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Bibliografias temáticas / Supervisors' interpersonal behaviors

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Artigos de revistas

Literatura científica selecionada sobre o tema "Supervisors' interpersonal behaviors"

Autor: Grafiati

Publicado: 29 de março de 2025

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

1

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

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

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

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

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

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

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

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

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5

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

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

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6

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

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

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7

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

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

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

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

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9

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

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

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

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

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