Management Research for Decision Making

The Role of Supervisor Support in Enhancing Workplace Outcomes Student's Name Institutional Affiliation Course Number and Name Instructor's Name Assignment Due Date ABSTRACT This study investigates the role of supervisor support in enhancing employee satisfaction and reducing turnover intentions, focusing on the mediating effect of perceived fairness and the moderating role of supervisor gender. 914 industry participants show that supervisor support explains job satisfaction and fairness as the moderator between support and turnover. The supervisor's gender did not interact with the relationship. These results support the notion that supervisors should embrace fair practices and supportive supervisory behaviors as results indicate high organizational outcomes. This study provides a roadmap for organizations seeking to enhance levels of retention and satisfaction among their employees. The Role of Supervisor Support in Enhancing Workplace Outcomes Supervisor support is a cornerstone of positive workplace dynamics, pivotal in shaping employees' satisfaction, retention, and overall well-being. Social relations contribute to an organizational climate that fosters a perception of which employees are respected, directed, and encouraged, hence improved performance and low turnover rates. This research examines the relationship between supervisor support and employee turnover intentions with the moderating role of perceived fairness. The first key variable is supervisor support, the rate at which supervisors provide emotional, instrumental, and professional support to their employees, offering a supportive work environment (Jolly et al., 2021). Perceived Fairness is another variable comprising distributive, procedural, and informational justice, which are subcategories of fairness, meaning that employees feel they are treated fairly at work (Zeb et al., 2023). The last variable for this study is employee outcomes, which are concerned with job satisfaction and turnover intentions. This variable regards the employees' satisfaction with their job and the probability of quitting the organization (Ramlawati et al., 2021). The study is anchored on organizational justice theory, which posits that fairness is important in determining employee orientations (Trincado-Munoz et al., 2023). In equity theory, the rationale presented for the proposition is that supportive supervisors improve perceptions of organizational fairness and, subsequently, workplace outcomes (Hatfield et al., 2023). The study also includes the gender dimension to assess the moderating role of these relationships. Previous studies prove a strong correlation between supervisor support and job satisfaction. Yaghi and Bates (2020) established that employee support increases morale and engagement to enhance organizational commitment. Supervisor support decreases turnover intentions because it fulfills employees' emotional and professional requirements and the need to belong and feel secure (Yadav & Sharma, 2023). Pattnaik and Panda (2020) state that when supervisors act fairly, they increase the likelihood of employees trusting the organizations they work for and, in turn, being committed to them. Grobelna (2021) indicates that the perceived supervisor support might be determined by the supervisor's gender, affecting overall satisfaction. The first hypothesis is supervisor support and gender differences, demonstrating a significant difference in supervisor support (SUPPORT1–SUPPORT5) between male, female, and non-binary employees (GENDER). The Independent Variable (IV) for this hypothesis is Gender (GENDER), while the scale is Nominal (0 = male, 1 = female, 2 = non-binary). The dependent variable (DV) is supervisor support (SUPPORT1–SUPPORT5), while the scale is the interval (7-point Likert scale). This hypothesis explores if supervisor support differs based on the gender of employees. The analysis will test whether male, female, and non-binary employees perceive varying levels of support from their supervisors. It focuses on gender differences in supervisor support, exploring whether perceptions of supervisor support differ by gender. The second hypothesis is supervisor support and job satisfaction, demonstrating that supervisor support (SUPPORT1–SUPPORT5) positively correlates with job satisfaction (WRKMEAN1–WRKMEAN4). The independent variable is supervisor support (SUPPORT1–SUPPORT5), and the scale is Interval (7-point Likert scale). The dependent Variable (DV) is Job satisfaction (WRKMEAN1–WRKMEAN4), and the scale is the interval (mean score of satisfaction items). This hypothesis examines if higher levels of supervisor support lead to greater job satisfaction. The study analysis tested the correlation between the perceived supervisor support and employees' job satisfaction. This hypothesis examines the relationship between supervisor support and job satisfaction, hypothesizing a positive correlation between these variables and it resonates with observations of Pattnaik and Panda (2020). METHOD Participants The survey included a sample of 914 participants, with a nearly equal gender distribution: 442 males (48.6%), 448 females (49.2%), and 20 non-binary individuals (2.2%). Most participants were young adults, with 56.9% aged 20-29 (518 individuals), followed by 19.6% aged 50-59 (179 individuals). The remaining participants were distributed across other age categories: 10.6...