Understanding the effect of perceived supervisor unavailability on job satisfaction, counterproductive work behaviors, and intent to quit

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.

Grantor dc:publisher

University of Tennessee at Chattanooga

Author dc:creator

• Wasner, Paul-Augustin

Contributors dc:contributor

• Cunningham, Christopher J. L.
• O'Leary, Brian J.; Black, Kristen Jennings, 1991-
• College of Arts and Sciences

• Employee retention
• Job satisfaction
• Labor turnover
• Supervisors

Licence

• http://rightsstatements.org/vocab/InC/1.0/

Language dc:language

English, eng

Repository record dc:identifier

https://scholar.utc.edu/theses/1058

OAI identifier oai:identifier

oai:scholar.utc.edu:theses-2253