Analysis

The Supportive and Non-Controlling Supervision Scale (SNCSS) is an assessment instrument used to evaluate how employees perceive the supervision they receive from their supervisors. The scale distinguishes between two main forms of supervision: supportive supervision and non-controlling supervision.

Supportive supervision includes emotional and professional support, encouragement, and practices that foster employee development. Non-controlling supervision refers to the avoidance of excessive interference or control, allowing employees greater autonomy in carrying out their work.

Assessment of these two dimensions can contribute to a better understanding of how supervisory style is related to employees’ everyday work experience.

Aim

The primary aim of the SNCSS is to assess the type of supervision provided by supervisors and to examine how supportive and non-controlling supervision are associated with job satisfaction, autonomy, and employee performance.

The scale may therefore be used to identify supervisory practices that promote employee support and autonomy, as well as practices that may be perceived as excessively controlling or restrictive.

Main Dimensions

Supportive Supervision: refers to the emotional and professional support provided by supervisors and to encouragement of employee development.

Non-Controlling Supervision: refers to the avoidance of excessive intervention, pressure, and control, allowing employees greater room for autonomy and personal initiative.

These two dimensions provide a broader picture of how employees experience their relationship with direct supervision.

Data Analysis and Use

SNCSS results may be used to describe employees’ perceptions of supervisory behavior and to examine differences across departments, organizations, or employee groups.

Scores may also be examined in relation to variables identified in the source material, including job satisfaction, autonomy, and work performance.

The scale may support research in organizational behavior and contribute to the evaluation of supervisory and managerial practices.

Scoring

The scale includes statements related to the two dimensions of supervision. Participants indicate the extent to which they agree or disagree with each statement using a Likert-type scale.

The available material indicates a typical 5-point response format ranging from:

1 = Strongly Disagree
to
5 = Strongly Agree

The source does not specify the exact procedure for calculating total or subscale scores. Therefore, administration and interpretation of the SNCSS should follow the instructions of the specific version being used.

Applications

The SNCSS may be used in organizational psychology, human resource management, and workplace behavior research.

It may support the examination of relationships between supervisory style, employee autonomy, and job satisfaction, as well as the evaluation of interventions or training programs aimed at improving leadership and supervisory practices.

The scale may also provide useful information for organizations seeking to promote more supportive and less controlling management practices.

References

Deci, E. L., & Ryan, R. M. (1985). Intrinsic Motivation and Self-Determination in Human Behavior. Plenum Press.

Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.

Vansteenkiste, M., Simons, J., Soenens, B., & Lens, W. (2004). How to become a more autonomous worker: A self-determination theory perspective. Journal of Applied Psychology, 89(2), 273–284.

Slemp, G. R., & Vella-Brodrick, D. A. (2013). Psychological need satisfaction as a mediator of the relationship between autonomy and well-being. Journal of Positive Psychology, 8(4), 328–340.

Ariani, D. W. (2012). The relationship between perceived supervisor support, self-efficacy, and employee motivation. Procedia – Social and Behavioral Sciences, 40, 253–258.