Employee satisfaction and job climate: An empirical study of Japanese manufacturing employees

This study identified supportive supervision, co-worker social support, and job awareness as three factors that affect job satisfaction of employees from two mid-sized Japanese manufacturing companies. In addition to the significant main effects of supportive supervision and co-worker social support, a significant interaction effect between supportive supervision and job awareness was obtained. This interaction suggests that supportive supervision is very important in increasing job satisfaction when workers have low levels of job awareness.We appreciate the comments and assistance of Professor Y. Hara, Associate Professor M. Yano, S. Kobayashi, J. Nukata, and two anonymous reviewers for their valuable recommendations on the earlier version of the article.     

When family-supportive supervision matters: Relations between multiple sources of support and work–family balance

This study examines the mechanisms by which family-supportive supervision is related to employee work–family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family interference with work (FIW) such that having a supportive supervisor was associated with low WIF and FIW which, in turn, were related to high balance. Consistent with an enhancement perspective, the relation between family-supportive supervision and balance was stronger for employees in family-supportive organizational environments than unsupportive environments and was stronger for employees with supportive spouses than unsupportive spouses. We discuss the theoretical implications of the findings and suggest areas for additional research.     

Counselor personality and supervisory styles

Abstract.— The effect of supportive and nonsupportive analogues of supervision on introvert and extravert counselors' rating of own counseling performance was studied. Subjects in the treatment groups received either supportive or nonsupportive supervision following subjects' participation in a counseling interview. Differences between counselor ratings on the Counseling Relationship Maturity Scale immediately following the counseling interview and after treatment were analyzed. A control group received no supervision. The results indicate that nonsupportive as well as supportive supervision influence counselors' evaluation of the counseling interview, and that introverts were more influenced by nonsupportive supervision than extraverts.     

Building a business case for developing supportive supervisors

A key theme from the previous commentaries is that the business case for developing supportive supervisors needs to be stronger for organizations to make the investments necessary to develop supportive supervisors. There are time constraints and other practical considerations for those in the role of supervisor that may get in the way of supportive supervision unless supervisor support is recognized as a valuable business expense (Ellinger, 2013; Zeni, MacDougall, Chauhan, Brock, & Buckley, 2013). As such, in our response to the commentaries, we present the findings of an additional analysis based on the data from our original sample that examine the relationship between supportive supervision (as rated by subordinates) and supervisor performance and promotability (as rated by the supervisor's boss). We provide evidence that highly supportive supervisors are seen as more promotable and as better performers than are supervisors who are less supportive. Having empirical evidence that shows that upper‐level leaders believe that supportive management contributes to the performance of supervisors is important because upper‐level leaders are the ones making decisions in organizations about what is valued and promoted.     

‘A baptism of fire’: A qualitative investigation of a trainee counsellor's experience at the start of training

Background: Belief in the effectiveness of professional counselling and psychotherapy training is widespread and generally unquestioned. Few studies have attempted to understand the changes experienced by trainees, or identified which aspects of professional training programmes assist them in the process of becoming therapists. Aims: to investigate how a trainee counsellor changes at the start of training, and to identify which aspects of a professional counsellor training programme were helpful in instigating and supporting change. Method: the experience of one trainee counsellor, Margaret, was captured through three semi-structured interviews conducted at the beginning, middle and end of her first term. The data were subjected to systematic qualitative analysis. Findings: Margaret experienced significant change during her first term. Each interview revealed a different phase of her development. The core categories were: becoming something new (week 3); growth in therapeutic confidence (week 6); surviving ‘stressful involvement’ through supervision (week 11). Experiential learning, in particular group supervision, was helpful throughout. The presence of real clients was identified as the main driver for change. Conclusion: The findings were found to be consistent with a number of other studies, which suggest that training is potentially painful because of the emotional demands it places on trainees, particularly at the start of practice. Consequently trainees require opportunities for experiential learning, peer support and supportive supervision to assist them in their development, but most importantly, given that supportive supervision can only minimise the harm of stressful involvement (Orlinsky & Ronnestad, 2005), they need early positive experiences with clients.     

SUPERIOR'S UPWARD INFLUENCE,SATISFACTION, AND OPENNESS IN SUPERIOR-SUBORDINATE COMMUNICATION: A REEXAMINATION OF THE “PELZ EFFECT”

Utilizing questionnaire data collected from subordinates (Ss) in three different organizations, this study reexamined the validity of the “Pelz Effect.” Specifically, the investigation explored the House et al. assertion that, for subordinates who perceive their supervisors as supportive leaders, there exists a curvilinear rather than positive linear association between supervisors’ upward influence and subordinates’ openness and satisfaction with supervision. Results, in general, did not support the House et al. position, but rather Pelz's original findings. However, analyses suggest the additional conclusion that the “Pelz Effect” is viable for subordinates who perceive their superiors as supportive or nonsupportive leaders, but has its greatest effects for subordinates in the former group.     

Reciprocal Relationships Between Parenting Behavior and Disruptive Psychopathology from Childhood Through Adolescence

Theoretical models suggest that child behaviors influence parenting behaviors, and specifically that unpleasant child behaviors coerce parents to discontinue engaging in appropriate discipline. This study examined reciprocal relationships between parenting behaviors (supervision, communication, involvement, timid discipline and harsh punishment) and child disruptive disorder symptoms (ADHD, ODD and CD) in a clinic-referred sample of 177 boys. Annual measures, including structured clinical interviews, were obtained from the beginning of the study (when boys were between the ages of 7 to 12) to age 17. Specific reciprocal influence was observed; only timid discipline predicted worsening behavior, namely ODD symptoms, and ODD symptoms predicted increases in timid discipline. Greater influence from child behaviors to parenting practices was found: ODD also predicted poorer communication and decreased involvement, and CD predicted poorer supervision. ADHD was neither predictive of, nor predicted by, parenting behaviors. The results are specifically supportive of a coercive process between child behaviors and parenting behaviors, and generally suggestive of greater influence of child behaviors on parenting behaviors than of parenting behaviors on child behaviors.     

Supportive Distortions: An Analysis of Posts on a Pedophile Internet Message Board

A covert observation of posts on a pro‐pedophile Internet message board investigated evidence of distorted cognitions that were supportive of sexually abusive behavior. Implications for the treatment and supervision of members of online communities that support pedophilic interests and behaviors are discussed.     

Supported Supervisors Are More Supportive,but Why? A Multilevel Study of Mechanisms and Outcomes

This study examines organizational support theory as it extends to supervisor support by (1) testing two explanations for the relationship between supervisors’ perceived organizational support and their supportive supervision and (2) examining perceived supervisor support in relation to subordinate performance and commitment. Multisource survey data from a correctional facility, with a matched sample of 51 supervisors and 283 subordinates, were collected. Multilevel structural equation modeling was used for analysis. Supervisors were more supportive when they felt supportive treatment was preferred by the organization and less supportive when they felt obligated to help the organization. Perceived supervisor support was associated with subordinate performance and commitment at the subordinate level (i.e., among employees reporting to the same supervisor) but not at the supervisor level (i.e., across supervisor-follower groups). Employees who feel supported by their supervisor perform better and are more committed to their employer. To encourage supervisor support, organizations should both model support to supervisors and communicate the expectation for supervisor support. Supervisors who feel obligated to reciprocate to a supportive organization may be less inclined to support their subordinates. This study examines the prevailing, yet untested, mechanism (felt obligation) used to explain the relationship between supervisor’s perceptions of organizational support and their supportive supervision, as well as an alternative explanation based on social information processing. The study provides a nuanced multilevel analysis of perceived supervisor support as related to subordinate outcomes and extends previous models by including subordinate withdrawal and commitment.     

Transitional Dynamics of Three Supervisory Styles Using Markov Chain Analysis

Counseling supervision is a critically important process that depends on the establishment of a supportive, collaborative, and developmentally enhancing working relationship. However, the actual verbal exchanges within the supervisory dyads are infrequently examined in the literature. In this study, we used Markov chain analysis to explore supervision dynamics of 34 supervisory dyads and how these dynamics varied within three supervisory styles (i.e., attractive, interpersonally sensitive, and task oriented). Among the three styles, the interpersonally sensitive supervisory style was the only discriminant variable based on which supervisory dyads exhibited statistically different state-transitional patterns (i.e., movement patterns across six supervision events). The results of this study provide implications for clinical supervisors, counselor educators, counselors-in-training, and researchers who are interested in studying process features at the microlevel.     

INDIVIDUAL DIFFERENCES AMONG EMPLOYEES,MANAGEMENT COMMUNICATION STYLE,AND EMPLOYEE SATISFACTION: REPLICATION AND EXTENSION

Portions of three previous studies relating individual differences in employee satisfaction and one study relating Management Communication Style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings were supportive of the generalizability of the results observed in the previous studies. The interface of superior-subordinate relations and their impact on employee satisfaction were examined through perceptions of employees with regard to the MCS of upper management and the task behaviors (supervision and administration) of their immediate superiors. Results were supportive of the MCS conceptualization and indicated that MCS of immediate superior and MCS of upper management had their primary impact on different dimensions of employee satisfaction. Perceptions of superiors' task behaviors were found to have different impact on employees satisfaction for different organizational contexts. Variability in employee satisfaction predictable from individual employee differences and that predictable from superior-subordinate interface were found to have little overlap. It is recommended that both the individual differences (trait) and superior-subordinate interface (situational) approaches to the study of communication in organizational contexts be continued since the two generate independent predictions of unique variance.     

EMPLOYER SUPPORTED CHILD CARE, WORK/ FAMILY CONFLICT, AND ABSENTEEISM: A FIELD STUDY

This study examined the relations among employer supported child care, work/family conflict and absenteeism. No support was found for the hypothesis that use of a child care center at work would reduce the amount of work/family conflict and absenteeism of employed parents. Consistent with our hypotheses, the results indicated that supportive supervision and satisfaction with child care arrangements (regardless of location) were related to less work/family conflict. Further, it was found that less work/family conflict was related to lower levels of absenteeism. The results have implications for the role of employers in addressing child care concerns of employees.     

‘The bereaved therapist speaks’. An interpretative phenomenological analysis of humanistic therapists' experiences of a significant personal bereavement and its impact upon their therapeutic practice: An exploratory study

Aim: The aim of the research was to explore the under‐researched area of therapists' personal bereavement and its impact upon their therapeutic practice. Method: Data were collected via semi‐structured interviews with four humanistic therapists and were analysed using Interpretative Phenomenological Analysis (IPA). Findings: Four master and eight subordinate themes emerged from the rich data collected that exemplified both convergence with and divergence from the small body of extant literature on therapist bereavement and current thinking in thanatology. The findings suggest that bereavement is a unique experience that can affect the individual's personal and social identity and worldview. It can also be a transformative experience resulting in personal growth and a renewed sense of self and agency. In terms of professional practice, the findings suggest that the lived experience of the grieving process, mediated by supportive supervision, enabled participants to experience deeper levels of empathy and connectedness within their therapeutic relationships. Conclusion and implications: Bereavement is an experience that can profoundly impact upon therapists' personal identity and assumptive world. Such an experience can have an equally profound impact upon their therapeutic practice. There are therefore implications for students, trainers, therapists and supervisors particularly in terms of self‐care and the use of the ‘self’ in therapy. Further research needs to be undertaken in order to explore in greater depth the intersection between personal bereavement and therapists' evolving personal and professional identity development.     

Psychoanalytic developmental psychology and the supervision of psychotherapy supervisor trainees

While literature on psychotherapy supervision abounds, literature on supervisor supervision (i.e., the actual supervision of a supervisor trainee who is in the process of learning to supervise) is far more scarce. How might the supervision of supervision process be best understood? What is the developmental experience of supervisor trainees? How can supervisors effectively intervene when working with supervisor trainees? Those questions have been addressed in only the most meagre fashion, and guidance on how to engage in the supervision of supervision is sorely lacking. In this paper, a psychoanalytic developmental framework is used to provide a means of conceptualising the supervisor trainee experience and to suggest a programme by which supervisors can best respond to their supervisor trainees' needs. Supervisor trainee ‘unfolding’ and ‘becoming’ are captured within a developmental progression that punctuates separation and individuation processes. The place of the supervisor – in holding and containing, loosening and liberating, buffering and bolstering, and refuelling and reloading – is considered in the facilitation of supervisor trainee development.     

Supervising Cognitive-Behavioral Psychotherapy: Pressing Needs,Impressing Possibilities

While accounts of the practice of cognitive behavioral therapy (CBT) supervision have been available over the past 15 years and have demonstrated consistency in terms of an overall model specifying the structure, process and content of supervision sessions, a number of gaps can be identified in the literature on the clinical supervision of CBT. Comprehensive consensus statements of the competencies underlying clinical supervision have been developed both in the United States (Falender et al., J Clin Psychol, 60, 771–785, 2004) and in the United Kingdom (Roth and Pilling, IAPT supervision competencies framework, University College London, 1992), but there has been a lack of attention to relevant theory and to procedural detail. As a consequence, the literature on CBT supervision has only recently begun to assimilate concepts from the wider supervision field (e.g. developmental models), and there is as yet no manual that would allow supervisors to make explicit determinations of competency. Furthermore, supervision in general continues to suffer both from the absence of compelling empirical support demonstrating its effectiveness in improving clinical outcomes, and there is a lack of explicitly-defined supervisory procedures that can be reliably observed and measured. Unfortunately, this combination of factors hampers the development of CBT supervision (e.g. it complicates efforts to provide a standardized framework for training in supervision). As an important starting point in ‘treating’ the underdeveloped state of CBT supervision, we outline a formulation of its current condition, then suggest some promising interventions.     

A Rationale for Evidence-Based Clinical Supervision

Although modern mental health systems increasingly require evidence-based practice (EBP), clinicians continue to object to restrictions on their professional independence, which they may perceive as counterproductive, divisive and even demeaning. In the face of such deep-seated objections, do we really need to strive for an evidence-based approach to supervision? We believe so, and begin our argument by noting a colourful illustration of the problems that can exist in the absence of EBP, those of poor training, therapist drift and weak professional regulation. Next, we present EBP as a mechanism to reduce such unacceptable variability in the way that treatments are delivered. We then apply the lessons from this divisive situation to the practice of clinical supervision, outlining a rationale for an inclusive, synergistic way forward. A number of fundamental psychological motives for this integration are noted, including supervisor training that is informed by practice-based research, corrective feedback on supervision, and a supportive professional system. Illustrative examples are provided in each of these areas. It is concluded that the traditional gulf between research and practice can and should be bridged in relation to supervision.     

One Size Does Not Fit All: Managing Radical and Incremental Creativity

This research extends creativity theory by re‐conceptualizing creativity as a two‐dimensional construct (radical and incremental) and examining the differential effects of intrinsic motivation, extrinsic rewards, and supportive supervision on perceptions of creativity. We hypothesize and find two distinct types of creativity that are associated with different motivational factors. We further consider how combinations of motivational factors are linked to the different types of creativity. Finally, theoretical and managerial implications are discussed.     

Clinical supervision in cognitive behavior therapy improves therapists’ competence: a single-case experimental pilot study

ABSTRACT

Clinical supervision is a cornerstone in psychotherapists’ training but there are few empirical evaluations on the effects of supervision on therapists’ competencies. The aim of this study was therefore to evaluate the effects of standardized supervision on rater-assessed competency in Cognitive Behavior Therapy (CBT). Six therapists with basic training in CBT were provided with protocol-based clinical supervision in CBT in a single-case experimental multiple baseline design. The supervision focused on specific CBT competencies and used experiential learning methods such as role-play. Each therapist recorded weekly treatment sessions during phases without and with supervision. The therapists’ CBT competence was assessed by third-party raters using the Revised Cognitive Therapy Scale (CTS-R). Statistical analyses showed that the therapists’ CTS-R scores increased significantly during the phase with supervision with a mean item increase of M = 0.71 (range = 0.50–1.0) on the supervision focus areas. This is one of the first empirical studies that can confirm that supervision affect CBT competencies. The results also suggest that supervision can be manualized and that supervisees have a positive perception of more active training methods. Further studies are needed to replicate the results and to find ways to improve the impact of supervision.