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In the organization environment, supervisor is the most closely person in subordinates' working interpersonal network. Supervisors and subordinates have different responsibility in the organization. In order to make subordinates complete task successfully, supervisors usually have the important mission to motivate subordinates behaviors. From the past research results shows that subordinates perceived supervisor support will affect job satisfaction, job involvement, job performance,etc. Therefore how to make subordinates feel supervisors' care, trust and support, which usually is an important key to open subordinates' inner mind. It's also that this research want to discuss subject. This research use the critical incident method to interview different seniority subordinates to understand supervisor¡¦s support / non support behavior , subordinates' emotions, follow-up reaction, and what opinion about supervisor .It also intersect analyse the correlation between behavior, reaction and opinion. Summarized the results of this research, the following conclusions as below, 1. When subordinates perceived supervisor support, whatever emotion, reaction and opinion about supervisor are all positive, active and affirmative. On the contrary , when subordinates perceived supervisor not support, it will increase turnover intention. 2.When subordinates perceived supervisor not support, their emotion and behavior are not consistent. Subordinates easily have emotional labor. 3.Junior subordinates have more positive reaction than senior subordinates to face supervisor not support behavior even they have negative emotions Finally, the discussion of the research results, this study understand what supervisor support behaviors that subordinates concerned. That also can motivate subordinates¡¦ behavior in their work or organization environment. On the other hand, we can also know supervisor not support behaviors will bring negative effect. This study can give supervisor behavior reference to manage their staff in the organization and contribute to enhance the relationship between supervisors and subordinates and organizational development.

Research in the work-life area has typically concerned individuals' assessments of their own conflict. The current study went beyond this by examining supervisor assessments of employee conflict and how they relate to the support given to employees. This support, traditionally measured using a unidimensional measure of support, was measured with a multidimensional measure that differentiates eight separate forms of support, including listening, emotional, emotional challenge, reality confirmation, task appreciation, task challenge, tangible assistance, and personal assistance support. Additionally, the amount of personal contact between the supervisor and the employee and the extent to which the supervisor likes the employee were examined as potential moderators of the relationship between supervisor assessments and the support given. Further, employee satisfaction with supervisor support, as well as the potential moderating role of the need for support on the relationship between the provided support and the employee's satisfaction with the support, were explored. Finally, employee satisfaction with the eight forms of support and subsequent outcomes (i.e., subsequent work-life conflict, job satisfaction, turnover intentions, organizational commitment, and job performance) as they relate to the provided support were examined. Data were collected from 114 pairs of employees and supervisors. Employees were assessed at two time periods two weeks apart whereas supervisors were assessed at one time period, within five days of the employee's first time period. Results showed that supervisor assessments of employee work-life conflict were either unrelated or negatively related to the eight forms of support. Additionally, it appears that when supervisors perceived employees as having a high degree of work-to-life conflict, they provided relatively high and relatively equal amounts of emotional challenge and reality confirmation support to employees regardless of how much they liked them. When supervisors perceived employee work-to-life conflict as being low, however, they provided significantly more emotional challenge and reality confirmation support when they liked the employee as opposed to when they did not like the employee. Furthermore, the relationship between emotional challenge support and job satisfaction was mediated by satisfaction with emotional challenge support, the relationship between task appreciation support and affective commitment was mediated by satisfaction with task appreciation support, and the relationship between task appreciation support and job satisfaction was mediated by satisfaction with task appreciation support. Finally, when emotional challenge support was provided, greater levels of support led to greater employee satisfaction, especially if there was a need for the support. However, when reality confirmation support was provided, employees were less satisfied with the support when a large amount of support was provided and the employees' need for support was low.

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Background: Background: Supervision is one of the important tools to help people working in assisting professions. There are many literature on this subject, but it is a problem to find a clear specification of the notion of supervision where its limits go. For a person who does not know the supervisor, it is also good practice to know practical lessons for a better idea of how a supervisor really works. On the contrary, one who knows the supervisor might wish to extend his / her knowledge and compare it with his / her experience. Objectives: The main objective of the research was to provide theoretically available information on the concept of supervision and to compare this knowledge with experiences of supervisor. Another goal was to find out what they think they are supervising supervisors, how they think they are perceived, how they can be useful, and if at all. Finally, the third objective was to find out what viewers have on the current course of supervision. Methodology: The thesis was divided into the theoretical and practical part. The theoretical part completes the practical part and vice versa. In this qualitative research, semi- standardized rohovory was used. The sample was composed of 4 supervisors - three of the adiktological practice and one of the supervisor's practice in social...

Recent high profile food safety incidents in the United Kingdom have shaken consumer confidence in food products. Consumer perception of risk is seen to be very relevant to food safety issues. The impact of this perceived risk on purchase behaviour is also critical to the development of risk management strategies by authorities responsible for public health and the food industry. Focusing on fresh chicken meat products, this study explored the relationship between food risk characteristics, consumer perception of food safety related risk, consumer purchase behaviour and actions that can be taken to reduce the exposure to food risk. Following an extensive literature review, an exploratory study in the form of face-toface interviews was carried out to clarify the main concerns of food hazards, and to identify the items of perceived consequent loss and risk reducing strategies adopted by consumers. The findings were verified through a quantitative survey of 200 respondents. The data was presented in the form of Structural Equation Modelling, and analysed by the LISREL 8.30 statistical package. The results showed that consumer risk perception was affected by a range of risk characteristics, such as consumer concern about the severity of the food risk, and the potential long-term adverse effect on future generation and environment. The main elements of perceived loss associated with food safety were health, financial, time, lifestyle and taste losses, and these were shown to have a negative effect on purchase likelihood. Two other risk characteristics namely, perceived knowledge and own control of the food risk were found to be linked directly and positively to consumer purchase likelihood. Risk reducing strategies such as branded product, product quality assurance and product information adopted by consumers were identified and found to be consistent with the marketing strategies used by the food industry. These risk-reducing strategies have a negative relationship with consumer risk perception. This study presented empirical evidence for characterising types of food risks and explains how food risks and risk reducing strategies affect consumer risk perception as well as purchase likelihood. Consequently, two quantitative consumer food purchase models were developed. These models can help the government and the food industry to identify key factors to develop systematic strategies for risk management and risk communication in order to allocate resources efficiently and effectively. They can also use these models to measure the effectiveness of their risk management policy in the times of concern about food safety. This study recommends further research to apply these models in other types of food products and other types of risk, such as chemical risk, and technological risk, in particular for those risks which are beyond the control of consumers. The differences in risk perception between cultures and socio-economic groupings should be explored further. This is a valid topic for further research and provides potential benefits for consumers and food industry as a whole.

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Clinical Supervision is an important practice in speech language therapy and related health disciplines. Research in student clinician populations has found that supervisees value interpersonal, personal and teaching characteristics in a clinical supervisor. Research has also shown that perceptions of supervisor characteristics change as student clinicians gain clinical skills. However, there is a significant lack of research examining practising clinicians' perceptions of clinical supervisor characteristics. The current study aimed to 1) survey practising Speech Language Therapists (SLTs) and examine the knowledge, skills and attitudes valued in a clinical supervisor, and 2) determine if the characteristics valued by more experienced SLTs (greater than 5 years) differed from those valued by less experienced SLTs (less than 5 years). A cross-sectional survey design methodology was employed. A five-part survey was developed, and distributed nationally by email. Participants were 72 SLTs practising in New Zealand. Results indicated that practising SLTs valued interpersonal knowledge and skills, and personal values and attitudes most highly in a clinical supervisor. In addition, it was found that characteristics relating to professional knowledge and identity were least valued. Overall, almost no difference was found between characteristics valued by less and more experienced clinicians. Findings suggest that practicing clinicians' basic human-relationship needs must be met for safe and effective CS to occur. Findings also suggest that regardless of experience level all clinicians are learners. This means clinicians across all different levels of work experience require support from clinical supervisors, to learn reflectively from experiences in the workplace.

The supervisory relationship is reported to be fundamental in determining whether the goals of supervision are met. Its role is said to surpass any methods or approaches used (Kilminster and Jolly, 2000). In educational psychology the supervisory relationship with trainees has not been explored in any depth. This study aims to explore how both trainees and supervisors experience the relationship. An onus is placed on exploring the effective features of the relationship, with a view to enhance practice. In phase 1, interpretative methodology was applied to identify newly qualified educational psychologists’ experiences of their practicum based supervision when they were in year three of their training. Main themes described are participants needing to feel accepted by their supervisor, the supervisor acting from within professional, personal and nurturing based roles, feeling connected with the supervisor, being open and disclosing with the supervisor and how service culture impacts supervision. The power dynamic between trainee and supervisor appeared to significantly impact on key features of the relationship The themes from phase 1 were presented to supervisor participants in phase 2. Interpretative methodology was used to explore supervisors’ perceptions of these themes. Overall, supervisors appeared to like relationships which were mutual and reciprocal. Implications for practice are explored e.g. the need to facilitate authenticity and open dialogue in the relationship. Limitations of the study include 1) piloting the interview process with a non-educational psychology professional who does not have experience of the context of trainee educational psychology supervision 2) possible disadvantages of knowing some of my participants 3) accessing supervisory experiences related to just year 3 of training and 4) inconsistency in criteria for participation, i.e. not all participants had been working with the same supervisor or trainee for year both years 2 and 3 of the training programme.

Thesis (Ph.D. (Social work)) -- University of Limpopo, 2018 / The aim of this study as borne by the topic, was to ascertain the supervision expectations of social workers in Vhembe District of Limpopo Province. The unit of the study were social workers employed by the Vhembe District Department of Social Development (Vhembe DSD or DSD) only. The study excluded social workers who were employed by the Non-Governmental Organisations (NGOs) or in any other capacity outside of the DSD. The data collection consisted of two phases; that is, firstly, a survey questionnaire which was administered to two hundred and five (N=205) social workers. The second phase consisted of structured interviews with ten (10) social work supervisors, and ten (10) supervisees. The structured interviews were meant to strengthen the quantitative data from the survey. The DSD‟s planning documents such as the Strategic Plan 2015-2020, the Annual Performance Plan 2016/2017 (APP) the Vhembe DSD Operational Plan 2016/2017(OPS Plan) and other documents were also studied to explain the themes that arose from the structured interviews. The document study provided a third stream of data collection. Large quantitative data was collected from the two hundred and five (N=205) social workers who voluntarily accepted to participate in the first part of study. The survey data collection covered the 9 sections on the questionnaire to determine the needs, these are; A. Demographics, B. Supervision Infrastructure, C. Purpose of Supervision, D. Process of Supervision, E. Types, Styles and Models of Supervision, F. Supervision Outcomes, G. Self-Evaluation, H. Readiness when first entered the work environment, I. Additional comments.The quantitative findings showed that the experience of supervision was not uniform among Vhembe District social workers in terms of their baseline supervision experiences and expectations. Apart from the supervision experiences being uneven, they also deviated considerably from the prescribed supervision norms in South Africa. Both the quantitative and qualitative aspects of the data have shown that supervision was not taking place as prescribed in the Norms and Standards (2011) and the Supervision Framework (2012), or it was not taking place at all in Vhembe District. The practice of supervision had diminished because the scope of practice of social work within the DSD has been reduced or downscaled. There was a tendency to shift the focus of social work services towards management of services rather than the provision of services to clients. Such management was mainly seen in the planning and reporting of services rendered where the emphasis was on the numerical targets rather than on the impact or quality of social work services rendered. The limitation of scope for social work and supervision practice resulted because the managerial focus tended to undermine professional focus and values of social work.The reduction of scope for social work and supervision was mainly due to structural misalignment between the vision, mission and the programme and budget structure of the DSD, both at the Head Office and in Vhembe District. The programmes that were meant to support and sustain professional matters, such as supervision and training; were either non-existent, not funded, or not funded at the correct levels or they lacked the human resources to drive them.The management focus also led to fewer supervisors being appointed. At the time of commencement of the data collection (ie., August 2016), there were only thirteen (N=13) substantively appointed supervisors to a population of more than three hundred social workers in Vhembe DSD. The poor supply and utilisation of supervisors was also caused by the DSD‟s failure to implement Resolution 1 of 2009 of the Health and Social Development Bargaining Council which regulate career paths for social workers in terms of the Occupation Specific Dispensation (OSD). The non-compliance with Resolution 1 of 2009 was also compounded by the failure of the DSD to provide work tools for the social workers. These are work tools such as vehicles to conduct home visits, computers and printers to prepare the reports and telephones to manage the daily operations of the work. The lack of work tools leads to low work output, and poor service rendering to the clients. Recommendations were made in terms of the short-term „low hanging fruits‟ actions that the DSD could immediately address, and other more medium-term changes to the organisational structure that can be linked to the DSD‟s planning cycle. The short term recommendations included the conducting of audit to establish the outstanding OSD implementations and the grade promotions of the social workers into senior posts to ready them for supervisory posts, among others. The more medium-term structural recommendations consisted mainly of a proposed supervision model for Vhembe DSD to address the gaps identified in the findings. / Health and Welfare SETA