To ensure the success of a company, it is essential for supervisors to interact effectively with the employees they oversee. Effective interactions between supervisor and employee go hand-in-hand with employee satisfaction, which can impact firm performance. The purpose of this thesis is to examine key drivers of employee satisfaction. Specifically, this thesis tests whether or not employees with supervisors of the same sex as themselves are more satisfied than employees with supervisors of the opposite sex. It also compares and contrasts the level of satisfaction an employee has in correspondence with transformational and transactional leadership styles and whether this relationship is contingent on the employee's level of work experience.

One issue that has been neglected and is gaining currency in the organizational citizenship behavior (OCB) literature is the extent to which individuals consider OCB to be part of the job (OCB role definition). A recent meta-analytic review reveals that employees are more likely to perform OCB when they define OCB as in-role rather than as extra-role. However, little attention has been paid to the influences of organizational practices on employee OCB role definition. This neglect is of particular relevance because researchers have argued that how employees view their role obligations are likely to be subject to some purposeful organizational practices. Thus, this paper focuses on the effects of high-performance work systems (HPWS) on employee OCB role definition. This paper adopts multiple theoretical perspectives (e.g., social exchange, organizational identification, ability-motivation-opportunity, and trust) to understand how, why, and when HPWS cause employees to expand their job requirements to include OCBs like helping and voice. Using a multisource data collected at 4 waves from 208 supervisor-employee dyads in Taiwan, I examined the following: (a) the direct effect of employee-experienced HPWS on employee helping and voice role definitions, (b) the mediating roles of employee helping and voice role definitions in the employee-experienced HPWS and actual employee helping and voice relationships, (c) the mediating roles of employee social exchange and organizational identification perceptions toward the organization, as well as employee efficacy, instrumentality, and autonomy perceptions toward helping and voice in the relationships between employee-experienced HPWS and OCB role definitions, (d) the direct effect of employee trust in supervisor on employee helping and voice role definitions, and (e) the moderating role of employee trust in supervisor in the relationships between employee-experienced HPWS and employee helping and voice role definitions. The results confirm the direct effects of employee-experienced HPWS and trust in supervisor, the mediating effects of employee helping and voice role definition, and employee efficacy, instrumentality, and autonomy perceptions toward helping and voice, as well as the moderating effects of employee trust in supervisor, such that employee trust in supervisor strengthened the effects of employee-experienced HPWS on employee helping and voice role definitions when trust in supervisor was high than when it was low. Implications for research and practice are discussed. / Dissertation / Doctor of Philosophy (PhD)

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Given the high number of errors and negative events committed within medical settings, the emphasis on patient safety culture is becoming more prevalent. Despite this effort, underreporting has been and continues to be an issue in this area. Some research has shown a link between underreporting and lack of management responsiveness, but more work is necessary to identify reasons for underreporting and potential mitigating solutions. The objective of the present research is to answer questions regarding the impact supervisors have on staff’s patient safety perceptions and event reporting, through the use of archival survey data collected with the AHRQ Hospital Safety Culture Survey (2004). Probable moderators and mediators of key relationships were explored as well. Results are presented and their implications are discussed herein.

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