The purpose of this study was to explore whether the employee perceived need-supply fit (N-S fit), demand-ability fit (D-A fit), person-organization fit (P-O fit), and person-supervisor fit (P-S fit) mediate the relationship between transformational leadership (TFL) and follower's task performance, and organizational citizenship behavior toward organization (OCB-O)and supervisor (OCB-S). In addition, we also examined the moderating effects of follower's cultural and learning adaptabilities on the relationship between TFL and the above employee's fit perceptions. The data was collected from 36 companies of different industries in Taiwan, consisted of 85 leaders and 179 followers. The result of structural equation modeling and hierarchical regression analysis showed that perceived N-S fit mediated the relationship of TFL and task performance. The effect of TFL on OCB-O and OCB-S was also mediated by perceived P-O fit, and P-S fit respectively. Furthermore, follower's cultural adaptability moderated the positive relationship between TFL and N-S fit. Besides, follower's low learning adaptability strengthened the effect of TFL on follower perceived D-A fit. Finally, follower's learning adaptability strengthened the positive relationship between TFL and perceived P-S fit. Theoretical and practical implications of our findings are discussed.

In the field of organizational behavior, it has been a long-range debate whether personality attributes or situations impact individuals¡¦ behavior more significantly. Actually, person and work environment both can not be ignored, researcher have noticed the concept of person-environment (P-E) fit proved to influence various work outcomes significantly. Furthermore, there is an emerging issue about common method variance (CMV) in the field of fit researches. As a result, this research intends to develop four Q-sort profiles to apply Q-methodology for measuring P-O, P-J, P-S as well as P-G fit such that the bias of common method variance can be reduced. We proposed five research objectives in this research: (1) to develop four valid and manageable Q-sort profiles as indirect measures of P-O, P-J, P-G, and P-S fit; (2) to test the correlation between direct and indirect measures of P-E fit such that the criterion-related validity of the four Q-sort profiles can be verified; (3) to test the individual relationships between four main types of P-E fit and their outcome criteria so as to verify the criterion-related validity; (4) to understand the overall and relative impacts of four types of P-E fit on their outcomes; (5) to manifest the most desirable and undesirable organizational culture, job contents, supervisor leadership behaviors, and workgroup characteristics of employees in Taiwan. Thus, the four Q-sort profiles (i.e., condensed OCP, Job Characteristics Profile, Supervisor Leadership Profile, and Workgroup Characteristics Profile) have been developed, and validated by two categories of criteria (i.e. direct measures and work0related outcomes). Despite that the correlation between indirect and direct measures of P-E fit is not significant, indirect measure of P-O, P-J, P-G, and P-S fit are significantly correlated with at least three work-related outcomes. Next, we test our hypotheses with a regression analysis, and the result reveals that P-O and P-S fit have strong impacts on their work-related outcomes, but the impacts of P-J and P-G fit are not salient. Finally, we present the preferences of employees in Taiwan through their own rankings.

No description available.

Tikslas – nustatyti iš vadovo gaunamo grįžtamojo ryšio ir paskalų organizacijoje svarbą pardavėjų socializacijai. Socializacijai organizacijoje įvertinti naudotas R. J. Taormina (1994) organizacinės socializacijos inventorius (angl. Organizational Socialization Inventory, OSI). Iš vadovo gaunamam grįžtamajam ryšiui įvertinti, naudota L. A. Steelman, P. E. Levy, A. F. Snell (2004) grįžtamojo ryšio aplinkos skalės (angl., the Feedback Environment Scale) dalis, skirta išmatuoti iš vadovo gaunamo grįžtamojo ryšio vertinimui. Paskaloms organizacijoje vertinti, naudota metodikos, kuri matuoja su organizacija susijusias paskalas, dalis, vertinanti paskalas organizacijoje. Šią metodiką sukūrė G. Jablonskytė ir doc. dr. L. Bukšnytė-Marmienė (2012). Tyrime dalyvavo 330 vienos organizacijos įvairaus lygio pardavėjos. Jų amžius nuo 19 iki 54 metų (vidurkis – 31,33±8,375). Pagrindiniai tyrimo rezultatai parodė, kad pardavėjos, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip tinkamesnį, paskalas organizacijoje vertina kaip mažiau intensyvias lyginant su tomis pardavėjomis, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip mažiau tinkamą. Pardavėjų, suvokiančių iš vadovo gaunamą grįžtamąjį ryšį kaip tinkamesnį, socializacija organizacijoje yra sėkmingesnė, lyginant su tomis pardavėjomis, kurios iš vadovo gaunamą grįžtamąjį ryšį suvokia kaip mažiau tinkamą. Pardavėjų, vertinančių paskalas organizacijoje kaip mažiau intensyvias ir intensyvesnes, socializacijos sėkmingumas... [toliau žr. visą tekstą] / The aim of this study is to assess the importance of feedback from supervisor and gossip in organization for saleswomen’s socialization. Socialization was assessed by Organizational Socialization Inventory (OSI) (Taormina, 1994). The feedback from supervisor was assessed by the part, of Feedback Environment Scale (Steelman, Levy & Snell, 2004). That part measures the feedback from supervisor. Gossip in organization was assessed by the subscale of inventory which has been created to measure gossip related with organization (Jablonskytė, & Bukšnytė-Marmienė, 2012). This subscale measures gossip in organization. The subjects of the study are 330 saleswomen from one organization. Their age range from 19 to 54 years (mean 31,33±8,375). The results show that saleswomen, who evaluate the feedback from supervisor as more appropriate, evaluate gossip in organization as less intensive comparing to saleswomen, who evaluate the feedback from supervisor as less appropriate. Socialization is more successful for those saleswomen, who evaluate the feedback from supervisor as more appropriate comparing to those saleswomen, who evaluate the feedback from a supervisor as less appropriate. There is no significant difference in success of socialization between saleswomen, who evaluate gossip in organization as less intensive and more intensive. Feedback from supervisor has positive influence on three elements of saleswomen’s socialization: training, coworker support and future prospects. Gossip... [to full text]

This study explores educational leadership within and across two of NZ’s eLearning clusters. Two complementary perspectives of educational leadership are used to frame the investigation: instructional leadership and distributed leadership. The research was conducted approximately nine months after the cessation of a two-year Ministry subsidy for the employment of 12 ePrincipals and at a time when Ultrafast Broadband was imminent for nearly all NZ schools. The literature review explores aspects of two areas related to eLearning leadership: conventional educational leadership in ‘bricks-and-mortar’ schooling contexts and eLearning/eTeaching in virtual schooling contexts. Data was gathered from semistructured interviews with twelve school-based research participants (ePrincipals, eTeachers, Site Supervisors and Principals) across two of NZ’s eLearning clusters and four National Officials with responsibilities for wider forms of eLearning. The findings are presented in a manner that attempts to capture directly the research participants’ voices, while still maintaining confidentiality and anonymity. The findings are discussed using an ecological perspective of eLearning as the unifying framework to explore the leadership across nested and interacting layers, from the micro-level of an eLearning class to the macro-level of NZ’s system for secondary education. The major findings from the study indicate that educational leadership in eLearning clusters is complex, relies heavily on goodwill and collaboration, and occurs in a challenging environment. Within an eLearning cluster the leadership of eLearning/eTeaching is distributed primarily across the ePrincipal, eTeachers and Site Supervisors who each assume complementary leadership roles. A raft of recommendations, across all ecosystem levels of eLearning, is proposed for leaders to consider when initiating change to strengthen their practices and policies with respect to enhancing eLearning and eTeaching.

Den här rapporten är en utredning och analys av lämpliga arbetsuppgifter och deras nödvändiga verktyg och hjälpmedel för en skiftledare, Watch Supervisor, vid ett framtida center för fjärrstyrda flygledningstorn, Remote Tower. Ett center för fjärrstyrda flygledningstorn är en centraliserad enhet med uppgiften att flygleda och kontrollera flygsäkerheten på och nära en eller flera flygplatser. Utgångspunkten för datainsamlingen har varit intervjuer med verksamma flygledare och skiftledare på LFV, Sveriges statliga verk för flygtrafiktjänst. Studiebesök har även gjorts vid olika enheter, både flygledartorn och radarkontrollcentraler, däribland Sundsvall RTC som är världens första central för fjärrstyrd flygledning godkänd att sättas i drift. Insamlad data har kompilerats och analyserats och en rekommendation presenteras i slutet av denna rapport angående arbetsuppgifter och verktyg för ovan nämnda skiftledare i ett RTC. Resultatet visar att rollen kommer ha stora likheter med befintliga skiftledarpositioner i den svenska flygledningen.

Emotions play a profound role in the workplace, especially in the human service profession. Service agents, for example educators, are expected to express socially desired emotions in a service interaction with learners. This direct face-to-face contact with learners requires a lot of emotions and in order to advance educational goals, teachers perform Emotion Work. Factors like the individual factor Emotional Intelligence and organisational factors like Job Autonomy, Supervisor- and Co-worker Support have a profound impact on how Emotion Work is experienced. Emotion Work has an influence on the experience of Well-Being. The objective of this research is to determine the relationship between Emotion Work, Emotional Intelligence, Organisational Factors and Well-Being within secondary schools in South Africa. The research method consists of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from 257 educators in high schools in the Gauteng Province. The Schutte Emotional Intelligence Scale (SEIS), The Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (English version) (OBLI). Scale from the Frankfurt Emotion Work Scales (FEWS) and Organisational Factor Scale were used as measuring instruments. The statistical analysis was carried out with the SPSS-programme. The statistical methods utilised in the article consisted of descriptive statistics, Cronbach alpha coefficients, factor analysis (using a principle components analysis), Pearson product-moment correlation coefficients and multiple regression analyses were used to analyse the data. A factor analysis confirmed two factors for Burnout, consisting of Exhaustion and Mental Distance; Emotion Work also consists of two factors namely Positive Emotion Work and Negative Emotion Work, Emotional Intelligence (four factors) consisting of Mood Regulation/Optimism, Emotion Management/Social Skills, Emotion Appraisal and Emotion Detachment. The OF (Organisational Factors) and UWES both showed acceptable internal consistencies. The analysis of Pearson correlations in this study showed that Exhaustion is negatively correlated with Job Autonomy, Supervisory Support and Engagement, while positively correlated with Negative Emotion Work and Mental Distance. Mental Distance is negatively correlated with Job Autonomy, Supervisory Support and Engagement and positively correlated with Negative Emotion Work. Engagement is positively correlated to Mood Regulation/Optimism, Emotion Management/Social Skills, Co-worker Support and Supervisory Support. Emotion Management/Social Skills is positively correlated to Emotion Appraisal and lastly Supervisor Support is positively correlated to Co-worker Support. A regression analysis with Engagement as dependent variable indicated that Positive Emotion Work, Negative Emotion Work, Mood Regulation/Optimisrn and Supervisor Support in an educator environment were the best predictors of Engagement. With Exhaustion as the dependent variable, Negative Emotion Work, Job Autonomy and Supervisor Support were the best predictors of Exhaustion and with Mental Distance as the dependent variable, Negative Emotion Work, Job Autonomy and Supervisor Support were the best predictors of Mental Distance. Recommendations are made for the educators' profession and for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2006. / In the new service economy organisations have to distinguish themselves from their competitors in terms of the quality of their service delivery. In order to attain this new goal organisations realise the important role that customers play in their success. Organisations also recognize that modern day customers have different wants and higher expectations regarding service delivery compared to only a decade ago. To live up to these new challenges a novel form of conducting business was introduced to the global labour market: Telephone call centres provide quality and efficient service in the most cost-effective way possible by, inter alia, utilising customer service representatives (CSRs) to attend to clients’ each and every need – this job demand is termed emotional labour. Due to the way in which the CSRs’ work is structured and the wide-ranging demands placed on them, these individuals experience countless and varied stressors on the job. The result, in a nutshell, is that CSRs become emotionally exhausted and eventually leave the call centre. The purpose of the present research study is, therefore, to identify to what extent emotional labour influences CSRs’ feelings of emotional exhaustion, and whether the latter results in detrimental outcomes that undermine organisations’ success and competitive advantage in the marketplace. A large organisation’s call centre operators participated in the study (n = 84). Seven focus groups were conducted for the purpose of qualitative data collection: Six groups consisted of CSRs (N = 30) and one group consisted of team leaders (N = 4). Qualitative content analysis was used to analyse the focus group interviews. The participants (n = 84) also completed questionnaires measuring emotional labour, emotional exhaustion, supervisor support, organisational commitment, and intentions to leave. Analysis of the interview data supported the existence of the five theoretical constructs and additional sources of job stress, over and above emotional labour, were identified. Pearson product-moment correlation analysis was used to analyse the questionnaire data, followed by multiple regression analysis with organisational commitment and intentions to leave as dependent variables, and the remaining constructs as the predictors. After determining the fit of the measurement model, consisting of the five constructs, a structural model was tested. Both the measurement and structural models produced acceptable goodness-of-fit statistics. The results of the structural model did not indicate a significant correlation between the total construct emotional labour and emotional exhaustion. Significant correlations were found between emotional labour and supervisor support, emotional exhaustion and organisational commitment and intentions to leave respectively, and organisational commitment and intentions to leave. Multiple regression analysis indicated emotional exhaustion is a significant predictor of both lowered organisational commitment and increased intentions to leave. Structural equation modelling indicated emotional exhaustion is causally related to intentions to leave through organisational commitment. The findings are congruent with previous research on the detrimental effect of emotional exhaustion on organisational outcomes and illuminate the complex relationship between emotional labour and emotional exhaustion. Interventions minimising the impact of both emotional labour and emotional exhaustion, within a call centre environment, are explored.

No description available.

Although the benefits of supervision are known nowadays, it is still not applied in a number of fields. This concerns even such occupations where direct work with clients is the basis of work or voluntary activity (e.g. health care, school education and even some organisations providing services of social care etc.). This thesis first informs about supervision in general, i.e. about its history, objectives, functions and division. Further, it deals with the person of the supervisor, the supervised person, and their relationship. The theoretical part is finished with information on social services, volunteering and supervision of volunteer programmes in the field of medical and social care. In comparison with the supervision of providers of social services, this volunteer supervision should be different, and this difference should consist in its voluntary, not obligatory, character. This diploma thesis aims at describing specific features of supervision of volunteer programmes in the field of medical and social care. A partial objective is to find differences between providing and receiving supervisions in volunteer programmes and supervisions of organisations providing social services. The research was both quantitative and qualitative, included method of questioning, semi-standardised questionnaire and a guided interview. There were three hypotheses set in the thesis, two of which were confirmed and one disproved. Further, on the basis of her results, the author defines the specific character of the supervision of volunteer programmes. The author regards as the most important finding the fact that volunteers take part in supervision voluntarily and with pleasure, view it as beneficial a natural part of their volunteer activity. This is also the most essential difference between the volunteer supervision and the supervision provided by social services, where over 50 per cent of staffs view supervision as an obligatory part of their occupation, and a much higher percentage of the staffs in comparison with volunteers say that they do not regard supervision as a benefit for themselves. The author sees the applicability of this thesis in publishing her results in professional journals or in publishing on the web pages of the National Volunteer Centre, because so far almost nothing has been published on this subject.