Labour relations is a field of study that examines all forms of relationships that occur between any number of people who are related through some or other form of labour, and the internal and external environmental variables that influence the expectations, perceptions and behaviour of primary and secondary relationship stakeholders. Labour relations can occur at different levels, for example, supervisory, departmental, organisational, industrial, national or international. However, most individual labour relationship exchanges will typically occur between individual subordinates and their supervisors within their unique workplace environment. Such relationships can subsequently be regarded as primary labour relationships, which are different from secondary labour relations that occur between groups of employees, or their representatives, and their employers, or their representatives. It should be noted that authors often use the term employment relations to describe primary and secondary labour relationships. However, the term primary labour relations will be preferred in this study to ensure focus on labour relationship behaviour in supervisory relationships. In this context, tertiary labour relations will be regarded as relationships between organised groups of employees and employers, or their representatives and the state, as well as other macro-level stakeholders (Bendix 2015;Nel et al. 2016; Venter & Levy 2015).The work-related expectations, values, attitudes, perceptions and behaviour of subordinates can be influenced by supervisory behaviour in a variety of ways (Robbins & Judge 2013). Perceived organisational support (POS) theorists believe that subordinates in supervisory relationships regard the values and behaviour of their immediate supervisors as the values and behaviour of the employer as a whole (Shanock & Eisenberger 2006). In addition to their routine supervisory duties, South African supervisors are also expected to deal effectively with a variety of dynamic Background: A typology of desirable social conditions in supervisory relationships suggested that such conditions may also be desirable in other forms of labour relationships. A literature review confirmed that trust, compliance, fairness and good faith can be confidently regarded as universally desirable social conditions in all forms of individual or collective labour relationships between employers and employees.