The impact of perceived organizational support on professional commitment: a moderation of burnout and mediation of well-being

PurposeIn today's challenging world, achieving professional commitment among healthcare workers is becoming the need of time. Drawing on self-determination theory, the current study examines how and under which boundary conditions perceived organizational support affects professional commitment.Design/methodology/approachData was collected from doctors and nurses employed in public and private sector hospitals by employing a split-questionnaire design.FindingsThe authors' study findings demonstrate that perceived organizational support has a positive and indirect effect on the professional commitment of nurses and doctors via mediating the role of subjective well-being. The authors also found that these findings depend on healthcare workers' burnout levels. The positive relationship between perceived organizational support and subjective well-being is attenuated by burnout syndrome.Practical implicationsThe current study poses implications for policymakers and administrators of healthcare institutions as well as to develop a supportive culture to evoke more professional commitment among healthcare workers. Implications for nursing managers and policymakers are discussed in light of the study findings.Originality/valueHealthcare institutions are increasingly paying attention to raising the professional commitment of their workforce, especially in the wake of a crisis like the COVID-19 outbreak. The current study will add to the body of literature on nursing management, healthcare studies and organizational psychology in the South Asian context by explaining the relationship between POS and professional commitment, drawing on self-determination theory.

Factors That Impact the Relationship between Perceived Organizational Support and Technostress in Teachers.

In the last two years, the obligatory use of technologies due to the COVID-19 pandemic has increased the technostress suffered by education professionals. This study investigates the relationships between technostress and perceived organizational support and the influence of certain socio-demographic variables. An online survey was administered to 771 teachers working in different educational stages in various autonomous communities in Spain. Perceived organizational support was found to be significantly correlated with technostress. Women tend to experience more technostress in general and significant gender differences were also found in the dimension of anxiety. The analyzed data also suggest that perceived organizational support is higher in private schools. In urban centers, teachers' technostress increases in higher educational stages, such as secondary education and baccalaureate. Further work is needed to develop school policies that address the needs of teachers and provide support for those at risk of technostress. In addition, there is a need to design coping strategies and prioritize the most at-risk sectors to improve their overall health and well-being.

Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

PurposeThe current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.Design/methodology/approachAn online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.FindingsThe study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.Practical implicationsThese findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.Originality/valueBy integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.

Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change

Drawing on the social exchange approach and an accompanying sub-theory pertaining to upper echelons theory, which are the most influential theories for describing the behavior of workers in the workplace, this study empirically investigates some corresponding moderated serial mediation variables, such as affective commitment, work meaningfulness, and perceived organizational support, which impact the relationship between Phoenix leadership and organizational change. A total of 150 employees working in the Sudanese Electricity Company participated in the questionnaire survey. The response rate was 88%. The results revealed that Phoenix leadership significantly influences organizational change and affective commitment. Affective commitment significantly influences work meaningfulness. Affective commitment and work meaningfulness mediate the relationship between Phoenix leadership and organizational change. Affective commitment mediates the relationship between Phoenix leadership and work meaningfulness. Work meaningfulness mediates the relationship between affective commitment and organizational change, but perceived organizational support does not moderate the relationship between work meaningfulness and organizational change. By testing the mediated moderation effects on the relationship between Phoenix leadership and organizational change, this research proposes a new framework for assessing the impact of mediators and moderators on teams of employees during the COVID-19 pandemic.(c) CIKD Publishing

Centrality of psychological well-being of IT employees during COVID-19 and beyond

The COVID-19 outbreak has distorted employee and manager's attitudes toward work, impacting businesses, industries, and organizations worldwide. Organizations have begun implementing well-managed work-from-home, teleworking, flexible working, or digital working strategies to respond to these trends effectively. The study's main purpose is to investigate the importance of organizational and supervisory support in promoting employee psychological well-being by providing well-proportioned work-from-home experience to IT employees. Using an empirical research approach, the study collected data from 282 IT professionals forced to work from home fully and partially throughout India's first three waves of covid-19. The responses were analyzed using descriptive statistics and regression analysis using SPSS and AMOS. The study's findings revealed that supervisory/managers support demonstrated a significant positive association with psychological well-being compared with organizational support practices. However, employees perceived that well-balanced work-from-home experiences require major support from organizations than managers. The study identified that both organizational and supervisory support plays an important role in establishing positive work-from-home experience and the psychological well-being of IT professionals. In response, organizations and supervisors/ managers collective approach is needed in establishing flexible work settings. Flexible work settings have been researched from the perspective of an information technology professional. However, there is a dearth of research on the influence of forced work from home on the psychological well-being of IT employees. Understanding how organizational and supervisory support plays an important role in establishing resilience between work-from-home practices and psychological well-being during covid and beyond would be helpful.

Workplace Diversity Influence on Employee Retention in Organizations during the COVID-19

The purpose of this study is to identify the factors influencing workplace diversity on employee retention in organizations during the COVID-19. In this study, the researchers aim to determine which factors will be the most effect on workplace diversity on employee retention in organizations during the COVID-19 variables in this study consisting of Supervisory relationship, perceived organizational support, perceived working climate, peer group interaction, diversity, and inclusion in the workplace engagement, and perceived organizational support. A total of 260 participants, which contain specific characteristics such as designation in human resource and non-human resource, gender, industry sectors, nature of industry, ownership, and age range. Both descriptive statistics and inferential statistics were used in data analysis such as frequency, percentage, mean, standard deviation, and multiple linear regression (MLR) to describe the demographic profile and the causal relationship between variables. In this study, results revealed that perceived working climate (PWC), supervisory relationship (SR), peer group interaction (PGI), and perceived organizational support (POS) have a positive significant effect on diversity and inclusion in the workplace engagement (DIW) at a p-value less than .05, also, diversity and inclusion in the workplace engagement (DIW) and perceived organizational support (POS) have a positive significant effect on employee retention during COVID-19 which all hypotheses support the null hypothesis.

Embedding relationships: The indirect effects of work relationships on turnover intent

With the onset of the "Great Resignation" following the onset of the COVID-19 pandemic, employees are quitting jobs at unprecedented levels. Although the traditional model of turnover (Mobley, 1977;Mobley, Griffeth, Hand, & Meglino, 1979) links job attitudes and turnover intentions as key determinants in understanding the turnover process, there is a growing recognition of the importance of studying contextual variables, namely social relations, in expanding our understanding of employee turnover and retention. Job embeddedness (Mitchell et al., 2001) and social capital theories (Granovetter, 1973;Burt, 1992;Lin, 1982) implicate employees' social networks as additional factors worth investigating in understanding employee turnover. The aim of the current study was to study an expanded model of turnover by examining whether different types of social relationships at work differentially related to work experiences and attitudes that, in turn, related to turnover intentions. The current research leveraged an ego-centric method to collect information on employees' social networks at work along with work experience and attitudinal constructs. The results of the study found that expressive relationship networks (i.e., friendship networks) had a positive, significant effect on employees' job embeddedness, with an indication of a marginal indirect effect with organizational commitment. Surprisingly, employees' instrumental networks were not significantly related to any work experience or attitudinal factors. There was no support for the hypothesized indirect effects linking social networks, work experiences and attitudes, and turnover intentions. Practical implications and directions for future research are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

The effects of perceived organizational support on employees' sense of job insecurity in times of external threats: an empirical investigation under lockdown conditions in China

This study examines how perceived organizational support (POS) can be leveraged to provide employees with guided responses to disruptive events. Specifically, this study addresses a previously overlooked yet practically relevant aspect of POS—its communicative role in managing employees' feelings of job insecurity. Drawing on the social identity perspective and research on individuals' psychological states of uncertainty, we argue that POS can have both direct and indirect influences on the sense of job insecurity in times of external threats. With this in mind, we used COVID-19 and resulting lockdowns in China as specific context examples of a disruptive event to administer a two-wave lagged survey measuring POS, perceived control, lockdown loneliness, and job insecurity. Theoretical arguments are put forward regarding organizational support for fostering individuals' social identity and emotional well-being under deeply disruptive work situations. Overall, this study offers insights into how managers may develop risk management and organizationally adaptive practices. © 2023, Springer Nature Limited.

How dialogic vaccine communication in the workplace facilitates employee advocacy for covid-19 vaccine uptake

ABSTRACT Encouraging employees' vaccine uptake and motivating their vaccine advocacy are crucial steps to secure workplace health and safety during the current pandemic. Yet, how to achieve those steps remains challenging. To address this challenge, this study examines whether and how companies' vaccine communication efforts with employees, particularly dialogic communication, can motivate employees' advocacy behaviors for COVID-19 vaccine uptake. Specifically, by drawing insights from public relations, management, psychology, and health communication research, we predict that organizations' dialogic communication will enhance employees' perceptions of organizational support for vaccination, which will further increase employees' positive emotions while decreasing their negative emotions toward the vaccines. These emotional states will ultimately contribute to employees' vaccine advocacy. An online survey among 505 full-time U.S. employees supported our predictions. Our study advances public relations, organizational communication, and workplace health scholarships and practice by revealing the under-explored role of workplace communication in promoting public health. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Individual self-concept and after-hours work behavior: Effect on employee engagement and the moderating roles of POS and PSS

Information and communication technology (ICT) has made it possible for employers and employees to stay connected for work related matters beyond the spatial and temporal boundaries. Yet there exists little understanding of the implications for some vital aspects of work and employee engagement. This study addresses this gap and investigates how an employee's individual self-concept is related to after-hour work behavior (AWB) and its impact on employee engagement. We used multiple hierarchical regression on a sample of 404 employees representing Indian service sector to establish the statistical validity. Results indicated that while individual ambition was insignificant, employees with greater ambition and work as central-life interest were more likely to engage in AWB. Also, AWB was found to be affecting employee engagement (EE). Further, perceived organizational support (POS) moderated the relationship between AWB and EE but perceived supervisors support (PSS) did not. The work has important managerial and practical implications specially after COVID- 19 when ICT has become an indispensable part of any work environment. © 2023 The Authors

Corrigendum: Factors Influencing Employees' Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory.

[This corrects the article DOI: 10.3389/fpsyg.2021.577028.].

Women in higher education: A brief report on stress during COVID-19

Higher education institutions have evolved into a more stressful environment. Women have been experiencing higher levels of stress than their male counterparts. With higher education adopting to the onset of the pandemic, this brief report studied women's perceived stress in relation to perceived organizational and supervisory support, and age during times of crisis. In an era of social distancing, quarantines, and lockdowns, the findings suggest that women's perceived stress is negatively related to age, perceived organizational support, and perceived supervisory support. Society as we once knew it pre-pandemic will never be the same. Higher education is inevitably going to have to manage the aftermath, a new normal that can only be as effective as the employees that help keep the organization running. [ FROM AUTHOR] Copyright of Management in Education (Sage Publications, Ltd.) is the property of Sage Publications, Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

Exploring the Effect of Emotional Labor on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from Korean Firefighters.

Synthesizing the conservation of resource theory, proximal withdrawal state theory, and job demands-resources theory, the present study examined the relationships between two dimensions of emotional labor (i.e., surface and deep acting) and turnover intention, as well as the moderating role of perceived organizational support in these relationships, such as the context of Korean firefighters. Using survey data drawn from fire organizations in Gyeonggi-do, the largest province of South Korea, we found that both surface and deep acting are positively related to firefighter turnover intentions. Further analysis indicates that the perceived organizational support of firefighters, vital for public health and safety, attenuates the positive relationship between surface acting and turnover intention but has no significant moderating effect on the relationship between deep acting and turnover intention. Our results suggest that perceived organizational support acts through essential psychological resources to recover the loss of emotional resources and contributes to the retention of firefighter personnel who primarily perform challenging and stressful work, including firefighting and offering emergency medical services. Thus, this study examines a crucial tool to ensure firefighters' public mental health.

The moderating effect of perceived organizational support: The impact of psychological capital and bidirectional work-family nexuses on psychological wellbeing in tourism.

The novel coronavirus (COVID-19) has inflicted unprecedented damage on the tourism industry. However, the psychological health fallout of COVID-19 on tour guides has not received empirical attention yet. Therefore, the present study aims to examine how psychological capital (PsyCap) improve tour guides' psychological wellbeing (PWB), the mediating effects of work-family conflict (WFC), family-work conflict (FWC), work-family facilitation (WFF) and family-work facilitation (FWF), and the moderating effect of perceived organizational support (POS). For this quantitative research, the data were collected from 276 tour guides in China. The results indicate that PsyCap significantly mitigates two directions of work-family conflict and intensifies two directions of work-family facilitation in order to promote tour guides' PWB. Furthermore, POS moderates the direct effects of two directions of conflict and facilitation on PWB and also moderates the indirect effects of PsyCap on the aforesaid outcome via two directions of conflict and facilitation. Theoretical and practical implications, limitations and future research directions are provided.

Impacts of psychological contract fulfillment on work attitudes and behaviors during the COVID-19 pandemic: mediating role of perceived organizational support.

The paradigm shifts in HRM during the outbreak of COVID-19 involve new challenges for organizations, whereas it remains unclear how psychological contract fulfillment works on employees' attitudes and behaviors in the new working settings from organizations. This paper explores the impacts of psychological contract fulfillment on employees' work attitudes and behaviors (work engagement, intrinsic motivation, and affective commitment) during the COVID-19 outbreak, and examines the mediating mechanism of perceived organizational support between psychological contract fulfillment and these work-related variables. For the research, a cross-sectional research design and quantitative analysis were adopted. Data were collected via survey questionnaires and from 405 respondents working remotely during the COVID-19 outbreak. The findings revealed that psychological contract fulfillment positively impacted employees' work engagement, intrinsic motivation, and affective commitment during the COVID-19 outbreak, and indicated that perceived organizational support significantly but partially mediates the positive associations between PCF and these work-related variables.

Work from home or office during the COVID-19 pandemic: The different chain mediation models of perceived organizational support to the job performance.

With the coronavirus pandemic in 2019 (COVID-19), work from home (WFH) has become a frequent way of responding to outbreaks. Across two studies, we examined how perceived organizational support influences job performance when employees work in office or work from home. In study 1, we conducted a questionnaire survey of 162 employees who work in office. In study 2, we conducted a questionnaire survey of 180 employees who work from home. We found that perceived organizational support directly affected job performance when employees work in office. When employees work from home, perceived organizational support could not affect job performance directly. However, it could influence job performance indirectly through the separate mediating effects of job satisfaction and work engagement. These findings extend our understanding of the association of perceived organizational support and job performance and enlighten enterprises on improving employees' job performance during the COVID-19 pandemic.

How Dialogic Vaccine Communication in the Workplace Facilitates Employee Advocacy for COVID-19 Vaccine Uptake

Encouraging employees' vaccine uptake and motivating their vaccine advocacy are crucial steps to secure workplace health and safety during the current pandemic. Yet, how to achieve those steps remains challenging. To address this challenge, this study examines whether and how companies' vaccine communication efforts with employees, particularly dialogic communication, can motivate employees' advocacy behaviors for COVID-19 vaccine uptake. Specifically, by drawing insights from public relations, management, psychology, and health communication research, we predict that organizations' dialogic communication will enhance employees' perceptions of organizational support for vaccination, which will further increase employees' positive emotions while decreasing their negative emotions toward the vaccines. These emotional states will ultimately contribute to employees' vaccine advocacy. An online survey among 505 full-time U.S. employees supported our predictions. Our study advances public relations, organizational communication, and workplace health scholarships and practice by revealing the under-explored role of workplace communication in promoting public health. © 2022 Taylor & Francis Group, LLC.

How work passion and job tenure mitigate the effect of perceived organizational support on organizational identification of flight attendants during the COVID-19 pandemic

Grounded in Herzberg's motivation-hygiene theory, this research examines whether the characteristics of flight attendants in terms of work passion and job tenure moderate the effect of perceived organizational support on organizational identification. Data was collected from 307 flight attendants among the five domestic airlines based in Thailand during the COVID-19 pandemic. This study used the partial least squares structural modeling to analyze the data. The results confirmed the positive association between perceived organizational support on organizational identification. However, the results from the moderating effect analysis indicate that perceived organizational support tends to have a weaker positive effect on organizational identification for the flight attendants who demonstrate high work passion and for the flight attendants with long tenure. As a theoretical contribution, the study extends the knowledge from prior research by proposing the boundary conditions in terms of individual characteristics to explain why different groups of employees may not be motivated by organizational support to the same degree. © 2022 The Authors

Determinants of missed nursing care in Jordanian hospitals during COVID-19 pandemic.

AIM: The aim of the study was to examine the effect of perceived organizational support, accountability and nurses' characteristics on missed nursing care under the impact of COVID-19. DESIGN: A cross-sectional design was used to describe and predict nurses' characteristics. METHODS: A sample of 536 Registered Nurses participated in the study from eight hospitals in different health sectors in Jordan (three public hospitals, three private hospitals and two teaching hospitals). RESULTS: Communication problems had the highest impact on missed nursing care, compared with labour resources and material resources reasons. Higher patient: nurse ratio aggravated by COVID-19 pandemic, years of experience, satisfaction with the income, perception of accountability and organizational support were among the factors associated with the levels of missed nursing care.

Impact of technology-based knowledge sharing on employee outcomes: moderation effects of training, support and leadership

PurposeThe purpose of this paper is to focus on how adopting technologies impacts employees' job performance and well-being. One such new job demand is the use of technology-based knowledge sharing (TBKS), which has the potential to influence employees' job performance and well-being. Therefore, human resource managers must provide resources that facilitate the adoption of TBKS to improve job performance while minimising mental health effects. Design/methodology/approachGuided by social capital theory, social exchange theory and the job demands-resources model, the authors analyse survey data from 281 Vietnamese employees. FindingsThe results of this paper show that TBKS influences employee mental health and directly and indirectly affects job performance. The authors examine the moderating effects of training, transformational leadership and organisational resources on the relationship between the new job demands of TBKS on job performance and mental health outcomes. Practical implicationsTBKS platform developers should offer user-friendly interface functions and extend critical features. HRM should communicate more with employees, care about their well-being and consider their goals and values. HRM needs to provide training to help employees adapt to organisational changes. Leadership also needs to make employees perceive that organisational success is closely related to the success of TBKS. Originality/valueThis paper draws upon the three fundamental tenets of three theories as a triangular base to examine the relationship between TBKS and its outcomes. This paper contributes to the knowledge management literature by delivering a comprehensive understanding and demonstrating how the inclusion of technology in knowledge sharing and human resource practices can impact employee performance and well-being.