Development and initial validation of a measure of supportive and unsupportive managerial behaviors

Rooney, Jennifer; Gottlieb, Benjamin H.

doi:10.1016/j.jvb.2007.03.006

Cited by 68 publications

(63 citation statements)

References 31 publications

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“…There are measures of parental support for children [13], interspousal support [14], and support among employed coworkers and between them and their supervisors [15]. These measures and the generic network measures tend to have a common core of items tapping emotional support, but relationship-specific items tapping practical and esteem support.…”

Section: Received Supportmentioning

confidence: 99%

Social support concepts and measures

Gottlieb

Bergen

2010

Journal of Psychosomatic Research

Self Cite

862

528

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Section: Received Supportmentioning

confidence: 99%

Social support concepts and measures

Gottlieb

Bergen

2010

Journal of Psychosomatic Research

Self Cite

862

528

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“…(Perrewe, Treadway, & Hall, 2003). Employees expect some sympathetic and mental caring as "emotional support" whereas expecting proper resources and equipment to carry the daily activities smoothly "instrumental support" (Rooney & Gottlieb, 2007).…”

Section: Supervisory Supportmentioning

confidence: 99%

Present Status of Organizational Work–Life Balance Practices in Bangladesh: Employees Expectation and Organizational Arrangements

Hossen

Begum²,

Chen

2018

JEECAR

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Work-Life Balance (WLB) or Work-Family Conflict (WFC) is one of the much talked issues in the modern business arena and all the stakeholder of business world such as-employers, employees, policy makers, academicians, consumers, and the common people are concerned about it. By considering the significances of the topic the researchers have taken an initiative to examine the present status of the WLB programs/ Employee friendly policies practices in the different organizations in Bangladesh through a designed questionnaire and interviewing the supervisors and employees of some selected organizations in multiple industries. Beside this the researchers also tries to explore what are the most wanted request comes from the employees, how the organizations respond against their requests, what perceptions bear the supervisor's and the employee's regarding WLB and what are the barriers may organization face to implement the WLB programs. The key findings of the research point out that most of the organizations in Bangladesh don't have any formal policy to make work-life balance but they follow some informal approaches (flexibility in time, location, & schedule, leave provisions) to facilitates the employees WLB and make them relax, confident, committed and motivated towards their works to get satisfied employees and optimum HR productivity. The study concludes with mentioning some prospective outcomes of WLB which the organization may achieve by ensuring various WLB initiatives.

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“…For teachers, working independence means that their works should be accepted and independently determined by teachers to further develop teachers' creative talents and behaviors (Gumusluoglu and Ilsev, 2009;Reuvers et al, 2008;Rooney and Gottieg, 2007;Tsai et al, 2010). Teachers' working independence aims to result in members' self-growth, and emphasizes the necessity of organizational openness, trust, communication, and participation (Bernacki, 2002;Panaccio and Vandenberghe, 2009;Yang and Hsu, 2010).…”

Section: Working Independencementioning

confidence: 99%

Measuring organizational innovative climates in technical institutes and university teachers

Chou¹,

Shen²,

Hsia³

et al. 2014

Afr. J. Bus. Manage.

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Teachers' perceptions of organizational innovation climates are vital to understand the success or failure of innovational implementations of technical institutes and universities. This study aims to develop a "Measure of Organizational Innovation Climates for Technical Institutes and UniversityTeachers (MOIC-TT) in order to recognize the influence of schools on teachers' creative behaviors. First, this study analyzes literature and scales related to organizational innovation climates, and reorganize the factors of technical institutes and university teachers' innovation climates into a draft of scale. Secondly, a pretest is designed according to expert examination, teacher interviews, and expert panel. This study examines items, reliability, and validity by 125 subjects in pretesting, and 627 subjects in formal testing. Results of confirmatory factor analysis reveal that three latent factors (i.e., resource support, innovation leadership, and team cohesion) are related, and the factor model has good fit. Full scale coefficient is .96 and reliabilities of sub-scales are .87~.93. The research results indicate that teachers have positive attitudes toward the organizational innovation climates of schools. They tend to agree with "team cohesion" and "working independence". Lastly, suggestions regarding content, characteristics, and future studies are proposed as reference for organizational innovation climates in technical institutes and universities.Key words: Organizational innovation climates, technical institute and university technical Institute, working independence, innovation leadership, team cohesion. INTRODUCTIONOrganizational climates are an organizational members' attitudes, beliefs, motivations, and values upon subjective perceptions of the formal system of the organization, managements leadership, and other critical environmenttal factors, and can influence overall organizational innovation ability (Chou et al., 2010 Grewa and Slotegraaf, 2007;Polat, 2010;Sekiguchi et al., 2008;Vinarski-Peretz et al., 2011). When encountering the competitive educational environments of higher education and low birth rates in Taiwan, technical institutes and universities must create valuable operational performance through limited resources and organizational knowledge for sustainable operations.They should emphasize cooperation with industries in order to enhance the cultivation of technical talents, creativity, and team work, as well as enhance organizational creativity and construct a "core ability" of software and hardware innovation (Chou et al., 2010;Damanpour and Wischnevsky, 2006;Imran et al., 2010;Liu et al., 2010;Meyer et al., 2010;Wen and Chiu, 2009).For technical institutes and universities, upon organizational innovation climate, outcomes of innovative operations are revealed through excellent leadership, team work, and knowledge management, and can influence teachers' creative instructions (Cassar and Briner, 2011;Chen and Hu, 2008;Jing and Zhou;O'Connor, 2008;Shieh, 2010). Organizational innovation indic...

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Development and initial validation of a measure of supportive and unsupportive managerial behaviors

Cited by 68 publications

References 31 publications

Social support concepts and measures

Social support concepts and measures

Present Status of Organizational Work–Life Balance Practices in Bangladesh: Employees Expectation and Organizational Arrangements

Measuring organizational innovative climates in technical institutes and university teachers

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