The Effect of Doctor-patient Relationship Perception on Work Performance among Medical Staff in Public Hospitals:A Moderated Mediation Model / 中国医学伦理学

To explore the effect of doctor-patient relationship perception on work performance among medical staff in public hospitals and its mechanism. The convenient sampling method was used to select 380 medical staff working in four public tertiary hospitals in Sichuan Province, Zhejiang Province, and Fujian Province from August 2022 to October 2022 as the research objects, and the General Information Questionnaire, Doctor-Patient Relationship Scale, General Self-Efficacy Scale, Perceived Organizational Support Scale, Work Performance Questionnaire were used. This paper showed that the doctor-patient relationship perception of medical staff was negatively correlated with self-efficacy (r=-0.392, P<0.01) and work performance (r=-0.286, P<0.01), self-efficacy was positively correlated with perceived organizational support (r=0.538, P<0.01) and work performance (r=0.507, P<0.01), perceived organizational support was positively correlated with work performance (r=0.510, P<0.01). Self-efficacy played a partial mediating role between doctor-patient relationship perception and work performance, and its effect value was -0.241, accounting for 64.78% of the total effect. Perceived organizational support weakened the negative predictive effect of doctor-patient relationship perception on self-efficacy, which moderates the first half path of the mediating model that doctor-patient relationship perception affects work performance through self-efficacy. It indicated that the doctor-patient relationship perceived by medical staff in public hospitals is poor. Measures should be taken from the aspects of policy support, hospital and society levels to alleviate the doctor-patient relationship, play the mediating role of self-efficacy and the moderating role of organizational support, minimize the negative impact of doctor-patient relationship on the work performance among medical staff, and improve the work performance of medical staff, so as to improve the overall quality of medical services.

Organizational support perceived in Mexican workers in the service sector / Apoyo organizacional percibido en trabajadores mexicanos del sector de servicios

Abstract Perceived Organizational Support refers to workers evaluating their workplaces and creating a general perception on whether their contributions are considered worthy by the organization. Employees who consider that the organization values what they contribute and ideas exchanging, also showing concern for their well-being, are people with better job performance, less absenteeism and higher expectations about rewards for their work. Perceived Organizational Support is increasingly recognized as an important factor in worker's performance and research has shown that it could be related to various sociodemographic and economic variables. The objective of this study was to analyze the relationship between Perceived Organizational Support with sociodemographic variables such as age, gender, educational level, suffering from chronic illness and paternity / maternity; and also economic variables such as years of work, salary, type of economic activity, organization size and hierarchical level in Mexican workers of the service sector. Sample included 294 workers from 27 different organizations, who answered Perceived Organizational Support and sociodemographic and economic characteristics surveys. Results show that only organization size obtained significant differences, being organizations with many employees where more support is perceived compared to small companies or institutions. The rest of the variables did not show significant differences, which represents that Perceived Organizational Support is not related to age, gender, educational level, suffering from chronic illness and paternity / maternity, years of work, salary, economic activity or the hierarchical level. Obtained evidence is discussed and recommendations for future research are proposed.

Resumen El Apoyo Organizacional Percibido refiere a la percepción general que los trabajadores crean sobre el aprecio a sus contribuciones en la organización en la que se encuentran. Los empleados que consideran que en su trabajo valoran sus aportaciones, sus ideas y su bienestar son personas con un mejor rendimiento laboral, menor ausentismo y mayores expectativas sobre la recompensa de su desempeño. Los estudios han mostrado que podría estar relacionado con diversas variables sociodemográficas y económicas de una población, por lo que el objetivo de esta investigación fue analizar la relación de los diferentes niveles de apoyo organizacional percibido con las variables sociodemográficas -edad, género, nivel educativo, padecer enfermedad crónica y paternidad / maternidad- y con las variables económicas -años de trabajo, salario, tipo de actividad económica, tamaño de la organización y nivel jerárquico- de trabajadores mexicanos del sector de servicios. Estudiar esta variable con este tipo de organizaciones (actividades asociadas a la venta y entrega de servicios) es relevante, puesto que es un área económica importante y que, además, contiene a la mayor fuerza de trabajo en el mundo, y en México estos datos no son la excepción. Esta investigación tiene un diseño transversal, descriptivo y correlacional. El estudio se llevó a cabo con 294 trabajadores de 27 organizaciones de la ciudad de Colima, México. La clasificación de los lugares de trabajo se realizó acorde a las actividades económicas establecidas en el Directorio Estadístico Nacional de Unidades Económicas (DENUE), las cuales quedaron conformadas por ventas, educación, salud, alojamiento temporal, no gubernamentales y organizaciones de gobierno. Los trabajadores respondieron el cuestionario de apoyo organizacional percibido, conformado por dos dimensiones: (1) satisfacción de necesidades socioafectivas; y (2) sensación de reconocimiento. Además, contestaron otro instrumento para medir las características sociodemográficas y económicas elaborado por los autores de este estudio basados en la Encuesta Nacional de Ocupación y Empleo (ENOE). El análisis de datos se llevó a cabo mediante descriptivos y pruebas no paramétricas (Spearman, U de Mann-Whitney y H de Kruskal-Wallis). Los resultados de las puntuaciones del cuestionario señalaron que existe una distribución asimétrica en la dimensión de satisfacción de necesidades socioafectivas, con un sesgo positivo, mientras que la dimensión de sensación de reconocimiento mostró simetría en la distribución de las respuestas. Respecto al análisis de las correlaciones realizadas sobre las variables de edad, antigüedad y salario respecto al apoyo organizacional percibido y sus dimensiones, no mostraron ser significativos. En cuanto a los análisis de diferencias muestrales, solo el tamaño de la organización obtuvo diferencias significativas, e indicó que es en los grandes lugares de trabajo en los que se percibe más apoyo de la organización en comparación con las empresas o instituciones pequeñas. El resto de las características no mostraron diferencias significativas, lo que representa que el apoyo organizacional percibido no está relacionado con la edad, el género, el nivel educativo, el padecer enfermedad crónica, la paternidad / maternidad, los años de trabajo, el salario, el tipo de actividad económica ni el nivel jerárquico. Algunos sesgos presentes en esta investigación están relacionados con la representatividad de la muestra puesto que los grupos no fueron homogéneos, ya que había un mayor número de trabajadores pertenecientes a las organizaciones de salud y educación. Futuras investigaciones podrían explorar en mayor medida la interacción de las variables de estudios con otras para una mejor comprensión. Además, sería interesante analizar las políticas y los aspectos sociales entre los tamaños de las organizaciones para establecer conclusiones más profundas respecto a las diferencias encontradas en este estudio.

Mediating effect of psychological resilience between perceived organizational support and presenteeism among medical staff in the prevention and control of COVID-19 / 中国职业医学

@#Objective （ ） To explore the influence of perceived organizational support POS and psychological resilience on （ - ）Methods presenteeism behavior in medical staff in the prevention and control of coronavirus disease COVID 19 . Doctors - - and nurses engaged in the front line work of prevention and control in the four designated hospitals for the treatment of COVID ， 19 in Guangdong Province Hunan Province and Jiangsu Province were selected as the research subjects using a random cluster ， - - sampling method. The Survey of Perceived Organizational Support Scale the 10 item Connor Davidson Resilience Scale and - ， Results Standford Presenteeism Scale 6 were used to investigate their POS psychological resilience and presenteeism. The ， （ ），（ ） （ ）， total scores of POS psychological resilience and presenteeism were 44.9±7.6 31.2±5.7 and 18.5±3.7 respectively. （ Both POS and psychological resilience had negative effect on presenteeism standardized regression coefficient were −0.59 ， P ） ［ and −0.38 both <0.01 . Psychological resilience played a partial mediating role between POS and presenteeism 95% （ - ）， ］ Conclusion confidence interval −0.22 −0.09 the mediating effect ratio was 23.4% . Both POS and psychological - ， resilience can directly affect the presenteeism behavior of medical staff in COVID 19 prevention and control and POS can also indirectly affect their presenteeism by affecting psychological resilience.

Mediating effect of psychological resilience between perceived organizational support and presenteeism among medical staff in the prevention and control of COVID-19 / 中国职业医学

@#Objective （ ） To explore the influence of perceived organizational support POS and psychological resilience on （ - ）Methods presenteeism behavior in medical staff in the prevention and control of coronavirus disease COVID 19 . Doctors - - and nurses engaged in the front line work of prevention and control in the four designated hospitals for the treatment of COVID ， 19 in Guangdong Province Hunan Province and Jiangsu Province were selected as the research subjects using a random cluster ， - - sampling method. The Survey of Perceived Organizational Support Scale the 10 item Connor Davidson Resilience Scale and - ， Results Standford Presenteeism Scale 6 were used to investigate their POS psychological resilience and presenteeism. The ， （ ），（ ） （ ）， total scores of POS psychological resilience and presenteeism were 44.9±7.6 31.2±5.7 and 18.5±3.7 respectively. （ Both POS and psychological resilience had negative effect on presenteeism standardized regression coefficient were −0.59 ， P ） ［ and −0.38 both <0.01 . Psychological resilience played a partial mediating role between POS and presenteeism 95% （ - ）， ］ Conclusion confidence interval −0.22 −0.09 the mediating effect ratio was 23.4% . Both POS and psychological - ， resilience can directly affect the presenteeism behavior of medical staff in COVID 19 prevention and control and POS can also indirectly affect their presenteeism by affecting psychological resilience.

Mediating effect of psychological resilience between perceived organizational support and presenteeism among medical staff in the prevention and control of COVID-19 / 中国职业医学

@#Objective （ ） To explore the influence of perceived organizational support POS and psychological resilience on （ - ）Methods presenteeism behavior in medical staff in the prevention and control of coronavirus disease COVID 19 . Doctors - - and nurses engaged in the front line work of prevention and control in the four designated hospitals for the treatment of COVID ， 19 in Guangdong Province Hunan Province and Jiangsu Province were selected as the research subjects using a random cluster ， - - sampling method. The Survey of Perceived Organizational Support Scale the 10 item Connor Davidson Resilience Scale and - ， Results Standford Presenteeism Scale 6 were used to investigate their POS psychological resilience and presenteeism. The ， （ ），（ ） （ ）， total scores of POS psychological resilience and presenteeism were 44.9±7.6 31.2±5.7 and 18.5±3.7 respectively. （ Both POS and psychological resilience had negative effect on presenteeism standardized regression coefficient were −0.59 ， P ） ［ and −0.38 both <0.01 . Psychological resilience played a partial mediating role between POS and presenteeism 95% （ - ）， ］ Conclusion confidence interval −0.22 −0.09 the mediating effect ratio was 23.4% . Both POS and psychological - ， resilience can directly affect the presenteeism behavior of medical staff in COVID 19 prevention and control and POS can also indirectly affect their presenteeism by affecting psychological resilience.

Relationship between perceived organizational support and work engagement in Mexican workers / Relación entre el apoyo organizacional percibido y el engagement laboral en trabajadores mexicanos

Abstract Introduction: The organizational support and the work engagement are important elements aligned with the psychology perspective of occupational health. Understanding the interaction between both variables in a context little explored as México and Latin America give an interesting contribution to its analysis. Objective: Analyze the relationship between perceived organizational support and work engagement in Mexican workers. Method: Cross-sectional and correlational design were employed in this study. A regression analysis was performed on the data obtained of the Survey Perceived Organizational Support (SPOS) and Utrecht Work Engagement Scale (UWES) in their short and Spanish version. The sample consisted of 292 Mexican workers of the tertiary sector. Results: Spearman correlation showed significant but weak correlations only between one dimension of perceived organizational support (satisfaction of socio-affective needs) and two dimensions of work engagement: vigor (rho = 0.33, p < 0.01) and dedication (rho = 0.28, p < 0.01). Conclusions: The evidence found does not support an important relationship between the two variables unlike previous studies, but those were made in different contexts to Latin America and some were related to other variables. So, it is proposed to investigate relationship of perceived organizational support with the engagement considering other variables as mediating.

Resumen Introducción: El apoyo organizacional y el engagement laboral son elementos importantes alineados con la perspectiva psicológica de la salud ocupacional. La comprensión de la interacción entre ambas variables en contexto poco explorado como lo es México y Latinoamérica genera un aporte interesante para su análisis. Objetivo: Analizar la relación entre el apoyo organizacional percibido y el engagement laboral en trabajadores mexicanos. Método: Diseño transversal y correlacional fue empleado en el estudio. Se realizó un análisis de regresión con los datos obtenidos del Cuestionario de Apoyo Organizacional Percibido (SPOS) y del Utrecht Work Engagement Scale (UWES) en sus versiones cortas y en español. El muestro fue por conveniencia y consistió en 292 trabajadores mexicanos del sector terciario. Resultados: El análisis de correlación de Spearman mostró una correlación significativa, pero débil, entre una dimensión del apoyo organizacional percibido (satisfacción de las necesidades socioafectivas) y dos dimensiones del engagement: vigor (rho = 0.33, p < 0.01) y dedicación (rho = 0.28, p < 0.01). Conclusiones: La evidencia encontrada no sostiene una relación importante entre ambas variables a diferencia de estudios anteriores, pero esos fueron realizados en contextos distintos al latinoamericano y algunos relacionan otras variables. Por ello se propone ahondar en la investigación de la relación del apoyo organizacional percibido con el engagement considerando otras variables como mediadoras.

Fitting and its influencing factors in ICU nurses / 中国实用护理杂志

Objective@#To explore the fitting and its influencing factors of ICU nurses.@*Methods@#There were 268 nurses recruited from the First Affiliated Hospital of Xi′an Jiaotong University, the Ninth Hospital of Xi′an, Shaanxi Provincial People′s Hospital by convenience sampling between April and June 2018. The Fitting Scale, Social Undermining Scale, Perceived Organizational Support Scale and Supportive Communication Scale were used in the investigation.@*Results@#The score of person-organization fit was (32.20±5.17). The score of person-job fit was (55.14±8.24), with the lowest score of supply-value fit subscale (2.58±0.48). The score of perceived organizational support, social undermining and supportive communication were (45.36±9.64), (46.27±7.48) and (68.47±11.25) respectively. Perceived organizational support, social undermining, contract nurses, and educational level could influence person- organization fit, which could explain 59.3% of the total variation. Working time, supportive communication and perceived organizational support could influence person- job fit, which could explain 47.6% of the total variation.@*Conclusions@#Nursing managers should improve the core value system of human resources management and organizational culture construction, enhance organizational support, construct humanities environment and coping strategy of undermining, provide the relevant training of interpersonal communication, and increase their organizational and job fitting.

Fitting and its influencing factors in ICU nurses / 中国实用护理杂志

Objective To explore the fitting and its influencing factors of ICU nurses. Methods There were 268 nurses recruited from the First Affiliated Hospital of Xi′an Jiaotong University, the Ninth Hospital of Xi′an, Shaanxi Provincial People′s Hospital by convenience sampling between April and June 2018. The Fitting Scale, Social Undermining Scale, Perceived Organizational Support Scale and Supportive Communication Scale were used in the investigation. Results The score of person-organization fit was (32.20±5.17). The score of person-job fit was (55.14±8.24), with the lowest score of supply-value fit subscale (2.58±0.48). The score of perceived organizational support, social undermining and supportive communication were (45.36 ± 9.64), (46.27 ± 7.48) and (68.47 ± 11.25) respectively. Perceived organizational support, social undermining, contract nurses, and educational level could influence person- organization fit, which could explain 59.3% of the total variation. Working time, supportive communication and perceived organizational support could influence person- job fit, which could explain 47.6% of the total variation. Conclusions Nursing managers should improve the core value system of human resources management and organizational culture construction, enhance organizational support, construct humanities environment and coping strategy of undermining, provide the relevant training of interpersonal communication, and increase their organizational and job fitting.

Análise dos Fatores Organizacionais Determinantes da Intenção de Rotatividade / Análises de los Fatores Organizacionales Determinantes de la Intención de Rotatividad / Analysis of Organizational Factors that Determine Turnover Intention

Resumo Este estudo teve por objetivo investigar o papel mediador da confiança organizacional na relação entre percepção de suporte organizacional, percepção das políticas e práticas de gestão de pessoas e intenção de rotatividade. A amostra foi composta por 250 trabalhadores, predominando participantes do gênero feminino (60,8%) com idade média de 28 anos e tempo médio de trabalho de 2,8 anos. A maioria estava empregada em organizações privadas (89,25%) e possuía curso superior incompleto (60,4%). Os dados foram analisados por meio de estatísticas descritivas e análise de caminhos - path analysis (Modelagem por Equações Estruturais), de forma a aferir as relações de mediação e efeitos indiretos entre as variáveis, analisando quais representam preditores diretos ou indiretos da intenção de rotatividade. Os resultados indicaram que o modelo proposto foi parcialmente corroborado, uma vez que as relações de mediação foram apenas parciais e os efeitos indiretos não foram significativos. Sugere-se a realização de estudos com outras amostras assim como a inclusão de outras variáveis nos modelos de investigação.

Resumen Este estudio tuvo por objetivo investigar el papel mediador de la confianza organizacional en la relación entre percepción de soporte organizacional, percepción de las políticas y prácticas de gestión de personas e intención de rotatividad. La muestra fue compuesta por 250 trabajadores, predominando participantes del género femenino (60,8%) con edad promedio de 28 años y tiempo medio de trabajo promedio de 2,8 años. La mayoría estava empleada en organizaciones privadas (89,25%) y poseía curso superior incompleto (60,4%). Los datos fueron analizados por medio de estadísticas descriptivas y análisis de caminos - path analysis (Modelación por Ecuaciones Estructurales), de forma a medir las relaciones de mediación y efectos indirectos entre las variables, analizando cuáles representan predictores directos o indirectos de la intención de rotatividad. Los resultados indicaron que el modelo propuesto fue parcialmente corroborado, ya que las relaciones de mediación sólo eran parciales y los efectos indirectos no fueron significativos. Se sugiere la realización de estudios con otras muestras así como la inclusión de otras variables en los modelos de investigación.

Abstract The present study sought to examine the mediating role of organizational trust in the relationship between perceived organizational support, perception of personnel management policies and practices, and turnover intentions. The sample consisted of 250 employees, predominantly women (60.8%), with a mean age of 28 years and an average length of employment of 2.8 years. Most of them was employed in private companies (89.25%) and presented incomplete higher education (60.4%). The data was analyzed through descriptive statistics and path analysis (Structural Equations Modeling) so as to appraise the mediation relationships and indirect effects between the variables, analyzing which of them represent direct or indirect predictors of turnover intentions. The results indicated that the proposed model was only partially corroborated, given that the mediation relationships were partial and the indirect effects were not significative. We recommend further studies involving both other samples and the inclusion of other variables in the research models.

Association of perceived organizational support,job burnout and depression tendency of nurses in Zhengzhou City / 中国职业医学

OBJECTIVE: To explore the relationship among perceived organizational support,job burnout and depressive tendency in nursing staffs. METHODS: A total of 807 nurses from 7 municipal hospitals in Zhengzhou City,Henan Province were selected as the study subjects by multi-stage cluster random sampling method. The questionnaires of Perceived Organizational Support,Maslach Burnout Inventory-General Survey and Center for Epidemiological Survey-Depression Scale were used to conduct the survey. RESULTS: The total scores of perceived organizational support and job burnout were( 69. 3 ± 18. 5) and( 36. 3 ± 13. 7) respectively. The median of the total score of depression tendency was 17. 00. The total score of nurses' perceived organizational support was negatively correlated with the total scores of job burnout and depression tendency( P < 0. 01). The total score of job burnout was positively correlated with the total score of depression tendency( P < 0. 01). The degree of explanations for the change of perceived organizational support and job burnout on depression tendency were 9. 1% and 13. 1%,respectively. CONCLUSION: Perceived organizational support and job burnout play important roles in predicting depression tendency. Job burnout plays a mediating role in the relationship between perceived organizational support and depression tendency.

Impact of work-family conflict on the nurses′emotional labor / 中国实用护理杂志

Objective To provide practical suggestions for nurse management by exploring the influence of work family conflict on the nurses′emotional labor and its boundary condition. Methods A six months′time lagged longitudinal research design was employed. A total of 233 nurses from two state-owned hospitals were recruited for this study to complete a questionnaire including Work-Family Conflict Scale, Perceived Organizational Support Scale and Emotional Labor Scale. Results Data analysis showed that the score of work family conflict was (2.86 ±1.31) points, the score of perceived organizational support was (5.28 ± 1.12) points, the score of surface emotional labor and deep level emotional labor was (5.31 ± 1.08) points and (3.64 ± 1.45) points, respectively. The work family conflict was negatively correlated with deep level emotional labor (r=-0.27, P<0.01), but was positively correlated with surface emotional labor (r=0.23, P < 0.01). The perceived organizational support was positively correlated with deep level emotional labor (r=0.22, P < 0.01), but was insignificantly correlated with surface emotional labor (r=0.12, P>0.05). The regression analysis revealed that work family conflict was positively related to surface emotional labor (β=0.22, P<0.01), and is negatively related to deep level emotional labor (β=-0.22, P<0.01). Perceived organizational support moderates the effect of work family conflict on emotional labor (β=-0.22, P<0.01;β=0.18, P<0.05, respectively). Conclusions This study indicates that work family conflict has the potential in enhancing surface emotional labor and decreasing deep level emotional labor. Perceived organizational support helps to weaken the negative effect of work family conflict on deep level emotional labor and the positive effect of work family conflict on surface emotional labor.

Mediating effect of township leaders' perceived organizational support on occupational stress and job satisfaction / 中国职业医学

OBJECTIVE: To investigate the job satisfying degree of township leaders and to explore the mediating effect of perceived organizational support on occupational stress and job satisfaction.METHODS: A total of 1 545 township leaders from Huludao City,Fengcheng City and Fushun City in Liaoning Province were selected as study subjects by cluster random sampling method.The questionnaire of Effort-Reword Imbalance,the Minnesota Satisfaction Questionnaire and the Perceived Organizational Support were used to investigate their occupational stress,job satisfaction and perceived organizational support.RESULTS: The total score of occupational stress in township leaders was(66.1 ± 6.8),and job satisfaction was(71.1 ± 13.1).The score of perceived organizational support was(42.2 ± 9.9).Occupational stress and perceived organizational support had direct prediction role on job satisfaction(P<0.01).The mediation effect of perceived organizational support between occupational stress and job satisfaction was 0.190,accounting for 48.3% of the total effect.CONCLUSION: Organizational support plays a part of mediating role on occupational stress and job satisfaction.

Impact of authentic leadership on the perceived organizational support and silence behavior of subordinate nurses / 中国实用护理杂志

Objective To explore the impact of authentic leadership on silence behavior of nurses and test the mediating effect of organizational support. Methods The 354 valid questionnaires were collected using the a cross-sectional survey with Authentic Leadership Questionnaire, Perceived Organizational Support Scale and Silence Behavior Scale between September to November in 2015, using the multiple line hierarchical regression analysis to test the relationship between variables. Results Authentic leadership could significantly promote the perceived organizational support of subordinate nurses (β= 0.543, P<0.01), which in turn, significantly restrain silence behavior of subordinate nurses (β=-0.323, P<0.01), the perceived organizational support completely mediate the relationship between authentic leadership and silence behavior (β=0.175, P<0.01). Conclusions By constructing the supporting work environment, authentic leadership can eliminates nurses′ voice worry, motivates the voice motivation and efficiency, in turn to break the silence. This article propose the action mechanisms from three perspectives.

Perceived organizational support's moderating effect on the relationship between personality and emotional exhaustion of Chinese armed police force / 中华行为医学与脑科学杂志

Objective To test the hypothesis that perceived organizational support(POS) plays a moderate role in the process of personality' s effect on emotional exhaustion.Methods Using POS,Revised NEO Personality Inventory and Emotional Exhaustion Inventory,376 special combat soldiers were tested from the Chinese Armed Police Force.Then SPSS 16.0 was used to conduct descriptive analysis,correlational analysis and hierarchical regression analysis.Results The interaction of neuroticism and POS as well as the interaction of conscientiousness and POS were significant or marginally significant,respectively.POS significantly moderated the relationship between neuroticism and emotional exhaustion(β=-0.19,t=-2.82,P＜0.01)as well as the relationship between conscientiousness and emotional exhaustion(β=-0.12,t=-1.95,P=0.052).Conclusion Neuroticism and conscientiousness are more strongly related with emotional exhaustion among individuals with low POS than high POS.

Effects of Hospital Nurses' Perceived Organizational Support on Job Involvement and Organizational Citizenship Behavior / 간호행정학회지

PURPOSE: This descriptive study was done to identify effects of perceived organizational support (POS) on job involvement and organizational citizenship behavior (OCB) in hospital nurses. METHODS: Data were collected from Oct. 1 to Nov. 15, 2011. Participants in this study were 324 nurses working in 6 general hospitals in S, K, and C cities. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. RESULTS: POS was positively correlated with job involvement, and OCB (altruism, conscientiousness, courtesy, sportsmanship and civic virtue). Factors influencing job involvement were POS and marital status, which accounted for 15.7% of the variance, marital status influenced altruism, which accounted for 4% of the variance, POS influenced conscientiousness, which accounted for 10% of the variance, religion and marital status influenced courtesy, which accounted for 6.5% of the variance, age influenced sportsmanship, which accounted for 7.9% of the variance, and POS and clinical career influenced civic virtue, which accounted for 23.1% of the variance. Job involvement mediated on the relation between perceived organizational support and organizational citizenship behavior. CONCLUSION: The results of the study indicate that hospital administrators should explore ways of improve POS for better job involvement, conscientiousness, and civic virtue.

Relationship among hardiness, perceived organizational support and work engagement of clinical nurses / 中国实用护理杂志

Objective To know about the current status of the work engagement of the clinical nurses,and discuss the relatioaships among hardiness,perceived organizational support and work engagement so as to provide basis for improving the level of the work engagement of the clinical nurses.Methods The work engagement scale,hardiness scale and perceived organizational support scale were used to investigate a total of 630 clinical nurses.Results The general score of work engagement,hardiness and perceived organizational support were showed respectively as following:(52.54±8.08),(70.09±14.44) and(82.41±24.98).Every two items of hardiness,perceived organizational support and work engagement were in significant positive correlation.Regression analysis showed after the variable of demographic was controlled,the hardiness and perceived organizational support respectively had significant positive predictive function on work engagement as respective independent variables.Conclusions Hospital managers should create a good working environment for clinical nurses,measures should be taken from individual and organizational aspects so as to improve the hardiness and perceived organizational support and the work positivity of the clinical nurses,in order to make the nurses more positively devoted to their work.It had important practical significance to improve the quality of their services and stabilize nursing group.

Ageism en las organizaciones? El papel mediador del apoyo organizacional percibido en las relaciones entre la edad y la ruptura del contrato psicológico / Ageism in organizations? Perceived organizational support as a mediator of the relations between age and psychological contract breach

En los últimos años un gran número de organizaciones se han visto obligadas a aceptar procesos de fusión, redimensionamientos y reducción de plantillas de personal debido a las condiciones económicas y financieras impuestas por los mercados globales. En estos contextos organizacionales, el colectivo de trabajadores de edad o mayores -por encima de los 50 años- es el que más riesgos asume, al convertirse en el blanco prioritario de las políticas de downsizing. El presente estudio tiene como principal objetivo analizar las relaciones entre la edad y la percepción de ruptura del contrato psicológico (CP) en una muestra de 498 empleados del sector bancario. Adicionalmente, se analiza el papel mediador desempeñado por la percepción de apoyo organizacional (PAO) en dicha relación. Los resultados señalan que los empleados de más de 50 años perciben en mayor medida la ruptura del CP que los de edades inferiores, aunque la PAO puede atenuar dicha percepción. Se discuten los resultados obtenidos a la luz del posible ageism, o discriminación laboral por razones de edad, de estas políticas y prácticas organizacionales, así como sus implicaciones prácticas.

In recent years many organizations have been forced to accept mergers, downsizing, and layoffs due to economic conditions and financial constraints imposed by global markets. In these organizational contexts, the older workforce, over 50 years of age, is the one that runs the highest risk of becoming the main target of downsizing policies. The principal aim of this study is to analyze the relationship between age and the perception of psychological contract (PC) breach in a sample of 498 employees from the banking sector. Additionally, we analyze the mediating role played by perceived organizational support (POS) in this relationship. The results indicate that employees over 50 years of age perceive more PC breach in comparison with younger workers, although POS can mitigate this perception. Results are discussed in light of possible ageism of these organizational policies and practices, as well as their practical implications.

The effect of job burnout on health complaint and task performance: the moderation of perceived organizational support / 中华行为医学与脑科学杂志

Objective To explored the moderate effect of perceived organizational support on job burnout-health complaint relationship and job burnout-task performance relationship. Methods Maslach burnout inventory-general survey, the perceived organizational support scale, health complaint scale and task performance scale were used to test 458 teachers in colleges of Armed Police. Results Emotional exhaustion and cynicism were positively related to health complaint (r = 0. 616,0. 4377;P < 0. 01). Emotional exhaustion and cynicism indicated obviously predicted effect on health complaint(β =0.562, P<0. 01;β =0. 144, P<0.05). Reduced personal accomplishment predicted task performance obviously(β = -0.248, P<0.01). Hierarchical multiple regression showed perceived organizational support can regulate the relationship between emotional exhaustion and task per-formance(△R~2 =0.031, P<0.01). Conclusion Job burnout positively predicted health Complaint. The higher the job burnout was, the more seriously the health Complaint. Reduced personal accomplishment negatively predicted task performance. Perceived organizational support had moderate effect on emotional exhaustion and task performance relationship. It relieved the negative effect of emotional exhaustion on task performance.