This study examined the relationships between conflict handling styles and subordinates' satisfaction with supervision. Data from 139 respondents from major industries in Malaysia including service, manufacturing, mining and construction demonstrated that subordinates were more satisfied with their superiors' supervision through their exercise of integrating, compromising, and obliging styles. On the other hand, subordinates who perceived their superiors as primarily utilizing dominating and avoiding style viewed them as incompetent in supervision and thus lowering their level of job satisfaction.

The writers investigated the managerial power bases on work autonomy and supervisory satisfaction in Malaysian industrial environment. The effect of ethnicity was also explored. Data from 210 respondents from technical and non-technical staff of manufacturing companies indicated that supervision of industrial people were most acceptable through the practice of referent, expert and reward power. Among the power bases, reward power was most often exercised when high work autonomy was accorded. The work autonomy was found to be positively correlated with the satisfaction with supervision. Along the racial line, the Malays rated their superior more positively on the referent power base than Chinese, while the Chinese rated their superior as more coercive than did the Malays

This paper seeks to examine the relationship between leadership styles and organization citizenship behavior within Malaysian companies. The main motivation for the study is to find out how a superior can achieve a greater understanding of the appropriateness of certain leadership styles when dealing with different subordinates' competency level. Although there have been several studies that explored the relationship between leadership styles and citizenship behavior, hitherto there has yet a study carried out to examine the moderating effect of subordinates' competency level on such relationship. Based on the literature review the moderating effect of subordinates' competency level is explored in order to develop the proposed framework of the study. Based on the framework, propositions linking leadership styles, subordinates' competency level and organizational citizenship behavior are developed.

The study seeks to find out the impact of the supervisory power bases on subordinates' satisfaction with supervision in industrial settings. The influence of educational orientations of superiors and subordinates was also examined. The results indicated that referent power, expert power and reward power showed positive relationship with satisfaction with supervision. In terms of rank ordering of bases of power, referent power ranked the highest among other power exercises. This was followed by expert and reward power. The expert power base was also found to be positively related to the superiors' educational orientations rather than the subordinates'. The results also showed that superiors' evaluation of subordinates' competency and ability were based on their education orientations.

The superiors' power bases on work autonomy and satisfaction with supervision in Malaysian manufacturing companies was investigated. The influence of superiors and subordinates age and length of service were also explored. 210 data was collected from technical staff of manufacturing companies indicated that supervision of industrial people were most acceptable through the exercise of referent power, expert power and reward power. Among the power bases, reward power was most often exercised when the work autonomy is high. The work autonomy was found to be positively associated with the satisfaction with supervision. The perception of expertise was found to be associated more with superior and subordinate age differential rather than their length of service.