conflict resolution skills, and teaching ability of the individual supervisor.
There did not seem to be any relationship, however, between willingness to recommend the job to a friend and any of
these three skills in the individual supervisor. The study was not designed to investigate the reason for these findings. A possible explanation might include a generalized
acceptance of poor supervisor skills of
communication, conflict resolution, and
teaching ability in this field, or perhaps
these factors might not be that important
in willingness to recruit peers to the job.
Future studies could be designed to further
investigate the reason for this finding.
The supervisor’s ability to apply corrective action to performance problems
seemed to have the most impact on an
employee’s satisfaction, as there was a
strong relationship between this skill and
the willingness to recruit peers to the job.
This is in contrast to the lack of a statistical
relationship for the other three skills previously mentioned. The reason for this difference was not addressed by this study,
but is possibly explained by Maslow’s hierarchy of needs theory.
Maslow’s theory is one of motivation
that has been a foundation for many job
satisfaction theories. Maslow developed a
hierarchy of five levels of needs, with the
highest levels only coming into focus when
the lower needs are met. 2 Communication,
conflict resolution, and teaching fall under
the highest level called “self-actualization.”
The next, more basic, and more important
level is called “esteem.” This level can presumably be affected by corrective action in
either a positive or negative way by an
individual supervisor. It is therefore possible that corrective actions by a supervisor
may be more basic and more important to
respondents than the other skills.
A supervisor’s ability to correct per-
formance problems was also strongly
related to both job satisfaction and willing-
ness to remain in the current job position
for the foreseeable future. Corrective
action skills seemed to be strongly related
to every variable that was studied and thus
appears to be the most important ability of
the individual supervisor. As with the will-
ingness to recommend the job to peers, it
may be related to Maslow’s hierarchy of
needs theory; however, this study was not
designed to investigate the reason for this
Limitations and Future Research
This study did not differentiate responses
between the different categories of technologists. Future studies might attempt to
discern differences between technologists
at different stages within their careers.
There was also no attempt to understand
why those being surveyed responded in a
particular way. Future research might
attempt to understand the reasons for the
Supervisors and their managerial skills
seem to play an integral part in the overall
satisfaction of employees. Considering the
high costs of recruitment and training of
workers, it would be advisable for astute
managers to seek improvement in their
current managerial skills and acquire
those skills that are lacking.
1Hicks JM, Britt B. Management qualities and
their effects on employee satisfaction and
organizational success, part 1. Radiol
Manag. 2010; 32( 3): 18–23.
2Maslow AH. A theory of human motivation.
Psychol Rev. 1943; 50:370–396.
Joel Hicks, MSRS, RT(R) is a clinical design analyst at
Willis-Knighton Health System in Shreveport, LA.
He may be contacted at firstname.lastname@example.org.
Becky Britt, MSRS, RT(R)(M) is the co-clinical
coordinator and assistant professor of radiologic
sciences at Northwestern State University in