subject:( Supervisory support)

University of Guelph

1. Wen, Yi. Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry .

Degree: 2018, University of Guelph

URL: https://atrium.lib.uoguelph.ca/xmlui/handle/10214/12179

► This study investigates the relationships among customer incivility, employee incivility, and employee burnout in the hospitality industry. It further explores whether or not supervisory support,… (more)

Subjects/Keywords: Customer incivility; Employee incivility; Burnout; Supervisory support

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Wen, Y. (2018). Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry . (Thesis). University of Guelph. Retrieved from https://atrium.lib.uoguelph.ca/xmlui/handle/10214/12179

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Wen, Yi. “Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry .” 2018. Thesis, University of Guelph. Accessed December 11, 2019. https://atrium.lib.uoguelph.ca/xmlui/handle/10214/12179.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Wen, Yi. “Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry .” 2018. Web. 11 Dec 2019.

Vancouver:

Wen Y. Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry . [Internet] [Thesis]. University of Guelph; 2018. [cited 2019 Dec 11]. Available from: https://atrium.lib.uoguelph.ca/xmlui/handle/10214/12179.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Wen Y. Investigating the effect of customer incivility on employee incivility via employee burnout in the hospitality industry . [Thesis]. University of Guelph; 2018. Available from: https://atrium.lib.uoguelph.ca/xmlui/handle/10214/12179

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

2. Ko, Chin-kuei. The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator.

Degree: Master, Human Resource Management, 2012, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0729112-010524

► The purpose of this study was to investigate the effect of transformational and transactional leaderships on Y generation ï¼Was born between 1977 to 1995ï¼ employee… (more)

Subjects/Keywords: turnover intention; organizational identification; transformational leadership; transactional leadership; perceived supervisory support

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APA (6^th Edition):

Ko, C. (2012). The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0729112-010524

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ko, Chin-kuei. “The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator.” 2012. Thesis, NSYSU. Accessed December 11, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0729112-010524.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ko, Chin-kuei. “The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator.” 2012. Web. 11 Dec 2019.

Vancouver:

Ko C. The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator. [Internet] [Thesis]. NSYSU; 2012. [cited 2019 Dec 11]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0729112-010524.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ko C. The effect of Transformational and Transactional Leaderships on Y Generation Employee to Turnover intention : Perceived Supervisory Support as the Mediator, Organizational Identification as the Moderator. [Thesis]. NSYSU; 2012. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0729112-010524

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Cape Town

3. Solomon, Bianca Lisa. Work-family enrichment amongst manufacturing workers in South Africa.

Degree: Image, Organisational Psychology, 2015, University of Cape Town

URL: http://hdl.handle.net/11427/16721

► This study examines work-family enrichment among manufacturing workers within the South Africa. It further investigates whether family-friendly supervisory support and family-supportive benefits and services positively… (more)

Subjects/Keywords: Organisational Psychology; work-family enrichment; supervisory support; manufacturing workers

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APA (6^th Edition):

Solomon, B. L. (2015). Work-family enrichment amongst manufacturing workers in South Africa. (Thesis). University of Cape Town. Retrieved from http://hdl.handle.net/11427/16721

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Solomon, Bianca Lisa. “Work-family enrichment amongst manufacturing workers in South Africa.” 2015. Thesis, University of Cape Town. Accessed December 11, 2019. http://hdl.handle.net/11427/16721.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Solomon, Bianca Lisa. “Work-family enrichment amongst manufacturing workers in South Africa.” 2015. Web. 11 Dec 2019.

Vancouver:

Solomon BL. Work-family enrichment amongst manufacturing workers in South Africa. [Internet] [Thesis]. University of Cape Town; 2015. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/11427/16721.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Solomon BL. Work-family enrichment amongst manufacturing workers in South Africa. [Thesis]. University of Cape Town; 2015. Available from: http://hdl.handle.net/11427/16721

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

The Ohio State University

4. Priebe, Dennis R. Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables.

Degree: PhD, Educational Studies, 2018, The Ohio State University

URL: http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838

► Work engagement and employee wellness are important issues in human resource development. Guided by Conservation of Resources theory and the Job Demands-Resources Model, this study… (more)

Subjects/Keywords: Education; work engagement; wellness; psychological capital; supervisory support; autonomy

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APA (6^th Edition):

Priebe, D. R. (2018). Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables. (Doctoral Dissertation). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838

Chicago Manual of Style (16^th Edition):

Priebe, Dennis R. “Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables.” 2018. Doctoral Dissertation, The Ohio State University. Accessed December 11, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838.

MLA Handbook (7^th Edition):

Priebe, Dennis R. “Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables.” 2018. Web. 11 Dec 2019.

Vancouver:

Priebe DR. Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables. [Internet] [Doctoral dissertation]. The Ohio State University; 2018. [cited 2019 Dec 11]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838.

Council of Science Editors:

Priebe DR. Does Perceived Wellness Influence Employee Work Engagement? Examining the Effects of Wellness in the Presence of Established Individual and Workplace Predictor Variables. [Doctoral Dissertation]. The Ohio State University; 2018. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu152330257997838

San Jose State University

5. Holmes, Cherrity Nichole. Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support.

Degree: MS, Psychology, 2015, San Jose State University

URL: https://doi.org/10.31979/etd.4vk6-gs8m ; https://scholarworks.sjsu.edu/etd_theses/4587

► The purpose of this study was to examine the relationship between job embeddedness and turnover intentions as moderated by perceived supervisory support. A total… (more)

Subjects/Keywords: Job Embeddedness; Perceived Supervisory Support; Turnover; Turnover Intentions

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APA (6^th Edition):

Holmes, C. N. (2015). Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support. (Masters Thesis). San Jose State University. Retrieved from https://doi.org/10.31979/etd.4vk6-gs8m ; https://scholarworks.sjsu.edu/etd_theses/4587

Chicago Manual of Style (16^th Edition):

Holmes, Cherrity Nichole. “Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support.” 2015. Masters Thesis, San Jose State University. Accessed December 11, 2019. https://doi.org/10.31979/etd.4vk6-gs8m ; https://scholarworks.sjsu.edu/etd_theses/4587.

MLA Handbook (7^th Edition):

Holmes, Cherrity Nichole. “Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support.” 2015. Web. 11 Dec 2019.

Vancouver:

Holmes CN. Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support. [Internet] [Masters thesis]. San Jose State University; 2015. [cited 2019 Dec 11]. Available from: https://doi.org/10.31979/etd.4vk6-gs8m ; https://scholarworks.sjsu.edu/etd_theses/4587.

Council of Science Editors:

Holmes CN. Job Embeddedness and Turnover Intentions: The Moderating Role of Perceived Supervisory Support. [Masters Thesis]. San Jose State University; 2015. Available from: https://doi.org/10.31979/etd.4vk6-gs8m ; https://scholarworks.sjsu.edu/etd_theses/4587

NSYSU

6. Lin, Chien-ying. The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator.

Degree: Master, Human Resource Management, 2016, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0714116-164549

► Recently, as the employee engagements is often used to judge the profit or one of the competitiveness of the organization. Employee engagement is getting more… (more)

▼ Recently, as the employee engagements is often used to judge the profit or one of the competitiveness of the organization. Employee engagement is getting more and more important for the company. Schaufeli and Salanova (2007) pointed out that the basic challenge for the enterprise is employee engagement. The most important of the employee engagement is what the employee will to do is more than what they are asked to do. The employees of the enterprise come from different growing environments and different backgrounds, so how to find the right employees and enhance the employee engagement is also one of the enterprise should focus on. Therefore, the main purpose of this study is to understand the work value and the work motivation of the incumbents and put forward the supervisorâs support as an interfering variable to explore the relationships between the work value and the intrinsic work motivations This aim of the research is that the incumbents in Taiwan, issued 210 questionnaires, 196 valid questionnaires, the effective rate is 96 %. The results showed that the work value and intrinsic work value of the incumbents have the positive impact on the employee engagement. Moreover, the supervisory support will have the positive interfering effect on the intrinsic work value for the employee engagement. However, the interaction between the employeeâs intrinsic work motivation and supervisory support will not affect the engagement level of employee. According to the result, this study suggests that the supervisor can through interview, measurement tools and daily observation to find the intrinsic work values use and high work motivation employee. By the richness of the work, the job challenge, authority and job-fit, let the employee can feel the pleasure and a sense of achievement after they contribute for the company. Moreover, to stimulate the intrinsic work value and work motivation can enhance the employee engagement. Advisors/Committee Members: Yun-Ping Lee (chair), Jin-Feng Uen (chair), Shyh-jer Chen (committee member).

Subjects/Keywords: intrinsic work motivation; work motivation; intrinsic work value; work value; supervisory support; employee engagement

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Lin, C. (2016). The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0714116-164549

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Lin, Chien-ying. “The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator.” 2016. Thesis, NSYSU. Accessed December 11, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0714116-164549.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Lin, Chien-ying. “The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator.” 2016. Web. 11 Dec 2019.

Vancouver:

Lin C. The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator. [Internet] [Thesis]. NSYSU; 2016. [cited 2019 Dec 11]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0714116-164549.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Lin C. The Impact of the Work Value, Work Motivation on Employee Engagement âSupervisory Support as Moderator. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0714116-164549

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Pretoria

7. Horne, Andre L. Leader-follower exchange perspective of academic talent development in higher education.

Degree: PhD, Human Resource Management, 2014, University of Pretoria

URL: http://hdl.handle.net/2263/43353

► This study examines the development of academic talent in higher education from a social exchange and organisation support perspective. More specifically the study investigates to… (more)

▼ This study examines the development of academic talent in higher education from a social exchange and organisation support perspective. More specifically the study investigates to what extent a quality leader-member exchange relationship between a chair of department and an academic staff member contributes to the perceived development of academic talent in higher education. The leader-member exchange theory was applied in this study to examine the influence of the quality of the relationship between an academic leader and a follower on supervisory support for development as well as its ultimate effect on perceptions of organisation investment in employee development. Insight into the said quality and the effect of this relationship would provide greater clarity to leaders about the development of academic talent in higher education. The study employed a mixed-method approach that combined quantitative and qualitative data collection. Quantitative data was collected from participants (members of academic staff as followers) through an online survey, and qualitative data was collected from leaders (chairs of academic departments as developers of academic staff) through conducting one-on-one interviews. In addition, a theoretical model of the hypothesised relationships between leaders and followers was tested using path analysis. The study found new evidence of the ways in which relationship resources embodied in the leader-member exchange relationship between supervisors (leaders) and employees (followers) influenced employee perceptions of both supervisory and organisation support for development. The results also demonstrated how leadermember exchange theory, combined with theoretical work on organisation support, helped to explain and understand the critical role of supervisors in developing academic staff. This study suggests that leader-member exchange theory could be used as an appropriate leadership theory for application in the development of academic talent in higher education. In addition specific development practices for a chair of department in their roles as developers were also presented. Advisors/Committee Members: Du Plessis, Yvonne (advisor), Nkomo, Stella M., 1947- (coadvisor).

Subjects/Keywords: Leader-member exchange; Supervisory support for development; Investment in employee development; Talent development; Higher education; UCTD

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APA (6^th Edition):

Horne, A. L. (2014). Leader-follower exchange perspective of academic talent development in higher education. (Doctoral Dissertation). University of Pretoria. Retrieved from http://hdl.handle.net/2263/43353

Chicago Manual of Style (16^th Edition):

Horne, Andre L. “Leader-follower exchange perspective of academic talent development in higher education.” 2014. Doctoral Dissertation, University of Pretoria. Accessed December 11, 2019. http://hdl.handle.net/2263/43353.

MLA Handbook (7^th Edition):

Horne, Andre L. “Leader-follower exchange perspective of academic talent development in higher education.” 2014. Web. 11 Dec 2019.

Vancouver:

Horne AL. Leader-follower exchange perspective of academic talent development in higher education. [Internet] [Doctoral dissertation]. University of Pretoria; 2014. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/2263/43353.

Council of Science Editors:

Horne AL. Leader-follower exchange perspective of academic talent development in higher education. [Doctoral Dissertation]. University of Pretoria; 2014. Available from: http://hdl.handle.net/2263/43353

Queensland University of Technology

8. Mohammadi, Behnaz. Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation.

Degree: 2016, Queensland University of Technology

URL: http://eprints.qut.edu.au/94094/

► This thesis is an examination of how organisational context variables affect the performance of new product development (NPD) teams. Specifically, the extent to how team… (more)

Subjects/Keywords: New product development (NPD) teams; supervisory support for creativity; team empowerment climate; work role performance; team level investigation

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APA (6^th Edition):

Mohammadi, B. (2016). Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation. (Thesis). Queensland University of Technology. Retrieved from http://eprints.qut.edu.au/94094/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mohammadi, Behnaz. “Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation.” 2016. Thesis, Queensland University of Technology. Accessed December 11, 2019. http://eprints.qut.edu.au/94094/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mohammadi, Behnaz. “Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation.” 2016. Web. 11 Dec 2019.

Vancouver:

Mohammadi B. Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation. [Internet] [Thesis]. Queensland University of Technology; 2016. [cited 2019 Dec 11]. Available from: http://eprints.qut.edu.au/94094/.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mohammadi B. Empowerment climate, supervisory support for creativity and work role performance in new product development settings: A team level investigation. [Thesis]. Queensland University of Technology; 2016. Available from: http://eprints.qut.edu.au/94094/

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Penn State University

9. Spokus, Diane M. Factors Influencing Older Worker Quality of Life and Intent to Continue to Work.

Degree: PhD, Workforce Education and Development, 2008, Penn State University

URL: https://etda.libraries.psu.edu/catalog/8460

► High turnover has been a major problem in healthcare organizations. The purpose of this study was to examine the relationship among job characteristics, social support,… (more)

▼ High turnover has been a major problem in healthcare organizations. The purpose of this study was to examine the relationship among job characteristics, social support, and organizational characteristics on quality of the working life. Subsequently, the intent was to examine how those factors collectively influence turnover intention. A conceptual model (Korunka, Hoonakker & Caragon, 2005) provided the conceptual basis for the research. Their model is appropriate for older workers and highly educated workers, which makes it applicable to the Baby Boomer generation. The target population was workers age 50 or older in two healthcare organizations, with a target population of 716. Using a web-based survey consisting of closed-ended response survey items supplemented with open-ended qualitative response items, a return rate of 22% was obtained. The survey also collected information on the personal demographics of the older workers in addition to employment background information. The investigator utilized several instruments from prior research to measure the primary variables of interest—quality of work life, social support, job demand, role ambiguity, decision latitude, rewards, burnout, emotional exhaustion, training opportunities, and career opportunities. The first analysis examined factors influencing older workers’ self-reported quality-of-life. Six variables were found to statistically influence older workers’ self-reported quality-of-life. Overall, these six variables explained 66% of the variance in the quality-of-life index scores. The six variables and the relative contribution of each to explaining the variance in quality of life were level of job burnout (39%), level of organizational involvement (12%), desire to seek other employment (6%), perceived extent of corporate fit (6%), level of job tension (2%), and social support received from the supervisor (2%). The overall regression model with the six statistically significant (p < .05) variables collectively explained 66% of the variance (F= 35.29, model p <.001). The second analysis examined collective influence on the older workers’ intentions to leave their current job within the next year. For this analysis, binary logistic regression was used to examine the variables that significantly influenced the worker’s decision to seek other employment. Of the study participants, 28% indicated their intention to leave. Three variables were found to significantly (p < .05) influence the older workers’ intentions to leave. The three factors were: reported quality-of-life subscale score (Exp B = .39), self-reported corporate fit index score (Exp B = 2.91), and self-reported role ambiguity score (Exp B = 2.44). The overall logistic regression model had a Nagelkerke pseudo R square value of 34.8% (Model Chi square = 30.17, p <.001). The results indicated that older workers with higher quality-of-life index scores were less likely to leave. Conversely, a higher score on the role ambiguity index indicated that a healthcare worker above the age of 50 was more likely to…

Subjects/Keywords: quality of life; human resource management; supervisory support; nursing; retention; older workers; exhaustion; corporate fit; healthcare management

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APA (6^th Edition):

Spokus, D. M. (2008). Factors Influencing Older Worker Quality of Life and Intent to Continue to Work. (Doctoral Dissertation). Penn State University. Retrieved from https://etda.libraries.psu.edu/catalog/8460

Chicago Manual of Style (16^th Edition):

Spokus, Diane M. “Factors Influencing Older Worker Quality of Life and Intent to Continue to Work.” 2008. Doctoral Dissertation, Penn State University. Accessed December 11, 2019. https://etda.libraries.psu.edu/catalog/8460.

MLA Handbook (7^th Edition):

Spokus, Diane M. “Factors Influencing Older Worker Quality of Life and Intent to Continue to Work.” 2008. Web. 11 Dec 2019.

Vancouver:

Spokus DM. Factors Influencing Older Worker Quality of Life and Intent to Continue to Work. [Internet] [Doctoral dissertation]. Penn State University; 2008. [cited 2019 Dec 11]. Available from: https://etda.libraries.psu.edu/catalog/8460.

Council of Science Editors:

Spokus DM. Factors Influencing Older Worker Quality of Life and Intent to Continue to Work. [Doctoral Dissertation]. Penn State University; 2008. Available from: https://etda.libraries.psu.edu/catalog/8460

University of South Florida

10. LoFrisco, Barbara. Counselor Discomfort with Sexual Issues and Supervisory Role.

Degree: 2013, University of South Florida

URL: https://scholarcommons.usf.edu/etd/4823

► ABSTRACT Sexual issues are common among the general population; therefore it is likely that clients suffer with them whether or not they are presenting issues.… (more)

Subjects/Keywords: counseling supervisory support; sexuality counseling; sexuality countertransference; sexuality discomfort; sexuality in counseling supervision; Counseling Psychology; Psychiatric and Mental Health

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

LoFrisco, B. (2013). Counselor Discomfort with Sexual Issues and Supervisory Role. (Thesis). University of South Florida. Retrieved from https://scholarcommons.usf.edu/etd/4823

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

LoFrisco, Barbara. “Counselor Discomfort with Sexual Issues and Supervisory Role.” 2013. Thesis, University of South Florida. Accessed December 11, 2019. https://scholarcommons.usf.edu/etd/4823.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

LoFrisco, Barbara. “Counselor Discomfort with Sexual Issues and Supervisory Role.” 2013. Web. 11 Dec 2019.

Vancouver:

LoFrisco B. Counselor Discomfort with Sexual Issues and Supervisory Role. [Internet] [Thesis]. University of South Florida; 2013. [cited 2019 Dec 11]. Available from: https://scholarcommons.usf.edu/etd/4823.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

LoFrisco B. Counselor Discomfort with Sexual Issues and Supervisory Role. [Thesis]. University of South Florida; 2013. Available from: https://scholarcommons.usf.edu/etd/4823

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

11. Craveiro, João Olímpio Bettencourt. O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores.

Degree: 2011, RCAAP

URL: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/4545

►

Mestrado em Psicologia Social e das Organizações

O presente estudo explorou a relação entre as práticas de monitorização do supervisor (observação e perguntas) e o… (more)

▼

Mestrado em Psicologia Social e das Organizações

O presente estudo explorou a relação entre as práticas de monitorização do supervisor (observação e perguntas) e o bem-estar dos colaboradores, através do work engagement, bem como o papel mediador do suporte organizacional percebido na predição desta relação. Foi proposto que as práticas de monitorização do supervisor podem levar ao aumento ou diminuição do work engagement, consoante sejam percepcionadas como uma exigência ou como um recurso do trabalho, respectivamente. Um estudo correlacional efectuado com 143 colaboradores de diferentes sectores de actividade mostrou que as práticas de monitorização do supervisor têm um impacto diferenciado no work engagement, sendo a observação a única que tem uma relação significativa com este. A análise do modelo Da regressão foi consistente com um modelo de mediação total, em que as práticas de monitorização via observação predizem o suporte organizacional percebido, que por sua vez prediz o work engagement dos colaboradores. São discutias as implicações do presente estudo, em conjunto com as limitações e as sugestões para investigações futuras.

The study examined the relationship between supervisory monitoring practices (observation and asking) and employee well-being conceptualized by work engagement, and de mediating role of perceived organizational support. The author proposed that supervisory monitoring practices may impact differently work engagement, as it is perceived as a work demand or resource. A correlational study with 143 employees showed that only supervisory monitoring practices that included observation predicted work engagement. Regression modeling analyses were consistent with a full mediation model in which supervisory monitoring practices via observation predict perceived organizational support, which in turn predicts work engagement. Implications of the study are discussed, toghether with limitations and suggestions for future research.

Advisors/Committee Members: Tavares, Susana.

Subjects/Keywords: Práticas de monitorização do supervisor; Work engagement; Suporte organizacional percebido; Supervisory monitoring practices; Work engagement; Perceived organizational support

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Craveiro, J. O. B. (2011). O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores. (Thesis). RCAAP. Retrieved from https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/4545

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Craveiro, João Olímpio Bettencourt. “O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores.” 2011. Thesis, RCAAP. Accessed December 11, 2019. https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/4545.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Craveiro, João Olímpio Bettencourt. “O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores.” 2011. Web. 11 Dec 2019.

Vancouver:

Craveiro JOB. O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores. [Internet] [Thesis]. RCAAP; 2011. [cited 2019 Dec 11]. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/4545.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Craveiro JOB. O impacto das práticas de monitorização do supervisor no work engagement dos colaboradores. [Thesis]. RCAAP; 2011. Available from: https://www.rcaap.pt/detail.jsp?id=oai:repositorio.iscte-iul.pt:10071/4545

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

The Ohio State University

12. Kauser, Frederick L. Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement.

Degree: PhD, EDU Physical Activity and Educational Services, 2017, The Ohio State University

URL: http://rave.ohiolink.edu/etdc/view?acc_num=osu1483582046599161

► Workplace learning outcomes are linked to reducing workplace injuries and fatalities. Employees acquire the majority of their workplace knowledge from engaging informal workplace learning processes… (more)

Subjects/Keywords: Adult Education; Educational Theory; Occupational Safety; Vocational Education; adult education, informal learning, informal learning engagement, learning support, novice firefighters, psychological safety, supervisory support, knowledge sharing, informal learning climate, high reliability

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Kauser, F. L. (2017). Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement. (Doctoral Dissertation). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu1483582046599161

Chicago Manual of Style (16^th Edition):

Kauser, Frederick L. “Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement.” 2017. Doctoral Dissertation, The Ohio State University. Accessed December 11, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1483582046599161.

MLA Handbook (7^th Edition):

Kauser, Frederick L. “Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement.” 2017. Web. 11 Dec 2019.

Vancouver:

Kauser FL. Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement. [Internet] [Doctoral dissertation]. The Ohio State University; 2017. [cited 2019 Dec 11]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1483582046599161.

Council of Science Editors:

Kauser FL. Supporting Workplace Learning: Supervisory and Peer Support Effect on Novice Firefighter Informal Learning Engagement. [Doctoral Dissertation]. The Ohio State University; 2017. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1483582046599161

North-West University

13. Joubert, Sonja. Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert .

Degree: 2008, North-West University

URL: http://hdl.handle.net/10394/1822

► Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are… (more)

▼ Frontline client service workers are central to the service elements of any small and medium enterprise. People who have much customer or client contact are seen to be subject to stronger emotional display rules. These display rules may result in compromising the psychological and/or physical health of workers, because they often lead to a disturbing dissonance between felt emotions and the emotions one must exhibit. It is, therefore, of vital importance for service workers to exhibit Emotional Intelligence, which will enable them to manage both their own emotions and their interactions with other people. Their inability to do so may result in stress as well as physical and emotional exhaustion, also known as Burnout. The objective of this research was to determine the relationship between Emotion Work, Emotional Intelligence, Well-being and Social Support of client service workers within small and medium enterprises, A cross-sectional survey design was used. An availability sample was taken from small and medium enterprises employing client service workers in the Mpumalanga Province (N = 145). The Greek Emotional Intelligence Scale (GEIS), Frankfurt Emotion Work Scales (FEWS), Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (OLBI) and Social Support Scale, as well as a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, inter-item correlation coefficients, Pearson product moment correlation coefficients, stepwise multiple regression analysis, and Multivariate analysis of variance (MANOVA) were used to analyse the data. Principal component analysis resulted in a one-factor solution for Engagement labelled Work Engagement, and a two factor solution for Burnout namely: Disengagement and Emotional Exhaustion. Regarding Social Support, a three factor model was extracted namely; Social Support - Co-worker, Social Support -Supervisor and Social Support - Family. A three factor model was extracted for Emotion Work namely: Emotional Dissonance, Display of Client Care and Extent of Client Interaction. A four-factor solution was extracted for Emotional Intelligence namely: Emotional Expression/Recognition, Use of Emotions to Facilitate Thinking, Control of Emotion as well as Caring and Empathy. An analysis of the data indicated that all of the correlations between the different constructs mentioned below are statistically and practically significant, Disengagement was positively related to Emotional Exhaustion and negatively related to Emotional Expression/Recognition, Emotion Use to Facilitate Thinking and Work Engagement. Emotional Exhaustion was positively related to Emotional Dissonance and negatively related to Emotional Expression/Recognition. Emotional Dissonance was positively related to Display of Client Care, while Display of Client Care was positively related to Extent of Client Interaction, as well as Caring and Empathy. Emotional Expression/Recognition was positively related to both Emotion Use to Facilitate Thinking and Work…

Subjects/Keywords: Burnout; Co-worker support; Deep acting; Emotional dissonance; Emotional Intelligence (EI); Emotional labour; Emotion work; Engagement; Client service workers; Small and medium enterprises; Surface acting; Supervisory support; Well-being

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Joubert, S. (2008). Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/1822

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Joubert, Sonja. “Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert .” 2008. Thesis, North-West University. Accessed December 11, 2019. http://hdl.handle.net/10394/1822.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Joubert, Sonja. “Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert .” 2008. Web. 11 Dec 2019.

Vancouver:

Joubert S. Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert . [Internet] [Thesis]. North-West University; 2008. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10394/1822.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Joubert S. Emotion work and well-being of client service workers within small and medium enterprises / Sonja Joubert . [Thesis]. North-West University; 2008. Available from: http://hdl.handle.net/10394/1822

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Wright State University

14. Mahadevan, Sriram. Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments.

Degree: PhD, Industrial and Human Factors Engineering, 2009, Wright State University

URL: http://rave.ohiolink.edu/etdc/view?acc_num=wright1236970008

► Real-world scenarios are complex dynamic systems that are often overloaded with information. Effective performance of these dynamic systems depends on the objects in such… (more)

▼ Real-world scenarios are complex dynamic systems that are often overloaded with information. Effective performance of these dynamic systems depends on the objects in such systems and the relationship among them. The control of many of these systems is semi-automated. Human operators constantly monitor and control these systems, assess the situation and often make decisions under time pressure. However, this supervisory control paradigm in a dual-task environment can be a very challenging task. Existing interface design methodologies and techniques have not delved deeply enough into defining information displays for complex, dynamic, time-critical, dual-task environments with capabilities for rapid task change awareness and task resumption while continuously maintaining situation awareness. This research focuses on designing user displays with advanced cueing techniques to support performance in complex dynamic dual-task environments. A primary question addressed in this study is whether visualization methods such as status-at-a-glance displays, interruption recovery tools, and course of action planning tools would assist in maintaining situation awareness, resuming tasks quickly, and effectively perform decision making tasks. The research examines interface design methods to support supervisory awareness in primary and secondary task situations, rapid assimilation when switching to a secondary task, rapid re-assessment upon return to the primary task or secondary task, a course of action solution explorer for successful mission planning/re-planning, and notification systems such as alerts to inform operators about interrupting tasks. This research provides a means to realize an “at-a-glance” decision making environment. The methodology adopted in this research effort used a three-stage process. In stage one, the effect of interruptions on trust and coordination among team members was studied. For stages two and three, the operator tasks and the interface protocols for accomplishing the tasks were designed based on the operator function model. Visual display components were designed to maintain situation awareness, resume the interrupted task scenario quickly, and plan/re-plan course of action for missions and anticipate system status. Multi-modal alert techniques are designed to notify the operator about the interrupting task scenario. The hypotheses related to each stage and the designed components were empirically evaluated using human participants. Results showed that providing an user interface with status-at-a-glance display and interruption recovery tool and other task resumption cues assists the user in maintaining situation awareness and gain change awareness quickly. It was also found that course of action solution exploration tool assists users in quickly designing a feasible course of action and also allows users to re-plan the course of action based on requirements. The use of alerts helps to inform users about a secondary task that would need their attention. A primary… Advisors/Committee Members: Hill, Raymond (Committee Chair), Hill, Raymond (Advisor).

Subjects/Keywords: Design; Engineering; Industrial Engineering; Information Systems; Systems Design; Interruptions; dual-task; multi-task; time-critical; supervisory control; rapid decision making; visualization methods; decision support systems; trust; virtual teams

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Mahadevan, S. (2009). Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments. (Doctoral Dissertation). Wright State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=wright1236970008

Chicago Manual of Style (16^th Edition):

Mahadevan, Sriram. “Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments.” 2009. Doctoral Dissertation, Wright State University. Accessed December 11, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1236970008.

MLA Handbook (7^th Edition):

Mahadevan, Sriram. “Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments.” 2009. Web. 11 Dec 2019.

Vancouver:

Mahadevan S. Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments. [Internet] [Doctoral dissertation]. Wright State University; 2009. [cited 2019 Dec 11]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1236970008.

Council of Science Editors:

Mahadevan S. Visualization Methods and User Interface Design Guidelines for Rapid Decision Making in Complex Multi-Task Time-Critical Environments. [Doctoral Dissertation]. Wright State University; 2009. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=wright1236970008

North-West University

15. Van Schalkwyk, Lena-Mari. The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M.

Degree: 2011, North-West University

URL: http://hdl.handle.net/10394/6981

► There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the… (more)

▼ There is currently no legislation counteracting the impact of workplace bullying on South African employees, consequently generating an open invitation for all perpetrators in the organisation. The significance of bullying by superiors and bullying by colleagues is explored in this regard. Workplace bullying refers to behaviour which harasses, offends, excludes and affects the employees’ work tasks. This behaviour occurs repeatedly, frequently and over a period of time. As a result, the impact of bullying on employees has massive consequences on the absenteeism, profitability, turnover intention and the compensation claims of the organisation. The most common solution of workplace bullying results in resignation. Thus, this study also explores perceived organisational support (POS), acting as a moderator, to counteract workplace bullying in this regard. POS is defined by employees experiencing: role clarity, participation in decision–making, colleagues’ support, having sufficient job information and good supervisory relationships. This will not necessarily put an end to this phenomenon but creates awareness in the South African context. Many international researchers focused on defining bullying, exploring different perpetrators and identifying characteristics associated with targets of bullying. Nationally, research is still in its infancy, hence, this research explores workplace bullying in general, by focusing on different sectors across South Africa. This research addresses the main perpetrators, the impact on turnover intention and explores POS acting as a moderator in the relationship between workplace bullying and turnover intention. The objectives of this research was 1) to determine how workplace bullying, perceived organisational support and turnover intention are conceptualised according to the literature; 2) to determine the relationships between workplace bullying by superiors/colleagues, the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) and turnover intention; 3) to determine the moderating role of the sub–facets of perceived organisational support (role clarity, job information, participation in decision–making, colleague support and supervisory relationships) in the relationship between workplace bullying (superiors and colleagues) and turnover intention. An availability sample of N =13911 participants were gathered over a spectrum of 9 provinces and 5 sectors. Hierarchical regression analyses was conducted in order to determine if POS acts as a moderator in the relationship between workplace bullying (either by superiors or by colleagues) and turnover intention. Results highlighted the prevalence of workplace bullying in the South African context. The statistical analysis revealed that workplace bullying by superiors and by colleagues has a negative relationship with all the sub–facets of POS. This implies that when bullying by superiors or colleagues…

Subjects/Keywords: Superiors; Colleagues; Role clarity; Job information; Participation in decision-making; Supervisory relationships; Colleague support; Toesighouers; Kollegas; Rolduidelikheid; Posinformasie; Deelname in besluitneming; Verhouding met toesighouers; Ondersteuning van kollegas

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Van Schalkwyk, L. (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M. (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/6981

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Van Schalkwyk, Lena-Mari. “The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M. ” 2011. Thesis, North-West University. Accessed December 11, 2019. http://hdl.handle.net/10394/6981.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Van Schalkwyk, Lena-Mari. “The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M. ” 2011. Web. 11 Dec 2019.

Vancouver:

Van Schalkwyk L. The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M. [Internet] [Thesis]. North-West University; 2011. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10394/6981.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Van Schalkwyk L. The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa / van Schalkwyk, L.M. [Thesis]. North-West University; 2011. Available from: http://hdl.handle.net/10394/6981

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of South Africa

16. Mabotha, Abner Khutso. The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga .

Degree: 2013, University of South Africa

URL: http://hdl.handle.net/10500/9356

► The purpose of this study was to investigate the relationship between attitudes towards supervisory support after training and work performance of employees at the Department… (more)

Subjects/Keywords: Transfer of training; Near transfer; Likert scale; Supervisory support; Attitudes towards supervision; Supervision before training; Supervision after training; Work performance; Performance measurement; Measurement criteria

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Mabotha, A. K. (2013). The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga . (Masters Thesis). University of South Africa. Retrieved from http://hdl.handle.net/10500/9356

Chicago Manual of Style (16^th Edition):

Mabotha, Abner Khutso. “The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga .” 2013. Masters Thesis, University of South Africa. Accessed December 11, 2019. http://hdl.handle.net/10500/9356.

MLA Handbook (7^th Edition):

Mabotha, Abner Khutso. “The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga .” 2013. Web. 11 Dec 2019.

Vancouver:

Mabotha AK. The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga . [Internet] [Masters thesis]. University of South Africa; 2013. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10500/9356.

Council of Science Editors:

Mabotha AK. The relationship between attitudes towards supervisory support and work performance of employees in an education department in Mpumalanga . [Masters Thesis]. University of South Africa; 2013. Available from: http://hdl.handle.net/10500/9356

University of Dayton

17. Pitts, Shantell Yvette. Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction.

Degree: Specialist in Education (Ed.S.), School Psychology, 2018, University of Dayton

URL: http://rave.ohiolink.edu/etdc/view?acc_num=dayton1533219362221909

► Job satisfaction of school psychologists is under-examined in professional literature, particularly as it relates to career burnout. The purpose of this study was to examine… (more)

Subjects/Keywords: Education; Educational Psychology; Psychology; school psychologists; self-care; diet; exercise; burnout; stress; stressors; career; satisfaction; practitioner; clinician; interviews; risk factors; symptoms; absenteeism; illness; supervisory support; teachers

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Pitts, S. Y. (2018). Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction. (Thesis). University of Dayton. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=dayton1533219362221909

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Pitts, Shantell Yvette. “Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction.” 2018. Thesis, University of Dayton. Accessed December 11, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1533219362221909.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Pitts, Shantell Yvette. “Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction.” 2018. Web. 11 Dec 2019.

Vancouver:

Pitts SY. Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction. [Internet] [Thesis]. University of Dayton; 2018. [cited 2019 Dec 11]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=dayton1533219362221909.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Pitts SY. Self-care and School Psychologists: A Qualitative Study Examining Burnout Prevention and Career Satisfaction. [Thesis]. University of Dayton; 2018. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=dayton1533219362221909

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of South Florida

18. Boyer, Stefanie Leigh. Self-Directed Learning: Measures and Models for Salesperson Training and Development.

Degree: 2008, University of South Florida

URL: https://scholarcommons.usf.edu/etd/3878

► Academic researchers and marketing practitioners are exploring methods to improve salesperson training. Recently, self-directed learning projects were proposed as a new paradigm for learning to… (more)

▼ Academic researchers and marketing practitioners are exploring methods to improve salesperson training. Recently, self-directed learning projects were proposed as a new paradigm for learning to take place in the sales domain (Artis & Harris, 2007). Current conceptual work provides a strong foundation for understanding salesperson self-directed learning; however, prior to quantitatively testing proposed models, scales must be created and modified to address salesperson specific learning endeavors. The purpose of this dissertation is: 1) to develop scales to measure salesperson willingness to use self-directed learning projects (SDLP's), 2) to develop a conceptual model of salesperson self-directed learning, 3) to modify current scales to specifically examine salesperson self-directed learning, and 4) to test this model empirically. To accomplish this, the relevant theories and literature were analyzed to create a theoretical model that would test the following research questions: 1.What factors contribute to salesperson willingness to use SDLP's? 2.What is the relationship between salesperson willingness to use SDLP's and salesperson use of SDLP's? 3.What is the relationship between salesperson use of SDLP's and salesperson performance? Two conceptual models were created to account for two categories of learning projects, induced and synergistic SDLP's. The following variables reflect the conceptual models: willingness to use induced/synergistic SDLP's, use of induced/ synergistic SDLP's, perceived supervisor/organizational support for induced/synergistic SDLP's, and self-regulation training and performance. Data from 392 salespeople within the financial services industry fit the measurement model and suggest that use of synergistic (non-mandatory) SDLP's positively impacts performance (.396) and use of induced (mandatory) SDLP's does not impact performance. Willingness to use synergistic SDLP's positively impacts use of synergistic SDLP's. Support from the organization and supervisor positively impact willingness to use induced and synergistic SDLP's. Surprisingly, training in self-regulation did not positively impact salesperson willingness to use induced or synergistic SDLP's. The new measures for all constructs exhibit Cronbach's alpha reliability statistics over .7 and acceptable confirmatory factor analysis results. The study provides reliable measurement scales and empirical support for the future study of self-directed learning in a sales context.

Subjects/Keywords: organizational support; supervisory support; sales training; self-management; adult learning; American Studies; Arts and Humanities

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Boyer, S. L. (2008). Self-Directed Learning: Measures and Models for Salesperson Training and Development. (Thesis). University of South Florida. Retrieved from https://scholarcommons.usf.edu/etd/3878

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Boyer, Stefanie Leigh. “Self-Directed Learning: Measures and Models for Salesperson Training and Development.” 2008. Thesis, University of South Florida. Accessed December 11, 2019. https://scholarcommons.usf.edu/etd/3878.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Boyer, Stefanie Leigh. “Self-Directed Learning: Measures and Models for Salesperson Training and Development.” 2008. Web. 11 Dec 2019.

Vancouver:

Boyer SL. Self-Directed Learning: Measures and Models for Salesperson Training and Development. [Internet] [Thesis]. University of South Florida; 2008. [cited 2019 Dec 11]. Available from: https://scholarcommons.usf.edu/etd/3878.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Boyer SL. Self-Directed Learning: Measures and Models for Salesperson Training and Development. [Thesis]. University of South Florida; 2008. Available from: https://scholarcommons.usf.edu/etd/3878

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of South Florida

19. Edmondson, Diane R. Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners.

Degree: 2008, University of South Florida

URL: https://scholarcommons.usf.edu/etd/226

► The purpose of this dissertation is to investigate how emotional exhaustion (EE) impacts a boundary spanning employee's usage of service sabotage behaviors (SSB). This dissertation… (more)

▼ The purpose of this dissertation is to investigate how emotional exhaustion (EE) impacts a boundary spanning employee's usage of service sabotage behaviors (SSB). This dissertation also investigates how perceived organizational support (POS) and perceived supervisory support (PSS) alleviate a boundary spanning employee's EE and SSB. Furthermore, this dissertation examines how extraversion (EXT) and imagination (IMAG) moderates the relationship between POS and SSB and between PSS and SSB. A boundary spanning employee is any organizational employee who "engages in job-related interactions with a person who is considered part of the environment, who is not a member of the organization" (Robertson 1995, p. 75). These employees are important as research has shown that consumers use the attitudes and behaviors of these employees to positively or negatively impact their perceptions of the service encounter (e.g. Bitner 1990; Bowen and Schneider 1985; Pugh 2001). SSB are overt or covert behaviors which negatively affect the relationship between the organization and the customer (Harris and Ogbonna 2006, 2002). Rather than the boundary spanning employee engaging in negative behaviors towards other employees or the organization as a whole, SSB are acted upon the customer. EE occurs when an employee believes they are overextended by their work (Maslach and Jackson 1981). Boundary spanning employees are forced to display organizationally desired emotions even when encountering negative customers (Cordes and Dougherty 1993; Mulki, Jaramillo and Locander 2006). This interaction between the customer and employee may result in discontent and the employee may engage in SSB as a way to show this discontent. A boundary spanner's EE is hypothesized to positively impact SSB; therefore, it is important to investigate what will reduce or mitigate a boundary spanner's EE. Two constructs that are hypothesized to reduce both EE and SSB are POS and PSS. In order to test the hypotheses developed in this dissertation, 490 non-management retail sales and customer service employees across a variety of organizations were sampled. Results found that EE positively impacts SSB. EE also partially mediates the relationship between POS and SSB. The hypotheses associated with PSS, EXT and IMAG were not supported.

Subjects/Keywords: service sabotage; boundary spanners; emotional exhaustion; perceived organizational support; perceived supervisory support; personality; American Studies; Arts and Humanities

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Edmondson, D. R. (2008). Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners. (Thesis). University of South Florida. Retrieved from https://scholarcommons.usf.edu/etd/226

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Edmondson, Diane R. “Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners.” 2008. Thesis, University of South Florida. Accessed December 11, 2019. https://scholarcommons.usf.edu/etd/226.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Edmondson, Diane R. “Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners.” 2008. Web. 11 Dec 2019.

Vancouver:

Edmondson DR. Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners. [Internet] [Thesis]. University of South Florida; 2008. [cited 2019 Dec 11]. Available from: https://scholarcommons.usf.edu/etd/226.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Edmondson DR. Emotional Exhaustion and Its Role in Service Sabotage among Boundary Spanners. [Thesis]. University of South Florida; 2008. Available from: https://scholarcommons.usf.edu/etd/226

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

20. Souza, Maressa Priscila Daga de. Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão.

Degree: Mestrado, Serviços de Saúde Pública, 2011, University of São Paulo

URL: http://www.teses.usp.br/teses/disponiveis/6/6135/tde-04102011-133243/ ;

► Introdução: A preceptoria em enfermagem na Atenção Primária à Saúde tem o desafio de proporcionar aprimoramento aos enfermeiros, ao passo que discute e os apoia… (more)

▼ Introdução: A preceptoria em enfermagem na Atenção Primária à Saúde tem o desafio de proporcionar aprimoramento aos enfermeiros, ao passo que discute e os apoia na busca por qualificação na assistência prestada ao usuário, família e comunidade. Objetivos: Compreender a preceptoria em enfermagem e suas interações nos processos educativos e de gestão dos serviços de Atenção Primária da Organização Social (OS) Santa Marcelina. Metodologia: Trata-se de um Estudo de Caso com abordagem qualitativa. Fizeram parte da pesquisa três regiões do município de São Paulo gerenciadas pela OS Santa Marcelina: Itaim Paulista, Cidade Tiradentes e Guaianases. Para a coleta de dados trabalhou-se com fontes documentais, utilizadas cotidianamente pela preceptoria, e entrevista com preceptores e técnicos atuantes na gestão regional que coordenam as ações desenvolvidas nas Unidades Básicas de Saúde. Utilizou-se a Análise Temática como método para tratamento dos dados. Foram identificadas cinco categorias temáticas: Preceptoria e seu papel como Educadora; Preceptoria e suas Interações; Preceptoria e a diversidade de seus Elos; Preceptoria e Gestão; e A Ambiguidade no papel da Preceptoria. Resultados: Parte dos envolvidos no processo de preceptoria percebe sua atividade como essencialmente educativa, porém os dados da pesquisa mostraram que está constituída por importantes elementos de gestão. Esses elementos podem atender às necessidades locais, oportunizando qualidade na assistência prestada à população, tendo em vista que seu papel interlocutor pode facilitar a integração entre a assistência direta, realizada pelos enfermeiros, e a gestão realizada tanto pelos gerentes das Unidades Básicas de Saúde quanto pelos gestores regionais. Seu papel como educadores proporciona espaço de troca e escuta aos enfermeiros das Unidades, trazendo consigo importantes elementos pontuados pela Política de Educação Permanente, além de possibilitar aperfeiçoamento de conhecimentos e habilidades requeridas à função. Suas Interações facilitam a interlocução entre Gestão Regional e Gerenciamento Local, frente às necessidades enfrentadas no cotidiano, tornando conhecidas as limitações e potencialidades. O estabelecimento de seus elos proporciona vínculo e transmissão de confiança, tanto à gestão quanto aos enfermeiros das Unidades, apoiando a tomada de decisão, articulando ações nos diferentes espaços e oferecendo suporte às mudanças necessárias. Seu papel na gestão pode ser demonstrado pela similaridade de sua atuação com a função de supervisão, utilizando-se mais dos aspectos pedagógicos e políticos dessa atividade, fortalecendo a organização do trabalho, planejamento, apoio às questões relacionais, avaliação, tomada de decisão, fortalecimento de metas e diretrizes e aumento da qualidade nos processos. Dadas essas características, emerge seu papel ambíguo visto que em determinados momentos o preceptor atua como educador e gestor, podendo gerar desconforto, conflito de papéis e perda de confiança, caso não seja bem trabalhado. Considerações Finais: A união dos… Advisors/Committee Members: Martins, Cleide Lavieri.

Subjects/Keywords: Administração de Recursos Humanos; Apoio ao Desenvolvimento de Recursos Humanos; Atenção Primária à Saúde; Continuing Education; Educação em Enfermagem; Educação em Serviço; Educação Permanente; Education; Gestão em Saúde; Health Management; Nursing Supervisory; Personnel Management; Preceptoria; Preceptorship; Primary Health Care; Supervisão de Enfermagem; Training Support

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Souza, M. P. D. d. (2011). Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão. (Masters Thesis). University of São Paulo. Retrieved from http://www.teses.usp.br/teses/disponiveis/6/6135/tde-04102011-133243/ ;

Chicago Manual of Style (16^th Edition):

Souza, Maressa Priscila Daga de. “Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão.” 2011. Masters Thesis, University of São Paulo. Accessed December 11, 2019. http://www.teses.usp.br/teses/disponiveis/6/6135/tde-04102011-133243/ ;.

MLA Handbook (7^th Edition):

Souza, Maressa Priscila Daga de. “Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão.” 2011. Web. 11 Dec 2019.

Vancouver:

Souza MPDd. Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão. [Internet] [Masters thesis]. University of São Paulo; 2011. [cited 2019 Dec 11]. Available from: http://www.teses.usp.br/teses/disponiveis/6/6135/tde-04102011-133243/ ;.

Council of Science Editors:

Souza MPDd. Preceptoria em enfermagem na atenção primária à saúde como instrumento de gestão. [Masters Thesis]. University of São Paulo; 2011. Available from: http://www.teses.usp.br/teses/disponiveis/6/6135/tde-04102011-133243/ ;

Univerzitet u Beogradu

21. Zekavica, Biljana, 1963-. Успостављање и одрживост система контроле квалитета услуга у социјалној заштити.

Degree: Fakultet političkih nauka, 2016, Univerzitet u Beogradu

URL: https://fedorabg.bg.ac.rs/fedora/get/o:13739/bdef:Content/get

►

Политичке науке - Подручја примене социјалног рада / Political sciences - Applied areas of social work practice

Процес интензивне реформе система социјалне заштите у Републици… (more)

▼

Политичке науке - Подручја примене социјалног рада / Political sciences - Applied areas of social work practice

Процес интензивне реформе система социјалне заштите у Републици Србији датира од почетка 21. века. Стратегија развоја социјалне заштите, коју је Влада Републике Србије усвојила 2005. године, дефинисала је основне циљеве, задатке и принципе развоја социјалне заштите. Неки од основних циљева реформе, дефинисани Стратегијом, су и обезбеђивање квалитетних услуга у социјалној заштити и увођење система квалитета у ову област. Резултат реформских процеса је Закон о социјалној заштитити, који је ступио на снагу 2011. године, и који је, са припадајућим подзаконским актима, дао нормативни оквир за успостављање наведених реформских циљева, па и успостављање система контроле квалитета у области социјалне заштите. Закон, поред осталог, наставља децентрализацију система социјалне заштите. Улога министарства надлежног за социјална питања је да развија регулаторне механизме у циљу успостављања контроле квалитета, мониторнига, стручне подршке пружаоцима услуга у развоју услуга социјалне заштите. Закон изједначава цивилно друшто, приватни и јавни сектор у домену пружања услуга, дозвољава им да се такмиче на тржишту као пружаоци услуга, и даје локалним самоуправама одговорност за успостављање услуга социјалне заштите на локалном нивоу. Квалитет услуга у социјалној заштити подразумева стандардизацију услуга, лиценцирање пружалаца услуга и стручних радника и још два јако важна сегмента: подршку и контролу током пружања услуге. Контрола се спроводи кроз различите форме надзора: надзор над стручним радом и инспекцијски надзор. Увођење ефикасног система жалби и интерна евалуација на годишњем нивоу су обавезн стандард за пружаоце услуга, који такође представља важан сегмент система контроле...

Advisors/Committee Members: Brkić, Miroslav, 1967-.

Subjects/Keywords: social welfare; social welfare services; control of quality; professional work supervision; inspection in social welfare; supervisory support; licensing; accreditation; quality standards; self-asseessment; complains and appeals; social service providers; social welfare organizations

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Zekavica, Biljana, 1. (2016). Успостављање и одрживост система контроле квалитета услуга у социјалној заштити. (Thesis). Univerzitet u Beogradu. Retrieved from https://fedorabg.bg.ac.rs/fedora/get/o:13739/bdef:Content/get

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Zekavica, Biljana, 1963-. “Успостављање и одрживост система контроле квалитета услуга у социјалној заштити.” 2016. Thesis, Univerzitet u Beogradu. Accessed December 11, 2019. https://fedorabg.bg.ac.rs/fedora/get/o:13739/bdef:Content/get.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Zekavica, Biljana, 1963-. “Успостављање и одрживост система контроле квалитета услуга у социјалној заштити.” 2016. Web. 11 Dec 2019.

Vancouver:

Zekavica, Biljana 1. Успостављање и одрживост система контроле квалитета услуга у социјалној заштити. [Internet] [Thesis]. Univerzitet u Beogradu; 2016. [cited 2019 Dec 11]. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:13739/bdef:Content/get.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Zekavica, Biljana 1. Успостављање и одрживост система контроле квалитета услуга у социјалној заштити. [Thesis]. Univerzitet u Beogradu; 2016. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:13739/bdef:Content/get

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

22. 峰山, 幸子. Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連.

Degree: 博士（医学）, 2007, Okayama University / 岡山大学

URL: http://eprints.lib.okayama-u.ac.jp/11794

► We investigated whether supervisors' listening attitudes and skills were related to working conditions and psychological stress reactions among their subordinates. The subjects included 41 male… (more)

Subjects/Keywords: Active Listening; Active Listening Attitude Scale (ALAS); Supervisory support; Psychological stress reaction; Working conditon

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

峰山, �. (2007). Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連. (Thesis). Okayama University / 岡山大学. Retrieved from http://eprints.lib.okayama-u.ac.jp/11794

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

峰山, 幸子. “Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連.” 2007. Thesis, Okayama University / 岡山大学. Accessed December 11, 2019. http://eprints.lib.okayama-u.ac.jp/11794.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

峰山, 幸子. “Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連.” 2007. Web. 11 Dec 2019.

Vancouver:

峰山 �. Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連. [Internet] [Thesis]. Okayama University / 岡山大学; 2007. [cited 2019 Dec 11]. Available from: http://eprints.lib.okayama-u.ac.jp/11794.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

峰山 �. Supervisors’ attitudes and skills for active listening with regard to job stress and psychological stress reactions among subordinate workers : 上司の傾聴態度・スキルと部下の仕事のストレスとメンタルヘルスの関連. [Thesis]. Okayama University / 岡山大学; 2007. Available from: http://eprints.lib.okayama-u.ac.jp/11794

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Southern California

23. Travis, Dnika Jones. Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences.

Degree: PhD, Social Work, 2006, University of Southern California

URL: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/33443/rec/7664

► Well-trained and highly qualified workers are invaluable assets to human service organizations; yet, these workers face a host of challenges in doing their jobs. Prior… (more)

▼ Well-trained and highly qualified workers are invaluable assets to human service organizations; yet, these workers face a host of challenges in doing their jobs. Prior studies have gauged organizational commitment, job satisfaction, intention to leave, and turnover (Mor Barak, Nissly et al., 2001). This study forges new ground in its focus on the relationships among organizational factors and employees' responses to undesirable work experiences in a human service setting. Specifically, this study examined the following responses: (1) efforts toward of quitting (exit), (2) efforts that reflect one's disengagement from work-related tasks or organizational activities (neglect), and (3) efforts to improve dissatisfying work conditions or promote organizational change (voice) (Farrell, 1983; Rusbult et al., 1988). To encourage well-functioning organizations and positive client outcomes, greater understanding is warranted in this regard. The study's purpose is three-fold: (1) to test a theory-driven conceptual model that depicts the relationships among employee diversity characteristics, perceptions of work climate, job stress, psychological wellbeing, and exit/neglect/voice responses as outcome variables; (2) to examine the relationship among exit, neglect, and voice; (3) to test the model longitudinally with respect to the outcome variables.; The model was developed from social work, organizational psychology, management, and communication theories to offer a comprehensive multidisciplinary perspective. Through a longitudinal study of 359 child welfare workers, the hypothesized model was tested in four phases using path analysis (Amos 6.0). Both the cross-sectional and longitudinal path analytic models did fit the data well and provides evidence that diversity characteristics, perceptions of work climate, job stress, and psychological wellbeing are important determinants of employees' exit/neglect/voice responses to undesirable work experiences. Theoretically, this study's findings suggest that inclusion should be conceptually distinguished from supervisory and organizational support and that role conflict is distinguishably role ambiguity. Additionally, voice and neglect should be refined and reconceptualized in accordance with the challenges and demands of a human service settng. At the practice-level, these findings provide guidance to organizational leaders on how to target interventions to retain employees and keep them fuly engaged. Advisors/Committee Members: Barak, Michàlle Mor (Committee Chair), Nishimoto, Robert (Committee Member), Banet-Weiser, Sarah (Committee Member).

Subjects/Keywords: human and social services; exit, neglect, voice; inclusion in decision-making; supervisory support; job stress; psychological wellbeing

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APA (6^th Edition):

Travis, D. J. (2006). Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences. (Doctoral Dissertation). University of Southern California. Retrieved from http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/33443/rec/7664

Chicago Manual of Style (16^th Edition):

Travis, Dnika Jones. “Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences.” 2006. Doctoral Dissertation, University of Southern California. Accessed December 11, 2019. http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/33443/rec/7664.

MLA Handbook (7^th Edition):

Travis, Dnika Jones. “Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences.” 2006. Web. 11 Dec 2019.

Vancouver:

Travis DJ. Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences. [Internet] [Doctoral dissertation]. University of Southern California; 2006. [cited 2019 Dec 11]. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/33443/rec/7664.

Council of Science Editors:

Travis DJ. Understanding employees' efforts to seek change or quit: a longitudinal study of human and social service workers' cognitive and behavioral responses to their work experiences. [Doctoral Dissertation]. University of Southern California; 2006. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/33443/rec/7664

Virginia Tech

24. Alexander, Jenny Burroughs. Development and Validation of Supervisory and Organizational Support Measures.

Degree: PhD, Human Development, 2008, Virginia Tech

URL: http://hdl.handle.net/10919/26436

► Recruitment and retention of public child welfare workforce is in crisis due to turnover caused by 1) dissatisfaction with job; 2) excessive stress and burnout,… (more)

▼ Recruitment and retention of public child welfare workforce is in crisis due to turnover caused by 1) dissatisfaction with job; 2) excessive stress and burnout, including vicarious trauma; and 3) a lack of support from supervisors and organizations. No instrument was found to evaluate the impact of supervisory support and the use of organizational and professional strategies. The Supervisory and Organizational Support (SOS) survey instrument was created in response to the need for reliable and valid instruments to measure issues related to child welfare workforce turnover. The purpose of this study was to investigate the psychometric properties of the SOS survey instrument and was designed to address the following research questions: 1) Does the instrument have demonstrated content validity? 2) Does the instrument have demonstrated construct validity as developed through factor analysis techniques? 3) Does the instrument have demonstrated reliability? 4) To what extent do the instrument and itsâ subscales correlate with measures of theoretically related and unrelated variables? The results of this study with a sample of 387 employees in 18 Virginia Department of Social Services agencies provide good beginning evidence of content, construct, convergent, and discriminant validity, and reliability of the SOS survey instrument. As such, the SOS survey can be used in studies of social services workforce turnover/ retention. However, to increase confidence in this recommendation, further research should address the implications and limitations of the current study and provide replication of the results with a different sample using confirmatory factor analysis. Finally, the SOS survey instrument may serve to assist in the evaluation of practice and policy efforts aimed at increasing worker retention. Advisors/Committee Members: Meszaros, Peggy S. (committeechair), Few-Demo, April L. (committee member), Mancini, Jay A. (committee member), Olsen, Deborah (committee member).

Subjects/Keywords: Child Welfare workforce retention and turnover; exploratory factor analysis; survey development; supportive supervision; Constructivist Self-Development Theory; Supervisory and Organizational Support (SOS) Surv; vicarious trauma

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Alexander, J. B. (2008). Development and Validation of Supervisory and Organizational Support Measures. (Doctoral Dissertation). Virginia Tech. Retrieved from http://hdl.handle.net/10919/26436

Chicago Manual of Style (16^th Edition):

Alexander, Jenny Burroughs. “Development and Validation of Supervisory and Organizational Support Measures.” 2008. Doctoral Dissertation, Virginia Tech. Accessed December 11, 2019. http://hdl.handle.net/10919/26436.

MLA Handbook (7^th Edition):

Alexander, Jenny Burroughs. “Development and Validation of Supervisory and Organizational Support Measures.” 2008. Web. 11 Dec 2019.

Vancouver:

Alexander JB. Development and Validation of Supervisory and Organizational Support Measures. [Internet] [Doctoral dissertation]. Virginia Tech; 2008. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10919/26436.

Council of Science Editors:

Alexander JB. Development and Validation of Supervisory and Organizational Support Measures. [Doctoral Dissertation]. Virginia Tech; 2008. Available from: http://hdl.handle.net/10919/26436

University of South Africa

25. Kossuth, Stephen Patrick. Team building and salutogenic orientations contextualised in a performance model.

Degree: 1998, University of South Africa

URL: http://hdl.handle.net/10500/17120

► The purpose of this research has been to investigate the relationships between team building, salutogenesis and performance. Team building was investigated by focusing on the… (more)

▼ The purpose of this research has been to investigate the relationships between team building, salutogenesis and performance. Team building was investigated by focusing on the directive and interactive dimensions of • climate • supervisory support • team work. Salutogenesis was investigated by focusing on the concepts of • sense of coherence • locus of control • self-efficacy. Work performance was investigated by focusing on • performance measurement criteria • self-appraisal as a cognitive mediator between performance and salutogenesis. In the literature survey a performance model was postulated to explain the relationships between team building, salutogenesis and performance. The personality profile of the optimal functioning individual in the context of the performance model was compiled from the personality profiles of the optimal functioning team member, the optimal functioning individual and the optimal performing individual. In the empirical investigation a sample (N = 245) of mine employees completed a battery of questionnaires using computerised data collection. The battery was subjected to item-test correlations, Cronbach alpha coefficient measurements and factor analyses, to establish the reliability and structure of each questionnaire. lntercorrelations were calculated and analysed to test the relationships between the dimensions, and concepts. Following this, the factor analysis of a five factor model established the relationships between the dimensions and concepts of team building, salutogenesis and performance. Finally, LISREL-analyses were performed to test the conceptual structure of the relationships. The empirical findings indicate that team building forms a construct based on directive and interactive dimension of climate, supervisory support and team work. Salutogenesis forms a construct and it includes the incorporation of work performance as a concept of salutogenic orientations. The relationship between the constructs was confirmed using LIS REL-analysis, thus validating the integration of the dimensions and properties within each construct into the properties of a performance model; and the personality profiles within each construct into the personality profile of the optimal functioning individual. The empirical results were integrated with the literature review. Team building and salutogenic orientations are integrated into a performance model which explains the relationships between the work environment, the behaviour of the individual and his/her performance within the context of the work environment. Advisors/Committee Members: Cilliers, Frans (advisor).

Subjects/Keywords: Team building; Climate; Supervisory support; Team work; Directive and interactive dimensions; Salutogenesis; Sense of coherence; Locus of control; Self-efficacy; Performance criteria; Self-appraisal

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APA (6^th Edition):

Kossuth, S. P. (1998). Team building and salutogenic orientations contextualised in a performance model. (Doctoral Dissertation). University of South Africa. Retrieved from http://hdl.handle.net/10500/17120

Chicago Manual of Style (16^th Edition):

Kossuth, Stephen Patrick. “Team building and salutogenic orientations contextualised in a performance model.” 1998. Doctoral Dissertation, University of South Africa. Accessed December 11, 2019. http://hdl.handle.net/10500/17120.

MLA Handbook (7^th Edition):

Kossuth, Stephen Patrick. “Team building and salutogenic orientations contextualised in a performance model.” 1998. Web. 11 Dec 2019.

Vancouver:

Kossuth SP. Team building and salutogenic orientations contextualised in a performance model. [Internet] [Doctoral dissertation]. University of South Africa; 1998. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10500/17120.

Council of Science Editors:

Kossuth SP. Team building and salutogenic orientations contextualised in a performance model. [Doctoral Dissertation]. University of South Africa; 1998. Available from: http://hdl.handle.net/10500/17120

University of Florida

26. Thigpen, Joe Dennard, 1942- ( Dissertant ). Most and least helpful experiences in the supervision of paraprofessional mental health workers.

Degree: 1974, University of Florida

URL: http://ufdc.ufl.edu/UF00098358

The study attempted to identify experiences which paraprofessional

Subjects/Keywords: Customer feedback; Emotional support; Mental health; Paraprofessionals; Professional training; Psychological counseling; Questionnaires; Rehabilitation counseling; Supervisory training; Support personnel; Counselor Education thesis Ph. D; Helping behavior; Supervision of employees

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Thigpen, Joe Dennard, 1. (. D. ). (1974). Most and least helpful experiences in the supervision of paraprofessional mental health workers. (Thesis). University of Florida. Retrieved from http://ufdc.ufl.edu/UF00098358

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Thigpen, Joe Dennard, 1942- ( Dissertant ). “Most and least helpful experiences in the supervision of paraprofessional mental health workers.” 1974. Thesis, University of Florida. Accessed December 11, 2019. http://ufdc.ufl.edu/UF00098358.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Thigpen, Joe Dennard, 1942- ( Dissertant ). “Most and least helpful experiences in the supervision of paraprofessional mental health workers.” 1974. Web. 11 Dec 2019.

Vancouver:

Thigpen, Joe Dennard 1(D). Most and least helpful experiences in the supervision of paraprofessional mental health workers. [Internet] [Thesis]. University of Florida; 1974. [cited 2019 Dec 11]. Available from: http://ufdc.ufl.edu/UF00098358.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Thigpen, Joe Dennard 1(D). Most and least helpful experiences in the supervision of paraprofessional mental health workers. [Thesis]. University of Florida; 1974. Available from: http://ufdc.ufl.edu/UF00098358

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Universitat de Girona

27. Comas Matas, Joaquim. Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP.

Degree: Departament d'Enginyeria Química, Agrària i Tecnologia Agroalimentària, 2000, Universitat de Girona

URL: http://hdl.handle.net/10803/7775

► The present document wants to gather the experience obtained in the development of a Supervisory System for optimal WWTP management and control, its implementation in… (more)

Subjects/Keywords: Knowledge management; Activated sludge; Real implementation; Supervisory system; Knowledge-based system; Tractament d'aigües residuals; Depuradores; Sistema de suport a la decisió; Sistema basat en el coneixement; Sisema supervisor; Implementació real; Fangs actius; Gestió del coneixement; Decision support system; Wastewater treatment; 62; 628; 66

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Comas Matas, J. (2000). Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP. (Thesis). Universitat de Girona. Retrieved from http://hdl.handle.net/10803/7775

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Comas Matas, Joaquim. “Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP.” 2000. Thesis, Universitat de Girona. Accessed December 11, 2019. http://hdl.handle.net/10803/7775.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Comas Matas, Joaquim. “Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP.” 2000. Web. 11 Dec 2019.

Vancouver:

Comas Matas J. Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP. [Internet] [Thesis]. Universitat de Girona; 2000. [cited 2019 Dec 11]. Available from: http://hdl.handle.net/10803/7775.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Comas Matas J. Development, implementation and evaluation of an activated sludge supervisory system for the Granollers WWTP. [Thesis]. Universitat de Girona; 2000. Available from: http://hdl.handle.net/10803/7775

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

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