Aim/Purpose Workplace relationships are beneficial to organizations, but not all relationships are equally significant for enhancing performance. The study investigated the impact of supervisory relationships on employee performance through positive psychological characteristics comprising perceptions of organizational support, emotional intelligence, thriving at work, and employee resilience. Methodology Data were gathered using snowball sampling in a cross-sectional study of 395 entry-level employees at commercial banks in southern Nigeria and analyzed using partial least squares modeling to test hypotheses. Contribution The study presents a research model guided by social exchange theory and conservation of resources theory, which clarifies how supportive supervisory relationships enhance entry-level employee performance in Nigeria. Findings Supportive supervisory relationships and employee performance were positively related, and this effect was mediated by perceptions of organizational support, thriving at work, and employee resilience. The mediation of emotional intelligence was insignificant. Additionally, perceptions of organizational support, employee resilience, and emotional intelligence enhanced thriving at work, forming a sequence in which these relationships positively affect employee performance. Although the mediating role of emotional intelligence was not supported, it may facilitate other psychological responses, such as thriving at work, that are significant predictors of employee performance. Recommendations for Practitioners Nigerian organizations, particularly commercial banks, should adopt a task- and employee-centered supervisory approach to support the performance improvement of entry-level employees. Organizations should revise policy documents to reflect supportive behaviors that foster goal-oriented workplace relationships throughout the organization. Training should be provided to supervisors and employees to develop behaviors that build productive workplace relationships. Training modules should emphasize supportive leadership, employee support, resilience-building, thriving at work, and emotional intelligence. Management should also recognize the centrality of these employees’ psychological qualities, especially thriving at work, given their interrelatedness and strong correlation with superior performance. Periodic psychometric assessment can be conducted to gauge the mental state and development of entry-level employees. This can help supervisors balance the diverse needs, resources, and expectations related to tasks and employees, and ensure that employees feel comfortable expressing a variety of psychological qualities. Recruiting individuals with active-learning abilities and enthusiasm to work can have a profound effect on performance amid evolving work demands and expectations. Recommendations for Researchers Researchers can explore additional psychological dimensions and their mediating relationships. Examining the distinct effect of task- and employee-based relationships can provide more insights into the relationships among the concepts. Impact on Society The research framework shapes the development and performance of entry-level employees by informing strategic changes in supervisory practices within Nigerian organizations. Reframing these practices enhances employees’ psychological well-being and improves organizational performance in dynamic, competitive environments. Future Research Future research should focus on the individual effects of task- and employee-centered workplace relationships and use longitudinal data to provide more detailed insight into causal relationships.
Ononye et al. (Thu,) studied this question.
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