ABSTRACT
Background The purpose of this study was to apply the Job-Demands Resources model as a framework to examine the relationship between work demands and burnout among behavior analysts working in human service settings during the Covid-19 pandemic. We specifically investigated the work demands-burnout relationship and how psychological flexibility, supervisor support, and coworker support related to burnout, whether as moderators or as mediators of work demands. Method A sample of 298 ABA practitioners participated in a cross-sectional investigation in April-May 2021 and reported sociodemographic and job-related characteristics, information about the impact of Covid-19 on work, work demands, psychological flexibility, supervisor support, and coworker support. We conducted regression-based analyses of moderation and multiple mediation. Results Greater work demands predicted higher levels of exhaustion and disengagement. Psychological flexibility and supervisor support partially mediated the influence of work demands on exhaustion and burnout;neither moderated the influence of work demands on exhaustion or burnout. Coworker support did not function as a moderator or mediator in the work demands-burnout relationship. Conclusions Findings highlight the need for effective caseload management and supervision practices, along with initiatives that create opportunities for increased, positive interaction with supervisors and among colleagues. Providing psychological flexibility skills training may benefit behavior analysts as a burnout management strategy. As a personal resource, however, it may be insufficient to mitigate burnout in times of crisis when work demands are higher than usual. Organizations should consider multi-faceted burnout interventions that address personal and workplace factors to both increase personal/job resources and reduce job demands.
ABSTRACT
Purpose: This study aims to investigate the significant role of restaurant employees' relational resources to promote thriving at work. The mediating effect of heedful relating was focused on as an underlying mechanism. This study also investigated the moderating effect of employees' perceived COVID-19 impact on the hypothesized relationships. Design/methodology/approach: The research model was tested with frontline restaurant employees working in full-service restaurants using the convenience sampling method. A self-administered questionnaire was used for an online survey. A total of 361 responses were analyzed with structural equation modeling, bootstrapping analysis and multi-group analysis. Findings: The results showed the significant relationships not only between relational resources and thriving at work but also between relational resources and heedful relating. Heedful relating was significantly associated with thriving at work. The significant mediating effect of heedful relating was supported. The moderating effect of the perceived COVID-19 impact on the association between leader–member exchange and thriving was significant. Research limitations/implications: Employees' relational resources at work leads to thriving at work both directly and indirectly through the impact of heedful relating. The findings contributed to the literature on human resource management and hospitality. Moreover, the study presented implications for the restaurant industry to promote employees' self-adaptation and development in a post-pandemic era. Originality/value: With the study findings, the importance of relational aspects to foster restaurant employees' thriving at work could be highlighted which reflects the unique nature of the restaurant industry. © 2023, Emerald Publishing Limited.
ABSTRACT
Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldwide. The widespread nursing shortage has reached the level of a healthcare crisis. The COVID-19 pandemic has illustrated the importance of understanding the contributing factors of nurse turnover, and more importantly how to mitigate the problem. Using cross-sectional survey data collected from 3370 newly licensed nurses working across 51 metropolitan areas within 35 U.S. states, we explore how role overload and work constraints can both diminish job satisfaction and increase turnover intentions of new nurses. Coworker support and work role centrality are identified as moderators of these relationships which show potential to mitigate these negative outcomes. This study highlights the importance of coworker support and work centrality in improving job satisfaction and subsequent turnover intentions among newly licensed nurses.
ABSTRACT
Purpose: Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19. Design/methodology/approach: The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis. Findings: The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance. Originality/value: This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector. © 2022, Emerald Publishing Limited.
ABSTRACT
This paper examines the interaction effects of social support (supervisor support and coworker support) and AI surveillance on employee job engagement drawing on the social exchange theory. Mixed research methods were applied. Researchers collected 358 valid time-lagged designed questionnaires and tested the model using a path analysis approach. The results revealed that there is a moderated mediation mechanism in relationships between supervisor support/coworker support and job engagement, in which both self-efficacy and self-esteem are mediating variables and AI surveillance plays a moderating role. Specifically, when the degree of job control with AI surveillance is at a low level, the effect of supervisor support/coworker support on employees' self-efficacy/self-esteem is stronger. The indirect relationship between supervisor support/coworker support and job engagement through self-esteem is moderated by job control with AI surveillance as well, and the indirect relationship becomes stronger when job control with AI surveillance is lower. Findings from a series of semi-structured post-hoc interviews with 18 hotel employees interpretatively support the survey results. This research fills this gap by analyzing relationships among social support, AI surveillance, and job engagement and provides positive suggestions for hotel operation and employee management with AI surveillance during pandemic.
ABSTRACT
In the current COVID-19 crisis, teaching is difficult. The demands from students, parents, the government, and school administrators may be overwhelming. Many Malaysian teachers are experiencing growing mental strain, and they are reluctant to seek help due to social stigma. This quantitative study explored the impact of coworker and supervisor support on stress among primary and secondary school teachers in Malaysia. In addition, the study examined the spill-over impact of stress on teachers’ turnover intention. A sample of 250 Malaysian school teachers completed a questionnaire. The data were analysed using correlation and regression analyses. Results re-emphasized the positive impact of coworker support on reducing teachers’ stress, but not supervisor support. Furthermore, it was found that teacher stress was linked to a higher likelihood of turnover. Therefore, it is important for school administrators and policymakers to strengthen the role of coworkers in reducing stress among Malaysian school teachers. ©Authors
ABSTRACT
During the COVID-19 pandemic, many hospitality organizations are trying to help their employees overcome various challenges. Career adaptability has proven to be useful in helping employees handle challenges, while proactive personality is a critical factor affecting the formation of career adaptability. However, career adaptability can be a double-edged sword, and it is unclear how it may impact employees' turnover intentions. Drawing on social exchange theory, the current study reconciles mixed findings in the literature by proposing a moderated mediation model suggesting that work social support moderates the indirect relationship between proactive personality and turnover intentions through career adaptability. Results based on data collected from 339 hotel employees in the United States indicate that proactive personality is positively associated with employees' career adaptability. More importantly, work social support significantly moderates the relationship between career adaptability and turnover intentions. Theoretical and managerial implications are discussed.