supervisor psychological contract make a difference?" Leadership & Organization Development Journal 35, no. 1 (February 25, 2014): 20–37. http://dx.doi.org/10.1108/lodj-03-2012-0031.
Full textAbstract:
Purpose – The purpose of this paper is to set out to analyze the supervisor psychological contract as a new psychological contract focus. Furthermore, the relationship between this psychological contract and the organizational psychological contract is compared in the prediction of job satisfaction and organizational affective commitment among a sample of traditional (in-house) and temporary agency workers. Design/methodology/approach – The hypotheses were tested with multiple group analyses in a sample of 444 Portuguese call center workers: 215 were in-house and 229 were temporary agency workers. Findings – Results confirmed that workers, regardless of their status, distinguished these two foci of psychological contract. However, for temporary workers, the supervisor psychological contract partially mediated the relationship between the organizational psychological contract and attitudes; while for in-house workers the organizational psychological contract was relevant to explain job satisfaction and the two foci of the psychological contract related independently to workers’ affective commitment toward the organization. Research limitations/implications – The study is limited due to the nature of the sample (call center sector where temporary agency and in-house workers received similar opportunities and treatment) and the lack of a longitudinal design. Practical implications – An important implication of this research is that employers should assume the relevance of the supervisor for temporary agency workers. The social exchange between them and the host organization occurs in part through his/her actions. Originality/value – Although supervisor psychological contract has been acknowledged, as far as the authors know there are no empirical studies that support its existence or analyzes its relevance in worker-organization relationships.
12
Westerman, Michiel, Pim W. Teunissen, Joanne P. I. Fokkema, Carl E. H. Siegert, Cees P. M. van der Vleuten, Albert J. J. A. Scherpbier, and Fedde Scheele. "New consultants mastering the role of on-call supervisor: a longitudinal qualitative study." Medical Education 47, no. 4 (March 12, 2013): 408–16. http://dx.doi.org/10.1111/medu.12129.
Full text
13
Shmaryahu, Dorin, Kobi Gal, and Guy Shani. "Supervisor-Worker Problems with an Application in Education." Sensors 21, no. 6 (March 11, 2021): 1965. http://dx.doi.org/10.3390/s21061965.
Full textAbstract:
In many e-learning settings, allowing students to choose which skills to practice encourages their motivation and contributes to learning. However, when given choice, students may prefer to practice skills that they already master, rather than practice skills they need to master. On the other hand, requiring students only to practice their required skills may reduce their motivation and lead to dropout. In this paper, we model this tradeoff as a multi-agent planning task, which we call SWOPP (Supervisor- Worker Problem with Partially Overlapping goals), involving two agents—a supervisor (teacher) and a worker (student)—each with different, yet non-conflicting, goals. The supervisor and worker share joint goals (mastering skills). The worker plans to achieve his/her own goals (completing an e-learning session) at a minimal cost (effort required to solve problems). The supervisor guides the worker towards achieving the joint goals by controlling the problems in the choice set for the worker. We provide a formal model for the SWOPP task and two sound and complete algorithms for the supervisor to guide the worker’s plan to achieve their joint goals. We deploy SWOPP for the first time in a real-world study to personalize math questions for K5 students using an e-learning software in schools. We show that SWOPP was able to guide students’ interactions with the software to practice necessary skills without deterring their motivation.
14
Wijoyo, Aditya, Ari Yuda Laksmana, Banito Adiarto, Desy Arianty, Ng Pwee Hiong, and Heronimus Maryono. "Studi Tentang Faktor yang Mempengaruhi Niat untuk Mengundurkan Diri pada Operator Call Center." Indonesian Business Review 4, no. 1 (June 28, 2021): 1–24. http://dx.doi.org/10.21632/ibr.4.1.1-24.
Full textAbstract:
Keinginan untuk keluar dari pekerjaan bagi operator call-center disebabkan banyak hal. Dengan menggunakan teori Job-Demands Resources model, penelitian ini menguji faktor tuntutan pekerjaan (disonansi emosi), sumber daya pekerjaan (kemandirian pekerjaan dan dukungan supervisor) serta keterlibatan pekerjaan untuk mencari besarnya pengaruh terhadap keinginan untuk keluar. Penelitian ini melibatkan 215 agen call-center di Indonesia. Hasil penelitian menyarankan untuk memperbaiki kepuasan pekerjaan sehingga dapat menurunkan keinginan untuk keluar. Disonansi emosi memberikan hubungan negatif dengan kepuasan pekerjaan dan hubungan positif dengan keinginan untuk berhenti kerja. Kemandirian pekerjaan tidak berkorelasi dengan kepuasan pekerjaan dan keinginan berhenti kerja, juga dukungan atasan tidak berhubungan secara langsung dengan keinginan berhenti kerja.
15
Riva, Maria Grazia, and Nikoleta Ratsika. "Supervision as a Kind of Qualitative Evaluation." SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 4 (May 18, 2015): 178. http://dx.doi.org/10.17770/sie2015vol4.493.
Full textAbstract:
<p><em>The contribution presents a reflection on supervision as one of the possible forms of qualitative evaluation, in the field of work with adult educators. Supervision structures a context where theory and practice, emotions and cognitions, values, representations and fears, anxieties and conflicts can be made to dialogue in continuation. The supervisor continuously offers feedback and interpretations to the educators, thanks to attentive listening and decodes what they express. The constructivist approach to Evaluation, on the one hand, gives full value to the subjectivity of the actors involved in the evaluation process and aims to interpret and understand. So, we can call it hermeneutic evaluation (Perla, 2004). Hermeneutic evaluation sets the problem of finding the meaning of the points of view of the participants. This is where the meeting point with the supervision activity, which consists precisely of a practice guided by a leader who helps the educators to better understand their theoretical frameworks of reference and their basic educational models, lies. Supervision and Evaluation therefore represent two important tools for developing the professionalism of the operators, as shown by the case-study analyzed. The practice of supervision is part of a path of lifelong learning and education (Oggionni, 2013; Zannini, 2005), which passes through experimentation, evaluation and redesigning, in the face of constant monitoring of the needs and learning of the individual and of the team.</em></p><p> </p>
16
Stoffers, Jol, Beatrice van der Heijden, and Ilse Schrijver. "Towards a Sustainable Model of Innovative Work Behaviors’ Enhancement: The Mediating Role of Employability." Sustainability 12, no. 1 (December 24, 2019): 159. http://dx.doi.org/10.3390/su12010159.
Full textAbstract:
In this mixed methods study, a moderated mediation model predicting effects of leader-member exchange (LMX) and organizational citizenship behaviors (OCB) on innovative work behaviors, with employability as a mediator, has been tested. Multi-source data from 487 pairs of employees and supervisors working in 151 small and medium-sized enterprises (SMEs) supported our hypothesized model. The results of structural equation modelling provide support for our model. In particular, the benefits of close relationships and high-quality exchanges between employee and supervisor (LMX), and fostering individual development as a result of employees’ OCB have an indirect effect on innovative work behaviors through positive effects on workers’ employability. Innovative work behaviors depend on employees’ knowledge, skills, and expertise. In other words, enhancing workers’ employability nurtures innovative work behaviors. In addition, we found a moderation effect of organizational politics on the relationship between employability and innovative work behaviors. Secondly, qualitative methods focusing on experiences of the antecedents and outcomes of employability were used to complement our quantitative results. All in all, this study has important consequences for managerial strategies and practices in SMEs and call for an awareness of the dysfunctional effect of perceived organizational politics.
17
Koen, Jessie, Jasmine T. H. Low, and Annelies Van Vianen. "Job preservation efforts: when does job insecurity prompt performance?" Career Development International 25, no. 3 (November 15, 2019): 287–305. http://dx.doi.org/10.1108/cdi-04-2018-0099.
Full textAbstract:
Purpose While job insecurity generally impedes performance, there may be circumstances under which it can prompt performance. The purpose of this paper is to examine a specific situation (reorganization) in which job insecurity may prompt task and contextual performance. The authors propose that performance can represent a job preservation strategy, to which employees may only resort when supervisor-issued ratings of performance are instrumental toward securing one’s job. The authors hypothesize that because of this instrumentality, job insecurity will motivate employees’ performance only when they have low intrinsic motivation, and only when they perceive high distributive justice. Design/methodology/approach In a survey study among 103 permanent employees of a company in reorganization, the authors assessed perceived job insecurity, intrinsic motivation and perceived distributive justice. Supervisors rated employees’ overall performance (task performance and organizational citizenship behaviors). Findings Multilevel analyses showed that job insecurity was only positively related to supervisor-rated overall performance among employees with low intrinsic motivation and, unexpectedly, among employees who experienced low distributive justice. Results were cross-validated using employees’ self-rated performance, replicating the findings on distributive justice but not the findings on intrinsic motivation. Research limitations/implications The results can inform future research on the specific situations in which job insecurity may prompt job preservation efforts, and call for research to uncover the mechanisms underlying employees’ negative and positive responses to job insecurity. The results and associated implications of this study are largely based on conceptual evidence. In addition, the cross-sectional design warrants precaution about drawing causal inferences from the data. Originality/value By combining insights from coping responses and threat foci, this study advances the understanding of when and why job insecurity may prompt performance.
18
Garcia, Ana Maria, and Débora Miriam Raab Glina. "Comportamentos apoiadores de supervisores como moderadores do estresse de operadores de teleatendimento." Saúde, Ética & Justiça 13, no. 1 (June 7, 2008): 14. http://dx.doi.org/10.11606/issn.2317-2770.v13i1p14-27.
Full textAbstract:
<span style="font-family: HelveticaLTStd-Roman; font-size: xx-small;"><span style="font-family: HelveticaLTStd-Roman; font-size: xx-small;"><p>O Call Center ou central de teleatendimento constitui-se num conjunto de atividades que exige a integração do trabalho das pessoas com dispositivos e equipamentos de alta tecnologia, informática e telecomunicação. Os comportamentos apoiadores dos supervisores envolvem o reconhecimento do valor dos subordinados e a sensibilidade às percepções e reações destes, traduzindo-se em atitudes de apoio e de respeito. Objetivo: identificar que comportamentos dos supervisores funcionavam como moderadores ou protetores em relação ao estresse dos operadores. Metodologia: realizou-se um estudo de caso, com entrevistas semi-estruturadas, aplicação de Inventario de Sintomas de Estresse de Lipp (ISSL), encontro de grupo focal e aplicação de Questionário de Comportamentos Apoiadores. Resultados e discussão: Há, na central: 1 gerente, 4 supervisores e 82 operadores. Dentre eles, 42 apresentaram sintomas de estresse, sendo 3 dos cargos de chefia e 39 operadores. Os comportamentos apoiadores dos supervisores foram considerados em três categorias: apoio ao trabalho, a forma de tratamento e motivação. Os comportamentos apoiadores mais valorizados por todos os operadores foram: transparência no feedback (apoio ao trabalho), disponibilidade de ouvir, tratar com educação, cordialidade e respeito (forma de tratamento), encorajar no desenvolvimento do trabalho e criar um bom clima de trabalho (motivação). Constatou-se que o supervisor que apresenta o maior número de comportamentos apoiadores apresenta o menor número de sintomas de estresse e tem o menor número de subordinados com sintomas de estresse.</p></span></span>
19
De Cuyper, Nele, Filipa Castanheira, Hans De Witte, and Maria José Chambel. "A Multiple-Group Analysis of Associations Between Emotional Exhaustion and Supervisor-Rated Individual Performance: Temporary Versus Permanent Call-Center Workers." Human Resource Management 53, no. 4 (June 19, 2014): 623–33. http://dx.doi.org/10.1002/hrm.21608.
Full text
20
Emirza, Sevgi, and Alev Katrinli. "The relationship between leader construal level and leader-member exchange relationship." Leadership & Organization Development Journal 40, no. 8 (November 4, 2019): 845–59. http://dx.doi.org/10.1108/lodj-02-2019-0084.
Full textAbstract:
Purpose The purpose of this paper is to investigate the effect of leader’s construal level, which is the tendency of the leader to construe things abstractly or concretely, on leader-member exchange (LMX) quality and the moderating role of relational demography, which is the comparative similarity between supervisor and subordinate in demographic characteristics. The authors hypothesize a positive relationship between leader construal level and the quality of relationship, such that, as the leader’s construal level increases and becomes more abstract, the quality of relationship improves. Furthermore, demographic similarity is expected to moderate the relationship between leader construal level and LMX quality. Design/methodology/approach Data were collected from 159 employees with an online questionnaire. Hierarchical regression analysis was used for hypothesis testing. Findings Results show that the leader’s construal level is positively associated with LMX quality. Moreover, demographic similarity moderates this relationship such that when subordinate and supervisor have similar demographic characteristics, the effect of leader construal level on LMX is higher. Originality/value This study addresses the call for further research on leader-related antecedents of LMX by showing that leader construal level predicts relationship quality. This study also enhances our understanding of how to leverage the construal level in leadership research. Moreover, this study provides a deeper and more integrated understanding regarding the development of LMX relationships by delineating the interactive effect of leader-related features and relational demography.
21
Biggs, David Michael, Stephen Swailes, and Steven Baker. "The measurement of worker relations: the development of a three-component scale." Leadership & Organization Development Journal 37, no. 1 (March 7, 2016): 2–12. http://dx.doi.org/10.1108/lodj-08-2012-0098.
Full textAbstract:
Purpose – Healthy employee relations are important for individual well-being and are likely to contribute towards job satisfaction and other positive work outcomes. The purpose of this paper is to discuss the importance of worker relations and proposes a new three-component model of worker relations which embraces the relationships that employees have with their co-workers, supervisor and the organisation. Design/methodology/approach – A 20-item inventory was tested using data collected in a local authority (n=157) and led to the retention of nine items which were embodied in a scale for further evaluation. A second study using data using obtained in an emergency call management service (n=85) were used to further evaluate the factor structure of the scale and assess its predictive validity. A third study (n=70) provided further information on the measure. Findings – The new nine-item measure is a viable instrument with adequate reliability for assessing three levels of worker relations. In line with predictions, the three sub-scales (co-worker, supervisor and organisation) were positively correlated with job satisfaction and social relations. Practical implications – The new scale provides a freely available and parsimonious alternative to existing measures of worker relations. Originality/value – The paper considers the component aspects of worker relations before defining, theorising and developing a general purpose short instrument capable of quantitatively measuring worker relations.
22
Tan, Kai Syng. "Towards an anti-racist Fine Art Ph.D.: ‘Anti-racism productive antagonisms’ (ARPA) for the supervisor, student and examiner." Art, Design & Communication in Higher Education 20, no. 1 (April 1, 2021): 49–63. http://dx.doi.org/10.1386/adch_00029_1.
Full textAbstract:
This article outlines three actions for the supervisor, student and examiner to introduce a level of anti-racist consciousness in the journey of the Fine Art Ph.D. The steps are intended as ‘warm-ups’ within and towards more comprehensive, longer term strategies for individuals, departments, faculties and universities, to nurture communities of anti-racist researchers and make UK HE anti-racist. Change takes time, negotiations are unfolding and my brushstrokes are broad. But if the heart of any Ph.D. endeavour is about the development of critical insight, not just by the student into a knowledge area or problem, but about their own position as autonomous researchers, not just within their fields but the wider HE sector and beyond, an actively anti-racist agenda must be integral. I wish to critique my own position as a non-White researcher who has signed up to the neo-liberal, ‘post-race’ university. I welcome feedback, and seek to lay the ground for further work by myself and others. This is my call for researchers in Fine Art and UK HE at large to step up.
23
T, Bharathi, and KS Gupta. "Job Stress and Productivity: A Conceptual Framework." International Journal of Emerging Research in Management and Technology 6, no. 8 (June 25, 2018): 393. http://dx.doi.org/10.23956/ijermt.v6i8.171.
Full textAbstract:
The Indian IT industry has seen an increase of 1.3 million women employees in 2016. The study is about job Stress and employee productivity. From the various review of literature we have identified the factors affecting Job Stress and Productivity. The literature is collected from the year 1974 to 2016 on various areas like the definition of the concepts to various factors influencing the Job Stress and productivity. The various sectors covered on which job stress and productivity factors are studied include construction, banking sector, education institution, financial institution, IT, Call center, and Private hospital. The variables/indicators that can be identified in the existing literature to study job stress are workload, role ambiguity, gender discrimination, interpersonal relationship. The variables/indicators for measuring employee productivity are identified as work schedule/timings, competence of supervisor, compensation, systems and procedures, group dynamics, absenteeism and presenteeism. The paper also throws light on meaning of various indicators mentioned above. In addition, the conceptual framework models the relationship between job stress and productivity.
24
Albatul, Fatimah. "Kewenangan Jaksa dalam Memulihkan Kekayaan Negara." al-Daulah: Jurnal Hukum dan Perundangan Islam 4, no. 01 (April 1, 2014): 45–70. http://dx.doi.org/10.15642/ad.2014.4.01.45-70.
Full textAbstract:
Abstract: this article discusses about the authority of the prosecutor in restoring the state’s assets based on Undang-Undang Kejaksaan No. 16 tahun 2004. Such a constitusional authority is in the form of obtainning special authorization from the government agencies as defined in article 30 paragraph 2 of Undang-Undang Kejaksaan. The scope of the authority includes, law enforcement, legal aid, legal consideration, saving and restoring the state’s wealth. In accordance with restoring the state’s wealth, it can be done by filing a lawsuit in court or by offering peace outside of the court. The authority of prosecutor in restoring the state’s wealth, according to the political jurisprudence, is valid in accordance with the authority of hisbah as a government official supervisor to resolve the dispute in the case of administrative irregularities. So, the prosecutor’s attempt to resolve the dispute can be justified, either by the litigation or non-litigation way. Likewise, it is the hisbah which has the authority to do prosecution and call the parties to be peacefully resolved.Keywords: Prosecutor, recovery, wealth, state, political jurisprudence
25
Marineau, Joshua E. "Trust and Distrust Network Accuracy and Career Advancement in an Organization." Group & Organization Management 42, no. 4 (February 7, 2016): 487–520. http://dx.doi.org/10.1177/1059601115627529.
Full textAbstract:
Although there is some evidence individuals’ knowledge of the organization’s social network can be a valuable resource, providing advantages, it is unclear whether those advantages also relate to employee performance outcomes, such as career advancement. Thus, the question this study seeks to answer is “Does accuracy of the social network provide a unique resource unto itself, positively affecting one’s promotion in the organization?” This question is answered from a social exchange and social resources view using cognitive social structure-style data collected in the call center of a large U.S. restaurant equipment manufacturing firm. Evidence suggests that social network accuracy of the work-related trust and distrust networks increased the chances for promotion compared with the less accurate. In addition, trust and distrust network accuracy moderated supervisor-rated performance effects on promotion, such that accuracy is generally more beneficial for low compared with high performance individuals, increasing their chances of promotion. Contributions to research in career advancement, social networks, network cognition, and positive and negative tie perception are discussed.
26
Choi, Sujeong, KiJu (KJ) Cheong, and Richard A. Feinberg. "Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers." Managing Service Quality: An International Journal 22, no. 5 (August 31, 2012): 492–516. http://dx.doi.org/10.1108/09604521211281396.
Full text
27
Tshukudu, Theophilus Tebetso. "An Integrated Performance Management Model to Be Used By the Botswana Public Service Sector." Journal of Public Administration and Governance 4, no. 2 (May 5, 2014): 26. http://dx.doi.org/10.5296/jpag.v4i2.5717.
Full textAbstract:
The call for improved performance by government ministries and departments is not a new phenomenon in both the developed and the developing countries. The Botswana public service experiences problems which hamper the country’s ability to be competitive. It is therefore important to investigate strategies used by the Botswana public service for the management in performance. Performance management entails formally guiding, directing, measuring, evaluating and rewarding employee effort, competencies and talent to achieve organisational and strategic objectives (Boselie 2010, p. 173). Performance management is also a combined effort between a supervisor and employee to achieve organisational goals. This study investigates the performance management strategies needed for the effective management of performance in the Botswana public service. Subsequently to review literature, the paper proposes a performance management strategic model for the effective facilitation of the of performance management system for the Botswana public. The proposed integrated model serves as a basis for drawing up a survey questionnaire to establish the extent to which supervisors, line and senior managers in the Botswana public service agree or disagree with the model. The questionnaire was sent to a random sample of supervisors, line and senior managers in the Botswana public service, in the Gaborone, Botswana. The empirical results obtained from the survey were analysed and interpreted. They indicated a strong concurrence with theoretical performance management strategies presented in the study. On the basis of the literature that was completed and on the basis of the results of the empirical study, a performance model for the effective implementation of performance management in the Botswana public service was developed. It must be noted that performance management should not be done in a mechanical manner, but should be understood as an essential tool in achieving the vision and mission of an organisation. Performance management also does not take place in a vacuum. It is essential that an organisational culture be analysed to see in which aspects it fosters or hinders effective performance. The organisational culture should be crafted and reinforced to create a high performance environment. Specific attention should be given to leadership, learning and the alignment of individual, team and organisational goals.
28
Zhang, Yong, Lirong Long, and Junwei Zhang. "Pay for performance and employee creativity." Management Decision 53, no. 7 (August 17, 2015): 1378–97. http://dx.doi.org/10.1108/md-11-2013-0596.
Full textAbstract:
Purpose – Previous studies concerning on the effect of reward on individual creativity have generated generally inconsistent conclusions. These ambiguities call for more studies to explore the potential boundary conditions under which reward may or may not promote creativity. The purpose of this paper is to clarify how pay for performance (PFP), a specific type of extrinsic reward awarded in field settings, impacts employees’ creative self-efficacy, and their creativity under varying levels of procedural justice as well as willingness to take risks. Design/methodology/approach – This study used a survey method to investigate nine enterprises in China. A total of 236 matched subordinate-supervisor questionnaires were returned (a 94.4 percent response rate). Because of missing data, the final usable sample comprised 213 subordinate-supervisor matched questionnaires. Findings – The results suggest that for employees with low procedural justice perception or low willingness to take risks, PFP was negatively related to creative self-efficacy and creativity; where procedural justice or willingness to take risks was high, those relationships were positive. In addition, moderated path analysis revealed that when procedural justice or willingness to take risks was high, PFP had a positive indirect effect on creativity via creative self-efficacy, whereas when procedural justice or willingness to take risks was low, the indirect effects of PFP on creativity via creative self-efficacy were negative. Research limitations/implications – The findings shed light on the process through which and the conditions under which PFP may promote creativity. Practical implications – The findings have concrete implications for how to leverage PFP to enhance employee creativity through creative self-efficacy. Originality/value – The results further underscore the need to rethink the simple reward-promotes (or hinders)-creativity model in order to think in more complex ways about how and under what conditions PFP might promote or inhibit creativity. Second, the results of this research better explain how PFP promotes or inhibits creative performance by pointing to the important mediating role of creative self-efficacy. Finally, the results indicated that social cognitive theory can be used as an overarching theory to clarify how and why reward can influence creativity. Thus, the research contributes to the current literature by developing a new theoretical perspective for exploring the relation of reward to creativity.
29
Friedman, Steven Marc, Robert J. Sowerby, Ray Guo, and Glen Bandiera. "Perceptions of emergency medicine residents and fellows regarding competence, adverse events and reporting to supervisors: a national survey." CJEM 12, no. 06 (November 2010): 491–99. http://dx.doi.org/10.1017/s1481803500012719.
Full textAbstract:
ABSTRACTObjective:We sought to characterize the perceptions of emergency medicine (EM) residents and fellows of their clinical and procedural competence, as well as their attitudes, practices and perceived barriers to reporting these perceptions to their supervisors.Methods:A Web-based survey was distributed to residents and fellows, via their residency directors, in all Canadian EM residency programs outside of Quebec.Results:Of 220 residents and fellows contacted in 9 of 10 EM programs of the Royal College of Physicians and Surgeons of Canada and 12 of 13 EM programs of The College of Family Physicians of Canada, 82 (37.3%) completed all or part of the survey. Response rates varied slightly by question; 25 of 82 respondents (30.5% [95% confidence interval (CI) 19.9%–41.1%]) agreed with the statement, “I sometimes feel unsafe or unqualified with undertaking unsupervised responsibilities or procedures, but I do not report this to my senior physician” and 32 of 81 (39.5% [95% CI 28.2%–50.8%]) had felt this within the past 6 months. Moreover, 34 of 82 (41.5% [95% CI 30.2%–52.7%]) reported their lack of competence to a supervisor half the time or less. Trainees reported worry about loss of trust, autonomy or respect (38/80, 47.5% [95% CI 35.9%–59.1%]) or reputation (32/80, 40.0% [95% CI 28.6%–51.4%]). Nights on-call (30/79, 38% [95% CI 26.6%–49.3%]), admission decisions (13/79, 16.5% [7.6%–25.3%]) and central line insertion (13/79, 16.5% [95% CI 7.6%–25.3%]) were reported to be frequently undertaken despite not feeling competent. Suggestions to improve reporting included encouragement to report without penalty (41/82, 50.0% [95% CI 38.6%–61.4%]) and a less judgmental environment (32/82, 39.0% [95% CI 27.9%–50.2%]).Conclusion:Emergency medicine trainees report that they frequently do not feel competent when undertaking responsibilities without supervision. Barriers to reporting these feelings or reporting adverse events appear to relate to social pressures and authority gradients. Modifications to the training culture are encouraged to improve patient safety.
30
Yuan, Chuqin, Yanfei Wang, Wenyuan Huang, and Yu Zhu. "Can coaching leadership encourage subordinates to speak up? Dual perspective of cognition-affection." Leadership & Organization Development Journal 40, no. 4 (June 10, 2019): 485–98. http://dx.doi.org/10.1108/lodj-01-2018-0009.
Full textAbstract:
PurposeThe purpose of this paper is to explore the influencing mechanism of coaching leadership (CL) on employee voice behavior (VB) based on cognitive-affective system theory of personality (CAPS). Specifically, the study intends to build a model of psychological security (PS) and openness to change (OC) that mediate the relationship between CL and employee VB at an individual-level and group-level from cognitive-affective dual perspective.Design/methodology/approachCL, employee VB, PS and OC were assessed in an empirical study based on a supervisor–subordinate dyads sample of 287 employees and 72 team leaders from enterprises in Southern China.FindingsFrom CAPS theory perspective, the authors found that CL promotes employee VB and that PS and OC mediate the relationship between CL and VB.Practical implicationsResults underscore the importance of encouraging managers to engage in CL behaviors, which are conductive to enhancing employee PS and OC thereby improving employee VB. These results also highlight the significance of managerial attention to a secure voice atmosphere and the improvement of employees’ affective commitment to organizational change.Originality/valueThe research findings provide a significant contribution to the literature in that it shows PS and OC as crucial dual mediating mechanism through which CL influences VB. Moreover, this paper is one of the few studies answering the call to examine the effect of leadership at multiple levels.
31
Gold, Joshua M. "Call-Out Supervision." Clinical Supervisor 14, no. 2 (August 14, 1996): 157–62. http://dx.doi.org/10.1300/j001v14n02_13.
Full text
32
Muda, Habsah, Zaharah Salwati Baba, Zainudin Awang, Natasha Shazleen Badrul, Nanthakumar Loganathan, and Mass Hareeza Ali. "Expert review and pretesting of behavioral supervision in higher education." Journal of Applied Research in Higher Education 12, no. 4 (June 19, 2020): 767–85. http://dx.doi.org/10.1108/jarhe-02-2019-0029.
Full textAbstract:
PurposeThe rationale for the postgraduate supervision measures for higher education by the call for universities to adopt a systematic practice in postgraduate supervision through new supervisors' exposure to creative ways of monitoring. This paper aims at understanding, improving and validating the content of behavioral supervision measures using the expert review and pretesting analysis.Design/methodology/approachThe authors developed, modified and operationalized the items based on the developmental supervision theoretical concept by Glickman (1980) to measure the behavioral supervision of postgraduate in higher education. The authors obtain comments and verification from experts for content validity and criterion validity. Later, the authors do pretesting of face validity.FindingsThe result of the expert review and pretesting, analysis, provides measures (items) for the following seven stages (components) of postgraduate behavioral supervision: listening/clarifying; encouraging; presenting/demonstrating; negotiating/problem-solving; directing; standardizing and reinforcing.Practical implicationsThe findings contribute to the rational development of supervision measures and functional transformation in the postgraduate supervision process in higher education at national and international contexts.Social implicationsThese supervision measures, if practiced by the supervisors and postgraduates' students, will accelerate and achieve the aspiration initiative of the Ministry of Higher Education. In general, based on the needs identified, the positive impact of this study can improve national and international postgraduate program educational outcomes.Originality/valueThere is limited number of empirical research which resulted in postgraduate behavioral supervision measures in the context of higher education.
33
Stefan, R., J. Maskalyk, L. Puchalski Ritchie, M. Salmon, and M. Landes. "P023: Development of a Canadian Global Health Emergency Medicine (GHEM) Certificate Program based on established best practices." CJEM 22, S1 (May 2020): S72—S73. http://dx.doi.org/10.1017/cem.2020.231.
Full textAbstract:
Innovation Concept: Global health fieldwork is valuable for Canadian residents, but is often trainee-organized, short-term, unsupervised, and lacking in preparation and debriefing. In contrast, we have developed a Certificate Program which will be offered to University of Toronto (UofT) emergency medicine (EM) trainees in their final year of residency. This 6-month Program will complement the Transition to Practice stage for residents interested in becoming leaders in GHEM. Methods: We completed a multi-phase needs assessment to inform the structure and content of a GHEM Certificate Program. Phase 1 consisted of 9 interviews with Program Directors (PDs), Assistant PDs, and past fellows from existing GH fellowships in Canada and USA to understand program structure, curriculum, fieldwork and funding. In Phase 2 we interviewed 4 PDs and fellows from UofT fellowship programs to understand local administrative structures. In Phase 3 we collected feedback from 5 UofT residents and 7 faculty with experience in global health to assess interest in a local GHEM Program. All interview data was reviewed and best practices and lessons learned from key stakeholders were summarized into a proposed outline for a 6-month GHEM Certificate Program. Curriculum, Tool, or Material: The Program will comprise of 1) 3 months of preparatory work in Toronto followed by 2) 3 months of fieldwork in Addis Ababa, Ethiopia. Fieldwork will coincide with activities under the Toronto-Addis Ababa Academic Collaboration in Emergency Medicine (TAAAC-EM). The GHEM trainee's work will support TAAAC-EM activities. Preparatory months will include training in specific competencies (POCUS, teaching, tropical medicine, QI) and meetings between the trainee and a UofT mentor to design an academic project. During fieldwork, the trainee will do EM teaching (75% of time) and complete their academic project (25% of time). A UofT supervisor will accompany, orient and supervise the trainee for their first 2 weeks in Addis. Throughout fieldwork, the trainee will be required to debrief with their UofT mentor weekly for academic and clinical mentoring. One AAU faculty member will be identified as a local supervisor and will participate in all evaluations of the trainee during fieldwork. Conclusion: This Program will launch with a call for applications in July 2021, expecting the first trainee to complete the Program in 2022-23. We anticipate that this Program will increase the number of Canadian EM trainees committed to global health projects and partnerships throughout their career.
34
Ali Al-Atwi, Amer, and Ali Bakir. "Relationships between status judgments, identification, and counterproductive behavior." Journal of Managerial Psychology 29, no. 5 (July 8, 2014): 472–89. http://dx.doi.org/10.1108/jmp-02-2012-0040.
Full textAbstract:
Purpose – The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach – Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings – PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications – The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value – The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research.
35
Farnan, Jeanne M., Julie K. Johnson, David O. Meltzer, Ilene Harris, Holly J. Humphrey, Alan Schwartz, and Vineet M. Arora. "Strategies for Effective On-Call Supervision for Internal Medicine Residents: The Superb/Safety Model." Journal of Graduate Medical Education 2, no. 1 (March 1, 2010): 46–52. http://dx.doi.org/10.4300/jgme-d-09-00015.1.
Full textAbstract:
Abstract Background Supervision is central to resident education and patient safety, yet there is little published evidence to describe a framework for clinical supervision. The aim of this study was to describe supervision strategies for on-call internal medicine residents. Methods Between January and November 2006, internal medicine residents and attending physicians at a single hospital were interviewed within 1 week of their final call on the general medicine rotation. Appreciative inquiry and critical incident technique were used to elicit perspectives on ideal and suboptimal supervision practices. A representative portion of transcripts were analyzed using an inductive approach to develop a coding scheme that was then applied to the entire set of transcripts. All discrepancies were resolved via discussion until consensus was achieved. Results Forty-four of 50 (88%) attending physicians and 46 of 50 (92%) eligible residents completed an interview. Qualitative analysis revealed a bidirectional model of suggested supervisory strategies, the “SUPERB/SAFETY” model; an interrater reliability of 0.70 was achieved. Suggestions for attending physicians providing supervision included setting expectations, recognizing uncertainty, planning communication, having easy availability, reassuring residents, balancing supervision, and having autonomy. Suggested resident strategies for seeking supervision from attending physicians included seeking input early, contacting for active clinical decisions or feeling uncertain, end of life issues, transitions in care, or help with systems issues. Common themes suggested by trainees and attending physicians included easy availability and preservation of resident decision-making autonomy. Discussion Residents and attending physicians have explicit expectations for optimal supervision. The SUPERB/SAFETY model of supervision may be an effective resource to enhance the clinical supervision of residents.
36
Dhandapani, Asha, Sathyan Soundararajan, and Rajvinder Sambhi. "Junior doctor daytime bleep audit." BJPsych Open 7, S1 (June 2021): S75. http://dx.doi.org/10.1192/bjo.2021.239.
Full textAbstract:
AimsThere had been ongoing concerns with regard to covering daytime duty bleeps across the three sites in the Mental health Department, BCUHB, North Wales.Frequent empty on-call slots meant some doctors being asked to hold the bleep between 9-5 in-order to cover the vacancy.Some felt this added to the existing workload and that it was unfair and unsafe.This issue was raised during a supervision session with the Educational supervisor, North Wales and an initial data collection was suggested.MethodData were collected over 2 week period to look at the Daytime bleep duties between 9 am to 5 pmWe hoped the data would demonstrate certain patterns of the task being asked to perform.ResultThe total number of bleeps were noted to be 249Discharge notification and prescription writing was noted to be the commonest reason for bleep in East and Central while Routine review and Discharge notification was the reason to be bleeped major number of times in the WestNearly 70% and 90% of the bleeps were found to be appropriate by the East and West respectively, while only a mere 15% were reported so in Central.While 30% of these bleeps in the West were considered to be deferred, 70% bleeps were deferrable in the East and almost 95% in Central.The general trend in all 3 centres was as follows:All three centres have high numbers of bleeps for discharge, prescribing tasks and routine patient reviewsMost think planned discharge paperwork could be done in advance and jobs can be deferred if there is a ward/team doctor availableConclusionA simple solution could be some jobs being planned ahead (e.g TTO/Discharge Summaries, Re-write charts) and done by the team/ward doctor. ECG could be arranged to be done by nurses/ECG technicians. Some nurses/HCAs are trained in phlebotomy, however, they have not been utilising the skills. That needed to be reinforced in safety huddles meeting.Apart from these suggestions, we were also wondering about the impact of the service models and how the juniors placed in the community mental health unit could stay involved in their team inpatients
37
Ramos Díaz, Analí Milagros, and Pepe Humberto Bustamante Quintana. "ESTRATEGIA DE DESARROLLO DE COMPETENCIAS BLANDAS PARA MEJORAR EL LIDERAZGO EN LOS SUPERVISORES DE VENTAS DEL CALL CENTER DE AREQUIPA." REVISTA CIENTIFICA EPISTEMIA 3, no. 2 (September 26, 2019): 31–38. http://dx.doi.org/10.26495/re.v1i2.1120.
Full textAbstract:
Esta investigación tuvo como objetivo general elaborar una estrategia de desarrollo de competencias blandas para mejorar el liderazgo en los supervisores de ventas del call center Arequipa. El aporte práctico de esta investigación está basada en la teoría del Patricia Buhler quién manifiesta que son 8 las competencias blandas que deben desarrollar los lideres hoy en día para alcanzar resultados extraordinarios y en la metodología de casos reales para desarrollar competencias blandas del doctor Jesse John, Director del Instituto de Administración Rural Anand - India, manifiesta que independientemente del grupo objetivo o de la institución donde son impartidos, los programas de desarrollo de competencias blandas buscan mejorar un amplio rango de competencias como asertividad, habilidades de negociación, comunicación y la habilidad de establecer y mantener relaciones interpersonales. La población estuvo conformada por 46 colaboradores del call center de Arequipa. La investigación fue descriptiva propositiva; el instrumento utilizado fue el cuestionario de Liderazgo, para el procedimiento de resultado se utilizó el programa estadístico SPSS 24.0. Encontrando los siguientes resultados: Que el 75% de los supervisores utiliza el estilo de liderazgo empobrecido, caracterizándose por asignar responsabilidades y no acompañarlos a cumplirlas ni realizar retroalimentación y el 25% de los supervisores muestran un estilo de liderazgo de tarea, es un estilo que le dar más valor a los resultados que a las personas.
Abstract
The general objective of this research was to develop a soft skills development strategy to improve leadership in the sales supervisors of the Arequipa call center. The practical contribution of this research is based on the theory of Patricia Buhler who states that there are 8 soft skills that leaders must develop today to achieve extraordinary results and in the methodology of real cases to develop soft skills of Dr. Jesse John, Director of the Rural Management Institute Anand - India, states that regardless of the target group or the institution where they are taught, soft skills development programs seek to improve a wide range of competencies such as assertiveness, negotiation skills, communication and the ability to establish and maintain interpersonal relationships. The population consisted of 46 employees of the Arequipa call center. The investigation was descriptive propositive; the instrument used was the Leadership questionnaire, for the result procedure the statistical program SPSS 24.0 was used. Finding the following results: That 75% of supervisors use the impoverished leadership style, characterized by assigning responsibilities and not accompanying them to comply with them or giving feedback and 25% of the supervisors show a task leadership style, it is a style that Give more value to the results than to the people.
Keywords: Call Center, Soft Skills, Leadership
38
Goldis, Peter. "Understanding MVS Supervisor Calls." EDPACS 21, no. 1 (July 1993): 1–12. http://dx.doi.org/10.1080/07366989309451629.
Full text
39
Aranda-Mena, Guillermo, and Rod Gameson. "An alignment model for the research higher degree supervision process using repertory grids - reflections on application in practice in built environment research." Construction Economics and Building 12, no. 3 (September 11, 2012): 66–81. http://dx.doi.org/10.5130/ajceb.v12i3.2583.
Full textAbstract:
From PhD-doing to PhD-done is not as from A to B. This paper aims to increasing the understanding of the complex relationship between the doctoral research and the supervisory process. The research method is that of repertory-grids where the authors discuss successful completions. The paper is argumentative in nature and provides insights to a complex process largely untested. A supervisory model previously presented by both authors (Aranda-Mena & Gameson, 2004) is tested in two areas: (1) the research process and (2) personality factors. The paper increases common understanding of what it takes to completing a PhD and supervisory challenges in such long process. Supervision is a key factor to completing a PhD and to developing the intellectual, analytical and research skills expected of PhD graduates. The authors call for more research, both theoretical and empirical, in this important area.
40
Oentoro, Wanny, Patchara Popaitoon, and Ananchai Kongchan. "Perceived supervisory support and service recovery performance." Asia-Pacific Journal of Business Administration 8, no. 3 (September 5, 2016): 298–316. http://dx.doi.org/10.1108/apjba-11-2015-0094.
Full textAbstract:
Purpose The purpose of this paper is to investigate the moderating effect of personality traits (i.e. extraversion and emotional stability) toward the relationship between perceived supervisory support (PSS) and employees’ service recovery performance (SRP) in call centers. Design/methodology/approach Self-administered questionnaires were distributed to call center in service organizations located in Thailand. Moderated regression analysis and the follow-up analyses were employed to test hypotheses. Findings The findings reveal that emotional stability moderates the relationship between PSS and employees’ SRP. Unexpectedly, no evidence was found that extraversion moderates the service performance relationship. Research limitations/implications The limitations include generalizability and the neglect of other personality traits that could influence SRP. Future research could validate the study in different countries and examine the moderating roles of other personality traits in the SRP model. Practical implications This study provides insights for people management managers that SRP of employees with high emotional stability could be enhanced and diminished corresponding to the level of supervisory support. Therefore, attention should be paid to this particular group of call centers for their contribution that could be maximized if they received high support from supervisors. Originality/value Previously, little attention has been given to understand the role of personality traits on SRP. In doing so, this research contributes to the literature by investigating the moderating roles of emotional stability and extraversion on employees’ SRP.
41
Guo, Lan-Zhe, Feng Kuang, Zhang-Xun Liu, Yu-Feng Li, Nan Ma, and Xiao-Hu Qie. "IWE-Net: Instance Weight Network for Locating Negative Comments and its application to improve Traffic User Experience." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 04 (April 3, 2020): 4052–59. http://dx.doi.org/10.1609/aaai.v34i04.5823.
Full textAbstract:
Weakly supervised learning aims at coping with scarce labeled data. Previous weakly supervised studies typically assume that there is only one kind of weak supervision in data. In many applications, however, raw data usually contains more than one kind of weak supervision at the same time. For example, in user experience enhancement from Didi, one of the largest online ride-sharing platforms, the ride comment data contains severe label noise (due to the subjective factors of passengers) and severe label distribution bias (due to the sampling bias). We call such a problem as ‘compound weakly supervised learning’. In this paper, we propose the CWSL method to address this problem based on Didi ride-sharing comment data. Specifically, an instance reweighting strategy is employed to cope with severe label noise in comment data, where the weights for harmful noisy instances are small. Robust criteria like AUC rather than accuracy and the validation performance are optimized for the correction of biased data label. Alternating optimization and stochastic gradient methods accelerate the optimization on large-scale data. Experiments on Didi ride-sharing comment data clearly validate the effectiveness. We hope this work may shed some light on applying weakly supervised learning to complex real situations.
42
Rahmanda, Agil Arya, and Maryanto Maryanto. "Role and Assembly Supervisory Authority of Surakarta’s Notary in The Supervision of Notary." Jurnal Akta 5, no. 4 (December 22, 2018): 987. http://dx.doi.org/10.30659/akta.v5i4.4131.
Full textAbstract:
Notaries have the legal authority for the preparation of an authentic deed. To improve the quality and quantity of a Public Notary, apply to the Notary, namely Regulation No. M.02.PR08.10 Menkumham of 2004 on the Supervisory Council of Notaries. The purpose of this study was to determine the technical supervision of Notary conducted by MPD Surakarta, Role and Functions of MPD Surakarta and to determine the effectiveness of supervision MPD Surakarta in implementing the Notary supervision in the region. In this study the authors use empirical juridical approach, whereas the method of data collection using interviews and literature. The results showed that the supervision of a Notary by MPD Surakarta include: examination Notary protocols, guidance and counseling, giving approval / consent with respect to the interests of the criminal justice process to call and check Notary deed relating to the making. Notary performance Surakarta, among others: Notary of Surakarta less orderly in the making and reporting Notaries protocols, Notary unknown where the position / office address, and notaries who are rarely in the office so it was hard to see him. Barriers experienced by MPD Surakarta, among others: lack of equipment and adequate infrastructure, the limited time the members of the MPD Surakarta busy with the duties of each, a limited budget, MPD does not have the authority to impose sanctions against notaries who violate of Notary.Keywords: MPD Authority; Oversight of Notary; Notary Development.
43
Saputra, Riyan, and Gunawan Djajaputra. "PENEGAKAN HUKUM TERHADAP NOTARIS YANG MEMPROMOSIKAN DIRI MELALUI MEDIA SOSIAL." Jurnal Hukum Adigama 1, no. 1 (July 17, 2018): 1941. http://dx.doi.org/10.24912/adigama.v1i1.2312.
Full textAbstract:
Notary is a carrier of office or ordinary we call the general officer appointed by the state and also work for the service of the public interest, in carrying out its duties a Notary must adhere to the rules of legislation that prevail in Indonesia as he served. In the Notary Code of Ethics and the Decree of the Minister of Justice and Human Rights of the Republic of Indonesia there is a provision that prohibits a Notary from conducting a form of promotion in social and electronic media, what are the constraints faced by the Notary Supervisory Board in Indonesia? The author examines the problem using normative legal research methods supported by some interviews that are expected to help answer the research and sources interviewed are the parties concerned such as Kaskus, Supervisory Board and also one of Notary in Jakarta. Subsequently, the acts committed by the Notary are clearly violated and appropriate to the sanction imposed on such notary as regulated in Article 6 paragraph (1) of Notary Code and Article 18 Paragraph (4). In this case it is clear that the Notary was found guilty of a form of self-promotion in Social Media, but the Supervisory Board itself essentially oversees the Notary but due to the many obstacles faced by the Supervisory Board, the duties of the Supervisory Board itself do not alter Board regulations Notary Supervisors become more assertive and expected to apply optimally.
44
Villegas, Miguel. "Audit and Control of Supervisor Calls." EDPACS 19, no. 7 (January 1992): 7–14. http://dx.doi.org/10.1080/07366989209451570.
Full text
45
Sadowski, Brett W., Hector A. Medina, Joshua D. Hartzell, and William T. Shimeall. "Nighthawk: Making Night Float Education and Patient Safety Soar." Journal of Graduate Medical Education 9, no. 6 (December 1, 2017): 755–58. http://dx.doi.org/10.4300/jgme-d-17-00259.1.
Full textAbstract:
ABSTRACT Background Some residency programs responded to duty hour restrictions by implementing night rotations. Night supervision models can vary, resulting in potential patient safety issues and educational voids for residents. Objective We evaluated the impact of multiple evidence-based interventions on resident satisfaction with supervision, perception of the education value of night rotations, and residents' use of online educational materials. Methods The night team was augmented with an intern to assist with admissions and a senior resident (the “nighthawk”) to supervise inpatient care and deliver a night medicine curriculum. We instituted a “must-call” list, with specific clinical events requiring mandatory attending notification, and reduced conflict in the role of the night float team. We studied patient contact, online curriculum use, residents' perceptions of nighthawk involvement, exposure to educational materials, and satisfaction with supervision. Results During the first half of academic year 2016–2017, 51% (64 of 126) of trainees were on the night medicine rotation. The nighthawk reviewed 1007 intern plans (15 per night; range, 6–36) and supervised 215 hands-on evaluations, including codes and rapid responses (3 per night; range, 0–12). The number of users of the online education materials increased by 85% (13 to 24), and instances of use increased 35% (85 to 115). The majority of residents (79%, 27 of 34) favored the new system. Conclusions A nighthawk rotation, a must-call list, and reducing conflict in night team members' roles improved resident satisfaction with supervision and the night medicine rotation, resulting in increased communication.
46
Töpfer, Nils F. "“Where does it come from?”: A call for explicating implicit theories of interpretive and supervisory techniques in psychoanalytic supervision*." International Forum of Psychoanalysis 30, no. 1 (January 2, 2021): 46–55. http://dx.doi.org/10.1080/0803706x.2020.1861324.
Full text
47
Paans, R., and I. S. Herschberg. "How to control MVS user supervisor calls." Computers & Security 5, no. 1 (March 1986): 46–54. http://dx.doi.org/10.1016/0167-4048(86)90117-3.
Full text
48
Strutt, A., B. MacDonald, and J. Stinson. "A-06 The Culturally Expressive and Responsive (CER) Supervision Model in Neuropsychology." Archives of Clinical Neuropsychology 34, no. 6 (July 25, 2019): 865. http://dx.doi.org/10.1093/arclin/acz034.06.
Full textAbstract:
Abstract Objective The competency-based movement within neuropsychology training programs has done much to create uniform standards of training and identify the “readiness” of trainees to progress to the next level. However, there is little research regarding best practices for development of a supervisory style. The successful progression from trainee to independent practitioner requires a training model that evolves, allowing for independence and collegiality, which includes knowledge expansion, changes in professional relationships and successful institutional navigation. Culture mediates interactions in the patient-doctor relationship, case conceptualization, and also within and between institutional frameworks; therefore, a supervision model should include a multicultural perspective at its core. Data Selection: An otherwise unrestricted multi-database search for “Neuropsychology Supervision” within the title of peer-reviewed journals yielded six results with publication years spanning 1999-2017. Only three specifically address models of supervision and only one is US-based (Stucky et al., 2010). Given then demographic shift estimated for 2050 (Passel & Cohn, 2008), there is a call to action to increase culturally competent neuropsychological services, including training and strengthening the student pipeline (Mindt Rivera et al., 2010). Data Synthesis: The proposed Model for Neuropsychology Supervision (Stucky et al., 2010) recommends supervision to be individually tailored, with both process-based and developmental approaches. Conclusions There is a strong need for clear supervision models designed specifically for neuropsychology that integrate culture at all levels of training. Authors propose the Culturally Expressive and Responsive (CER) Supervision Model in Neuropsychology. This is a framework for both trainees and professionals that provides a developmental approach integrating culture and the competency-based standards.
49
de Jager, Phillip, and Beatrice Liezel Frick. "Accounting doctorates produced in South Africa 2008-2014." Meditari Accountancy Research 24, no. 3 (August 8, 2016): 438–57. http://dx.doi.org/10.1108/medar-06-2015-0033.
Full textAbstract:
Purpose This paper aims to investigate the production of accounting doctorates in South Africa during the period from 2008 to 2014. The investigation was prompted by calls to qualify more academics at the doctoral level, bearing in mind that postgraduate supervision forms part of an academic’s core teaching responsibilities. Design/methodology/approach This archival study uses data obtained from the institutional repositories of four research-intensive universities in South Africa to construct a profile of the accounting doctoral theses produced. Findings Overall, the findings indicate a move towards the international requirement for doctoral-qualified accounting academics, implying an increased research orientation in South African university accounting departments. Some of the detail findings follow: most doctorates were produced at the University of Cape Town and the University of Pretoria. The accounting fields of taxation and financial management produced the most doctorates. Almost 50 per cent of the doctorates went to members of staff. Further, 28 per cent of the doctorates went to students with the CA(SA) professional qualification. The use of the PhD by publication format is growing. The low quantity of PhDs produced can possibly be explained by the low numbers of PhD qualified professorial staff who can act as supervisors. Lastly, the accounting doctorates analysed in this paper were longer and supervised by more people than the typical commerce faculty doctorate. Research limitations/implications Not all South African universities were included in the study and therefore some accounting doctorates might have been excluded. In addition, accounting education doctorates, possibly supervised in faculties of education, would also be excluded in view of the approach followed in this paper, which was to identify accounting doctorates via departments and commerce faculties. Originality/value This article is the first of its kind to examine the accounting doctorates produced in South Africa since Van der Schyf’s (2008) call for the establishment of a research culture in the accounting departments of South African universities. As such, this paper makes an important contribution towards how such a research culture may be enhanced through cultivating doctoral education in this context.
50
Blase, Jo, and Joseph Blase. "The Micropolitics of Instructional Supervision: A Call for Research." Educational Administration Quarterly 38, no. 1 (February 1, 2002): 6. http://dx.doi.org/10.1177/0013161x02038001002.
Full text