The Role Of Supervisor Support In Predicting Employee Job Satisfaction From Their Perception Of The Performance Management System: A Test Of Competing Models In Engineering Environments

Abstract

Past studies of performance management systems (PMS) have focused more on designing the framework and less on the effect it has on employees. Moreover, employees in developing countries may not be knowledgeable or familiar with PMS. This paper proposes two competing statistical models to examine the roles that supervisor support (SS) has in engineering organisations. It was found that SS is a mediator, but not a moderator, in the relationship between PMS and employee job satisfaction. In other words, SS partially explains why employees have positive perceptions of their jobs based on their evaluation of the current PMS; SS thus enhances the PMS in engineering organisations. OPSOMMINGVorige studies van prestasiebestuurstelsels het op die ontwerp van die raamwerk, eerder as die effek daarvan op werknemers, gefokus. Verder is werknemers in ontwikkelende lande dikwels nie ingelig en vertroud met prestasiebestuurstelsels nie. Twee meedingende statistiese modelle om die rol van toesighouerondersteuning te ondersoek word voorgestel. Daar is gevind dat toesighouerondersteuning in die verhouding tussen prestasiebestuurstelsels en werksbevrediging 'n bemiddelaar eerder as 'n moderator is. Toesighouerondersteuning verduidelik dus hoekom werknemers positiewe persepsies van hulle werksgeleenthede koester, gegrond op hul evaluering van die huidige prestasiebestuurstelsel. Toesighouerondersteuning bevorder dus die prestasiebestuurstelsel in ingenieursfirmas.

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

“…Other studies found that individuals who receive high levels of supervisor support cope better with stress and are more satisfied with their jobs (Erturk, 2014;Ghapanchi & Aurum, 2011). While some studies suggest that supervisor support acts as a buffer that moderates the relationship between role stressors and job satisfaction, other studies have failed to replicate these results (Baloyi, Van Waveren & Chan, 2014). As indicated in Figure 1, supervisor support may also play a role by linking role stress to job satisfaction.…”

“…In other words, supervisor support may intervene between role stress and job satisfaction by attenuating or preventing negative role stress outcomes such as a reduction in job satisfaction. Similarly, results are equally conflicting regarding the possibility of supervisor support mediating the relationship between role stressors and job satisfaction (Baloyi et al, 2014). This study strives to clarify these results by verifying the possibility of the quality of supervisor support probably moderating and/or mediating the association between role stressors (role conflict and ambiguity) and job satisfaction.…”

“…The relationship between supervisor support and job performance among IT professionals requires further investigation (Igbaria & Baroudi, 1995). Figure 1 proposes that supervisor support may intervene between role stress and job performance by attenuating or preventing negative effects on job performance (Baloyi et al, 2014). To test if supervisor support plays a determining factor in the role stressor-job performance relationship, the fifth and final hypothesis states:…”

The mediating role of job satisfaction on the relationship between teachers perceptions of supervisor support and job performances

“…One of the variables with which supervisor support is positively associated is job satisfaction (Babin and Boles, 1996;Baloyil et al, 2014;Demirhan et al, 2014;Griffin et al, 2001;Ng and Sorenson, 2008). Job satisfaction refers to the happiness, pleasure, or satisfaction that employees take from their work.…”

Investigation on the Relationship Between Job Satisfaction, Organizational Commitment, Organizational Justice and Supervisor Support: an Application in the Health Sector

“…Employees are found to be satisfy with their work when there is a high level of supervisor support in a workplace (Baloyi, Van Waveren and Chan, 2014).…”