• The Journal of the Korea Contents Association
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• v.17 no.9
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• pp.619-636
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• 2017

This research presents the relationship building between the supervisor and supervisee through the supervision process in a narrative inquiry. The supervisory relationships of the supervisor A and supervisee B, and the effects they have on the relationship between the two are described in as factual terms as possible. The results imply that genuineness and openness are the core components of relationship. Especially, in the case of a highly hierarchical relationship, where it is often easy for the supervisor to employ hidden tactics, efforts on the part of the supervisor's endeavor to develop unconditional acceptance can be helpful in establishing a more open-minded attitude. As a result, the common view in the literature that attributes relationship hierarchy to cultural factors may need to be reexamined. This research provides evidence that in the case of supervision and training in counseling, establishing an environment of acceptance, trust and rapport can help advance the supervisory relationship to a less hierarchical form.

• Asia pacific journal of information systems
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• v.32 no.2
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• pp.381-394
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• 2022

The present study aimed to examine the relationships between work-related support factors and attitude towards teleworking and explore the moderating effect of self-identity on that relationship. The present study collected data from 343 IT professionals in South Korea through a survey method and used hierarchical multiple regression analyses. In the results, first, the more supervisory or work-related supports participants perceive in teleworking platforms, the more favorable their attitudes towards teleworking. Second, the positive relationship between supervisory support and attitude towards teleworking is stronger for participants high rather than low in interdependent self-view. However, interdependent self-view was found to have no significance on the relationship between work colleague support and attitude towards teleworking. This study is the first to examine the integral model of work-related support factors of attitude towards teleworking and explore the moderating effect of self-identity in the teleworking process.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.437-448
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• 2022

The impact of supervisory communication apprehension (SCA) on subordinates' job performance was investigated in this study. We also examined the impact of task-related uncertainty in mediating the relationship between SCA and subordinate work performance, as well as the role of information-seeking behavior in moderating the relationship between task-related uncertainty and subordinate job performance. A sample of subordinates and their supervisors from public and private sector enterprises in Pakistan were used in the study. The concept of communication apprehension is not limited to a single organization or industry, and the conditions suggest that apprehensive supervisors are likely to exist in different organizations and industries in Pakistan, including banks, telecommunications, and development sector organizations. Company directors and leaders of human resources departments were contacted to reach out to possible respondents. SmartPLS software was used to evaluate the data using a structural equation modeling technique which is commonly used in explanatory studies (Atta et al., 2021). We found evidence to support ideas predicting the association between SCA and subordinate job performance, as well as the mediating role of task-related ambiguity in the relationship. Furthermore, the findings show that information-seeking activity has a moderating effect on the link between task-related ambiguity and subordinate job performance. This is one of the first studies to look at major mediating and moderating mechanisms in the link between SCA and subordinate job performance.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.521-529
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• 2020

This paper attempted to empirically analyze whether or not ethical behavior at the individual level has a positive effect on both companies and employees. In addition, based on the social exchange theory, a hypothesis was established that perceived supervisory support has a positive moderating effect on the relationship between ethical behavior, job satisfaction, and job performance. As a result of analyzing a questionnaire given to 238 sales employees, It was first verified that ethical behavior by sales staff had a positive effect on job satisfaction and performance, as expected in the hypothesis. Second, the moderating effect of perceived supervisory support was significant only in the relationship between the ethical behavior of the salesperson and job performance. On the other hand, the moderating effect of perceived supervisory support on the relationship between ethical behavior and job satisfaction was not verified. Based on the results of this study, the implications and future directions of study are presented.

• Journal of Digital Convergence
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• v.13 no.9
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• pp.149-159
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• 2015

This paper aims to examine the relationships between Leader Supervisory Style, Creativity and Job Involvement in the age of convergence. In addition, this study examined the moderating effects of Leader-Member Exchange. To accomplish these purposes, the main factors of the Leader Supervisory Style were found from the previous studies. The following are the summary of hypothesis test : First, Leader Supervisory Style have differential influence on Creativity. Second, Leader Supervisory Style have differential influence on Job Involvement. Third, the moderating effects of Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Creativity. Forth, the moderating effects of LMX Leader-Member Exchange have partially moderated effect on the relationship between Leader Supervisory Style and Job Involvement. Therefore, the results of this study have many theoretical and practical implications.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.68-75
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• 2020

The purpose of this study was to investigate the effect of police officers' participatory decision-making, supervisory quality and attitude, organizational justice on job satisfaction focused on mediating effect of work-life conflict. As a result of analysis of 185 police officers, the results were as follows. The causal relationships between participatory decision-making, organizational justice and work-life conflict, the ones between supervisory qualities and attitude, organizational justice, work-life conflict and job satisfaction, all of them reached the significance levels, not the causal relationship between supervisory qualityand attitude work-life conflict. Thus, the results for the interaction have shown, participatory decision-making and organizational justice and work-life conflict have negative influences on work-life conflict respectively, and supervisory qualities and attitude conflict, organizational justice conflict, work-life conflict have effect on job satisfaction with positive and negative effect. The Sobel-test showed that the Sobel-test statistic of the mediating effect of work-life conflict on causal relationships between organizational justice and job satisfaction is significant, but not in the mediating effect of work-life conflict on causal relationships between supervisory qualities and attitude and job satisfaction. According to the analytical results, work-life conflict is an important factor that can improve police officers' job satisfaction in the public organizational context with an open-oriented- system and culture for employees' participation in the process of decision making and equality and fairness for organizational management. It is also noted that work-life harmony for employees may be incompatible with the supervisor's perception of the work-oriented or prioritized-way in hierarchical organizations like police agencies.

• Journal of the Korean Society of Food Culture
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• v.24 no.6
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• pp.739-748
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• 2009

The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.

• Management & Information Systems Review
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• v.36 no.1
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• pp.1-19
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• 2017

One of the methods of securing the reliability of accounting information is maintaining high audit quality. The first step of improving audit quality is lowering audit engagement risks. Thus, this study analyzed the relationship between the characteristics of accounting firms and audit engagement risks based on the Bayesian Network. For this, Markov Blanket, the minimum explanatory variable set, which affects audit engagement risks, was presented, and based on the drawn causal relationship, sensitivity analysis was conducted to verify the characteristics of accounting firms, which affect audit engagement risks. The existing preceding research that used multiple regression analysis presumes the linearity between explanatory variables and dependent variables, so there was a limit in drawing the relationship between explanatory variables. Therefore, this study figured out the interdependence between variables using the General Bayesian Network and examined the impact that each variable has finally on audit engagement risks that affects the audit quality. The results of this study would greatly contribute to improving the efficiency of the supervisory task by allowing a supervisory institution to identify an accounting firms that does not manage audit engagement risks properly and to improve the supervision of the accounting firms in advance. In addition, this study will be used as a reference when a supervisory institution would improve the system related to audit quality by presenting the characteristics of accounting firms related to the audit quality.

• Culinary science and hospitality research
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• v.23 no.2
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• pp.23-34
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• 2017

The current study aims to demonstrate the causal relationships of supervisory support, workplace fun, job satisfaction and customer orientation of Y Generational service provider in the Korean hotel industry. In order to achieve the study purpose, the data were collected from 284 hotel employees who were born from 1981 to 2000, which is considered as Generation Y. To analyze the data, frequency, correlation, regression, PROCESS Macro and confirmatory factor analysis were undertaken using SPSS and AMOS version 18.0. The results show as follows: First, factor of workplace fun had a positive influence on job satisfaction and customer orientation. Second, factor of supervisory support had a positive influence on job satisfaction but its effect on the customer orientation was not significant. Third, job satisfaction had a significantly positive effect on customer orientation. Lastly, job satisfaction was revealed as a significant mediator between dependent variables(supervisory support and workplace fun) and customer orientation. Eventually, this study found that the more workplace fun and job satisfaction employees have, the higher customer orientation they show. Supervisory support was revealed as an indirect factor to enhance customer orientation through job satisfaction.

• 제어로봇시스템학회:학술대회논문집
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• 1991.10a
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• pp.476-481
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• 1991

This paper investigates the relationship between the two problems, supervisor reduction and observation function (projection) design, which arise in supervisory control of DEDS. It is shown through an example that a reduced supervisor of minimal size does not necessarily result in a maximal projection when a projection design method which uses the transition structure of a supervisor is applied. Also, if an L-realizable projection P is available and if a supervisor has a special structural feature, a cover C for supervisor reduction can be easily obtained. By investigating the control-compatibility of states of the reduced supervisor based on C, we can also check maximality of P in a simple manner.