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Paul J. Feiner, Greenburgh town supervisor, supports the plan.
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Furthermore, this research is part of a larger research program on supervisor support interventions and specifically family-supportive supervisor behaviors (FSSB) conducted by Hammer and colleagues [ 8, 49].
For the purposes of this discussion, we will focus on the supervisor support construct developed by Hammer and colleagues [ 49] called family-supportive supervisory behaviors (FSSB).
In contrast, the relationship between perceived supervisor support and task performance is not supported.
The results also show that perceived supervisor support affects intention to leave through job satisfaction.
Qualitative themes centered on staff inclusivity in project design, communication, and supervisor support.
The work environment was described by the constructs "Supervisor Support", "Task Clarity, Task Orientationon", and "Innovation".
They also reported having more autonomy, more coworker support, and better supervisor support.
More surprisingly, both coworker friendships and perceptions of supervisor support actually worsened.
Namely, "Management Support of Quality" was significantly related to "Supervisor Support", "Task Orientation, Task Clarityty" and "Innovation"; "Human Resources" was significantly related to "Supervisor Support"; "Processes and Quality Results" was significantly related to "Task Orientation" and "Innovation".
The results confirmed the mediator role of satisfaction with coworkers support and supervisor support between emotional demands and job satisfaction.
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