جستجوی مقالات مرتبط با کلیدواژه « Supervisor Support » در نشریات گروه « روانشناسی »

The purpose of this study was to investigate the relationship model of supervisor support for basic psychological needs, need satisfaction, and job motivation in staff and line employees in Marun Oil and Gas Producing Company. The participants of this study consisted of 246 employees, who were selected by a stratified random sampling method. The instruments used in the study were Need Support at Work Scale (Tafvelin & Stenling, 2018), Need Satisfaction at Work Scale (Tafvelin & Stenling, 2018), and Multidimensional Work Motivation Scale (Gagné et al., 2015). Structural equation modeling (SEM) through AMOS-24 was used for the proposed model analysis. Also, to compare the proposed model between staff and line employees, the multi-group structural equation modeling analysis was used in AMOS-24 software. The results showed a good fit of the proposed model with the data. According to the results, the supervisor support for the basic psychological needs of employees has a direct and significant effect on the need satisfaction, autonomous motivation, controlled motivation, and amotivation of them (p<0.01). The results also supported the indirect effect of supervisor support of basic psychological needs on autonomous motivation, controlled motivation, and amotivation through the satisfaction of psychological needs (p<0.001). Also, the results showed that there is a significant difference between the model of staff and line employees (p<0.01).

The purpose of this study was designing and testing a model of some antecedents of happiness at work. The research sample consisted of 322 employees of Foolad Gharb Asia Company, who were selected by stratified random sampling method. The participants completed psychological capital, perceived interactive justice, supervisor support, opportunity of growth and promotion, pay satisfaction, trust in supervisor, job satisfaction and happiness at work questionnaires. Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-19 and AMOS-19 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fitted the data properly. Better fit obtained by omitting 1 non-significant path. Finding also showed that all direct and indirect paths except psychological capital to trust in supervisor were significant.

The necessity to have creativity, career models needing long-term self-management, and decentralized growth of organizational structures can increase the need for applying creative and self-initiated methods. The present study aimed at investigating the role of proactive personality and conscientiousness in feedback seeking mediated by perceived supervisor support. The study population consisted of the official staff and contractual personnel of Bid Boland gas refinery. 260 subjects were selected using the stratified random sampling method. Instruments were Proactive Personality Scale, NEO Personality Inventory (Conscientiousness dimension), Perceived Supervisor Support Scale and Proactive Behavior Questionnaire (Feedback seeking subscale). The assessment of the proposed method was conducted through path analysis. Findings supported the Fitness of the proposed model. Results revealed that perceived supervisor support mediated the effect of proactive personality on Search Feedback seeking.

This study tested the causal relationship between personality traits (extra-version and conscientiousness)، supervisor support، and work pressure with job satisfaction and work-family conflict. The sample consisted of 197 employees of an industrial organization in Ahvaz who were selected by simple random sampling method. The instruments used in the present study consisted of: Big Five Factor Personality Questionnaire (Costa & McCrae، 1992)، Super-visor Support Questionnaire) Ohio State Uni-versity (، Role Conflict and Ambiguity Scale) Rizzo، House، & Lirtzman، 1970)، Job Satisfaction Questionnaire (Bray-Field & Roth، 1951)، and Work-Family Conflict Question-naire)Carlson، Kacmar، & Williams، 2000). Data analysis was conducted by structural equation modeling (SEM). The indirect effects were tested by Baron and Kenny (1986) procedure. The results indicated that the proposed model had good fit indices. Better fit was obtained by using AMOS 18 modification indices. The results also showed that psychological work pressure mediate the relationship of personality traits and supervisor support with work-family conflict and job satisfaction