{"id":{"repo_id":"utc","oai_identifier":"oai:scholar.utc.edu:theses-2253"},"canonical_url":"https://search.dev.ndltd.org/etd/utc/oai:scholar.utc.edu:theses-2253","repository":{"repo_id":"utc","name":"University of Tennessee - Chattanooga","base_url":"https://scholar.utc.edu/do/oai/"},"display":{"title":"Understanding the effect of perceived supervisor unavailability on job satisfaction, counterproductive work behaviors, and intent to quit","abstract":"This study examined the influence of supervisor unavailability on employee job satisfaction, counterproductive work behaviors (CWB), and intent to quit. We introduced perceived supervisor unavailability (PSU), as employee's perception that their supervisor is not present, reachable, or responsive when support is needed. Grounded in Job Demands-Resources and Social Exchange Theory, we looked at personal (role clarity) and organizational resources (perceived supervisor or PSS and organizational support or POS) as mediators of the PSU-work outcomes relationship. Data were collected from on-site and hybrid/remote employees. Perceived supervisor unavailability was significantly negatively associated with job satisfaction and positively associated with intent to quit, but these became non-significant once role clarity, PSS, and POS were included, suggesting that these resources account for the variance. Additionally, personal and organizational resources appeared to mediate the PSU-CWB relationship. These findings highlight the importance of clear roles, supportive supervisors, and strong organizational practices in reducing PSU’s negative effects.","abstract_html":"This study examined the influence of supervisor unavailability on employee job satisfaction, counterproductive work behaviors (CWB), and intent to quit. We introduced perceived supervisor unavailability (PSU), as employee's perception that their supervisor is not present, reachable, or responsive when support is needed. Grounded in Job Demands-Resources and Social Exchange Theory, we looked at personal (role clarity) and organizational resources (perceived supervisor or PSS and organizational support or POS) as mediators of the PSU-work outcomes relationship. Data were collected from on-site and hybrid/remote employees. Perceived supervisor unavailability was significantly negatively associated with job satisfaction and positively associated with intent to quit, but these became non-significant once role clarity, PSS, and POS were included, suggesting that these resources account for the variance. Additionally, personal and organizational resources appeared to mediate the PSU-CWB relationship. These findings highlight the importance of clear roles, supportive supervisors, and strong organizational practices in reducing PSU’s negative effects.","abstract_has_math":false,"creators":["Wasner, Paul-Augustin"],"institution":"University of Tennessee at Chattanooga","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Cunningham, Christopher J. L.","O'Leary, Brian J.; Black, Kristen Jennings, 1991-","College of Arts and Sciences"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":null,"date_issued":"","date_published":null,"updated_at":"2026-07-24T05:47:28Z","subjects":["Employee retention","Job satisfaction","Labor turnover","Supervisors"],"languages":["English","eng"],"rights":[],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[]},"links":{"outbound_url":"https://scholar.utc.edu/theses/1058","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Cunningham, Christopher J. 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S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study examined the influence of supervisor unavailability on employee job satisfaction, counterproductive work behaviors (CWB), and intent to quit. We introduced perceived supervisor unavailability (PSU), as employee's perception that their supervisor is not present, reachable, or responsive when support is needed. Grounded in Job Demands-Resources and Social Exchange Theory, we looked at personal (role clarity) and organizational resources (perceived supervisor or PSS and organizational support or POS) as mediators of the PSU-work outcomes relationship. Data were collected from on-site and hybrid/remote employees. Perceived supervisor unavailability was significantly negatively associated with job satisfaction and positively associated with intent to quit, but these became non-significant once role clarity, PSS, and POS were included, suggesting that these resources account for the variance. Additionally, personal and organizational resources appeared to mediate the PSU-CWB relationship. These findings highlight the importance of clear roles, supportive supervisors, and strong organizational practices in reducing PSU’s negative effects."]},{"key":"dc:title","label":"Title","values":["Understanding the effect of perceived supervisor unavailability on job satisfaction, counterproductive work behaviors, and intent to quit"]}]}],"canonical_facts":{"dc:contributor":["Cunningham, Christopher J. L.","O'Leary, Brian J.; Black, Kristen Jennings, 1991-","College of Arts and Sciences"],"dc:creator":["Wasner, Paul-Augustin"],"dc:date":["2026-05-01T07:00:00Z"],"dc:description":["Dept. of Psychology","M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science."],"dc:description.abstract":["This study examined the influence of supervisor unavailability on employee job satisfaction, counterproductive work behaviors (CWB), and intent to quit. We introduced perceived supervisor unavailability (PSU), as employee's perception that their supervisor is not present, reachable, or responsive when support is needed. Grounded in Job Demands-Resources and Social Exchange Theory, we looked at personal (role clarity) and organizational resources (perceived supervisor or PSS and organizational support or POS) as mediators of the PSU-work outcomes relationship. Data were collected from on-site and hybrid/remote employees. Perceived supervisor unavailability was significantly negatively associated with job satisfaction and positively associated with intent to quit, but these became non-significant once role clarity, PSS, and POS were included, suggesting that these resources account for the variance. Additionally, personal and organizational resources appeared to mediate the PSU-CWB relationship. These findings highlight the importance of clear roles, supportive supervisors, and strong organizational practices in reducing PSU’s negative effects."],"dc:identifier":["https://scholar.utc.edu/theses/1058"],"dc:language":["English","eng"],"dc:publisher":["University of Tennessee at Chattanooga","Chattanooga (Tenn.)"],"dc:relation":["Masters Theses and Doctoral Dissertations"],"dc:rights":["http://rightsstatements.org/vocab/InC/1.0/"],"dc:subject":["Employee retention","Job satisfaction","Labor turnover","Supervisors"],"dc:title":["Understanding the effect of perceived supervisor unavailability on job satisfaction, counterproductive work behaviors, and intent to quit"],"dc:type":["Masters theses","Text"]},"updated_at":"2026-07-24T05:47:28Z"}