The Effects of Supervisor's Race and Level of Support on Perceptions of Supervision

The influence of supervisor supportive behaviors on subordinate job satisfaction: the moderating effect of gender similarity

This paper analyses the influence that different supervisor supportive behaviors have on subordinate job satisfaction, while considering the gender of individuals involved (supervisor and subordinate). The empirical evidence provided by a sample of 29,833 subordinates from 35 European countries collected by Eurofound through the European Working Condition Survey allows us to assert the following. First, subordinate job satisfaction depends on their perceptions about the supportive behaviors provided by their supervisors in terms of respect, giving recognition for a job well done, coordinating work, helping get the job done, and encouraging the professional development of the subordinate. Second, job satisfaction is affected by supervisor gender, although in the opposite direction as hypothesized, such that when the supervisor is a woman, subordinates report lower job satisfaction. Third, also contrary to our expectations, supervisor-subordinate gender similarity reduces, rather than increases, subordinate job satisfaction. Fourth, gender similarity, as expected, weakens the impact of several supervisor supportive behaviors on this job satisfaction (i.e., giving recognition, coordinating work, helping get the job done, and encouraging development). In terms of practical implications, this work suggests that it is advisable for supervisors to show supportive behaviors toward subordinates. In addition, because demonstrating respect at work is not moderated by gender similarity and seems to be the most impactful supportive behavior for enhancing job satisfaction, supervisors should pay particular attention to the respect of subordinates.

ADDRESSING diversity, equity, inclusion and belonging (DEIB) in mentorship relationships

The growing racial, ethnic, and cultural diversity within the United States underscores the importance of neuropsychologists developing cultural competence to improve patient care and support increased practitioner diversity. APA has recognized the importance of expanding the field's diversity, equity, inclusion, and belonging (DEIB) efforts to promote the retention of historically underrepresented practitioners and culturally competent practices. Supervisors and mentors are particularly well suited and ethically required to support DEIB-related professional development in their trainees. However, current literature suggests that a lack of time and perceived lack of competence in initiating and facilitating these conversations remain barriers to DEIB efforts. This paper aims to increase a supervisor's/mentor's self-efficacy in facilitating these efforts. We offer adapted theoretical models of cultural competence and provide a "tool kit" of experiential activities adapted for neuropsychologists that can be utilized to support the initiation, maintenance, and quality of DEIB-focused discussions within these relationships.

Interactions of Gender and Race in Workers’ Help Seeking for Personal/Family Problems

Most research on supervisor support and intervention with troubled workers has focused on Caucasian male workers and supervisors, with little emphasis on differences in experiences by gender and race. Thus, little is known about how the gender and race of workers and supervisors may interact to affect help seeking and giving. This study examines through questionnaires to 429 manufacturing employees cross-gender and -race worker-supervisor relationships related to workers’ help seeking for personal problems, perceptions of supervisor support, and supervisor intervention. Multivariate analyses show main effects for workers’ and supervisors’ gender on personal problems and help seeking and interaction effects for workers’and supervisors’gender and race on measures related to personal problems and supervisor intervention. African American workers, especially women, appear to experience more formal than informal supervisor intervention. Female supervisors tend to engage in more formal intervention with troubled workers than do male supervisors.

Psychotherapy Supervisor Ethical Practices

The overall purpose of this article is to present a review of the literature that identifies the salient ethical guidelines related to the practice of supervision and to discuss the results of a study that examined supervisor ethical practices. In terms of our investigation, we examined supervisee perceptions of their supervisors’ adherence to ethical guidelines, supervisee reactions to ethical violations, and the relationships among supervisor ethical behaviors, the supervisory working alliance, and supervisee satisfaction. The results indicated that 51% of the 151 beginning to intern-level supervisees sampled reported at least one ethical violation by their supervisors. The most frequently violated guidelines involved adequate performance evaluation, confidentiality issues relevant to supervision, and ability to work with alternative perspectives. Greater nonadherence to ethical guidelines was significantly related to a weaker supervisory alliance and lower supervisee satisfaction. Limitations and implications for psychotherapy supervision theory, research, and practice are addressed.