An Empirical Study on the Relationship Between Organisational Support and Unethical Pro-Organisational Behaviour of Medical Staff: The Mediation of Organisational Identification.

Background: Due to the particularity of the services provided by the medical industry, medical staff need to not only be proficient in their professional skills, but also pay attention to the cultivation of ethical qualities. However, at present, the performance-oriented management system of medical institutions, imbalanced allocation of medical resources, and other problems are likely to cause unethical pro-organisational behaviour (UPB) among medical staff. Objective: To explore the causes of pro-organizational unethical behaviors among health care workers from the perspective of employee-organizational relationships and to investigate the mechanism of organizational support perception on pro-organizational unethical behaviors. Methods: A multi-stage sampling method was used to assess 322 health care workers from several tertiary and above public hospitals in China, using the Sense of Organizational Support Scale, the Organizational Identity Scale and the Pro-Organizational Unethical Behavior Scale. Results: All dimensions of perceived organisational support (job support, concerns about employee interests, and value identification) significantly positively predicted organisational identification and UPB (p < 0.05). Organisational identification significantly positively predicted UPB (p < 0.05), and partially mediated the relationship between all three dimensions of perceived organisational support and UPB. Conclusion: Medical institutions in China could positively guide medical staff through professional training to effectively avoid their UPB. Digital technologies, such as internet platforms, can also be used to increase job support for medical staff from outside the organisation. The recognition of the contributions of medical staff could be strengthened to enhance their sense of social identity and social responsibility, which may help effectively reduce their UPB.

Beyond Work: The Role of "Family-Friendly" Practices in the Subjective Well-Being of Teleworkers and On-Site Workers in the COVID-19 Pandemic.

During the COVID-19 pandemic, telework emerged as a pivotal strategy to mitigate the spread of the virus. However, telework's feasibility was contingent on job roles. This gave rise to two distinct groups: teleworkers and on-site workers. However, the impacts of social support and well-being extended to both groups. This study investigated the link between organisational and supervisory family support and subjective well-being, examining work engagement as a mediator. Conducted in Portugal, this cross-sectional study surveyed 515 individuals via web-based questionnaires. Data were analysed using descriptive statistics, correlation analysis, confirmatory factor analysis, and multiple-group analysis. The findings revealed a positive correlation between perceived organisational family support (POFS) and work engagement for both groups. Additionally, perceived supervisory family support (PSFS) positively correlated with work engagement for telecommuters but not on-site workers. Furthermore, work engagement was positively associated with subjective well-being for both groups. Moreover, work engagement mediated the relationship between POFS and subjective well-being. This study enriches the literature by analysing POFS, PSFS, work engagement, and subjective well-being dynamics among teleworkers and on-site employees.

Exploring the Experiences of Compassion Fatigue Amongst Peer Support Workers in Homelessness Services.

Peer support workers have lived experiences of the challenges their clients face. While research has shown peer work can benefit recovery, the negative consequences have not been clearly addressed. This study aimed to explore the experiences of compassion fatigue amongst peer support workers in homelessness services, and the coping strategies used. An explorative qualitative design was adopted. Six peer support workers, in homelessness services, were recruited via snowball sampling. Data was collected using semi-structured interviews and analysed using thematic analysis. Five themes were identified: relentless nature of working in homelessness services, change, making meaning of past experiences, organisational support, and personal coping strategies. There were two novel findings: (1) multiple clients recounting traumatic experiences, and (2) being unfairly blamed for lack of progress, exacerbating compassion fatigue. The findings of this study furthers limited research on compassion fatigue and can be used to develop protocols and practices for organisations that utilise peer support.

Psychological pathway to emotional exhaustion among nurses and midwives who provide perinatal bereavement care in China: a path analysis.

BACKGROUND: A lack of confidence in perinatal bereavement care (PBC) and the psychological trauma experienced by nurses and midwives during bereavement care leads to their strong need for sufficient organisational support. The current study intended to test a hypothesised model of the specific impact paths among organisational support, confidence in PBC, secondary traumatic stress, and emotional exhaustion among nurses and midwives. METHODS: A descriptive, cross-sectional survey was conducted in sixteen maternity hospitals in Zhejiang Province, China, from August to October 2021. The sample (n = 779) consisted of obstetric nurses and midwives. A path analysis was used to test the relationships among study variables and assess model fit. RESULTS: Organisational support directly and positively predicted confidence in PBC and demonstrated a direct, negative, and significant association with secondary traumatic stress and emotional exhaustion. Confidence in PBC had a positive direct effect on secondary traumatic stress and a positive indirect effect on emotional exhaustion via secondary traumatic stress. Secondary traumatic stress exhibited a significant, direct effect on emotional exhaustion. CONCLUSIONS: This study shows that nurses' and midwives' confidence in PBC and mental health were leadingly influenced by organisational support in perinatal bereavement practice. It is worth noting that higher confidence in PBC may lead to more serious psychological trauma symptoms in nurses and midwives. Secondary traumatic stress plays an essential role in contributing to emotional exhaustion. The findings suggest that support from organisations and self-care interventions were required to improve confidence in PBC and reduce negative psychological outcomes among those providing PBC. The development of objective measures for assessing competence in PBC and organizational support are essential.

The relationships between nurses' resilience, burnout, perceived organisational support and social support during the second wave of the COVID-19 pandemic: A quantitative cross-sectional survey.

AIMS: To examine the level of resilience and burnout among British nurses during the second wave of the COVID-19 pandemic and the influence of personal, social and organisational factors on nurses' resilience and burnout. BACKGROUND: Nurses experienced excessive workload and emotional demands over a prolonged period during the COVID-19 pandemic which may have led to exhaustion. Little research has examined the correlation between the pandemic variables, nurses' resilience and burnout during the second wave of the COVID-19 pandemic. DESIGN: This study utilised a descriptive, cross-sectional research design. METHODS: A cross-sectional and self-report survey involved 111 staff nurses, who completed a self-administrated questionnaire between January and April 2021. A STORBE checklist was used to report the study results. FINDINGS: The study found that nurses experienced a high level of burnout and low to moderate levels of resilience. The study revealed significant negative relationships between the level of burnout and perceived organisational support and nurses' resilience. The impact of the COVID-19 pandemic on nurses' social roles and their worries about patient safety were positively correlated with burnout. The perceived organisational support, the impact of the COVID-19 pandemic on nurses' social roles and the level of resilience were significant factors for burnout. CONCLUSIONS: Nurses experienced a high level of burnout during the second wave of the COVID-19 pandemic, which may be influenced by how they felt their organisations supported them. Nurses' feelings that the pandemic affected their social roles were associated with increasing their burnout. RELEVANCE TO CLINICAL PRACTICE: Strategies should be developed to address staff burnout and resilience. Nurse managers and educators should play leadership roles in creating professional training to include competencies and psychological preparedness for disasters and to implement strategies to increase the organisational commitments to staff safety and well-being.

Mapping the family incivility, dissatisfaction and organizational support after the COVID-19 outbreak.

BACKGROUND: Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. OBJECTIVE: This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. METHODS: The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. RESULTS: Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. CONCLUSION: This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.

The relationship between nurses' perceived organisational, supervisor and coworker support, psychological well-being and job performance.

OBJECTIVE: To examine the relationship involving nurses' perception of organisational, supervisor and co-worker support, psychological well-being and job performance. METHODS: The cross-sectional, correlational study was conducted from June 2016 to January 2017 after approval from the ethics review committee of Istanbul Medipol University, Istanbul, Turkiye, and comprised nurses working in public or private sector and being in their current employment for at least one year. Data was obtained using Organisational Support, Co-Worker Support, Supervisor Support, Psychological Well-Being and Job Performance scales. Data was analyzed using SPSS 26. RESULTS: Of the 1056 nurses, 896(84.8%) were women and 160(15.2%) were men. The overall mean age was 30.69±7.53 years (range: 17-59 years) and mean professional experience was 9.31±7.66 years (range: 1-36 years). CONCLUSIONS: Organisational, supervisor and co-worker support increased psychological wellbeing. Supervisor and co-worker support had a positive effect on job performance, but organisational support did not. Psychological wellbeing also increased job performance. Psychological well-being had a mediating role in the effect of organisational, supervisor and co-worker support on job performance. There was a positive relationship between perceived support, psychological wellbeing and job performance of nurses.

Application of an Adapted Behaviour Change Wheel to Assistance Dog Puppy Raising: A Proposed Raiser-Centred Support Program.

Puppy raising (PR) programs recruit volunteer community members (raisers) to raise assistance dog (AD) candidates from puppyhood until the dogs are ready for advanced training. Once qualified, ADs assist human handlers with a disability to live more independently. Unfortunately, about 50% of all puppies do not meet the behavioural standards required for further training after completing a PR program. This increases costs and lengthens the time taken for a handler to obtain an AD. Research has identified several factors that influence raisers' experiences. It has also shown that raisers' socialisation and training practices affect perceived puppy behaviour. Drawing on the argument that puppy raiser practices are central to improving overall puppy raising program outcomes, this paper interprets recent findings within the framework provided by the behaviour change wheel-an established behaviour change framework-to suggest a coordinated approach to supporting puppy raisers. The recommendations will allow future research to employ more objective measures and more rigorous experimental designs as the field attempts to corroborate existing findings and develop evidence-based models of practice.

Support for safety in the fire service: a test of reciprocal causality for safety motivation.

Much research has identified safety motivation as an essential individual-level antecedent of safety performance. Recently, scholars have shown interest in workplace support as an essential factor of safety motivation. While support from different sources is theoretically distinct, each is argued to be not just an antecedent, but also an outcome of the other. A similar reciprocal relationship is also expected between support and safety motivation. Our research utilised the Self-Determination Theory (Deci & Ryan, 1985) and Social Cognitive Theory (Bandura, 1988) to examine the role of each source of support on safety motivation; and investigate their reciprocal relationships. We used structural equation modelling to analyse three-wave longitudinal data (three months apart) from 314 firefighters throughout Malaysia. The result confirmed direct relationships and interestingly, denied that reciprocal relationships exist between organisational support, social support, and safety motivation over time. Our study recommends that the fire department should encourage support from all sources, primarily from senior management since it is the catalyst that activates support from other sources.

Hospitality's ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support.

In recent years, hotels have occasionally engaged in unethical behaviour. This has become an urgent problem that requires a solution. Based on social exchange theory, this study constructs a theoretical model of the relationship between hospitality's ethical values and unethical behaviour. According to 543 questionnaires, the findings indicate that hospitality's ethical values negatively affect the unethical behaviour of employees. Work values played a part in the intermediary role between the two, and perceived organisational support significantly positively moderated the relationship between hospitality's ethical values and unethical behaviour. By exploring the logical relationship between hotels' and employees' morality, this study expands the research content and theoretical framework of unethical employee behaviour and helps to bridge the work values of hotels and individuals. Furthermore, it helps to build a good hotel ethical value system, which can effectively reduce and suppress the emergence of unethical employee behaviour.

The influence of technostress, work-family conflict, and perceived organisational support on workplace flourishing amidst COVID-19.

The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, work-family conflict, and perceived organisational support on workplace flourishing for higher education employees. The study followed a cross-sectional quantitative research framework. Data were collected from a sample of 227 academic and support staff employees from a selected residential University in South Africa. The results indicated that technostress through perceived organisational support and through work-family conflict influences workplace flourishing. No direct significant effect was reported between technostress and workplace flourishing. Technostress, work-family conflict, and perceived organisational support combined explained 47% variance in workplace flourishing. Perceived organisational support displayed the strongest direct effect on workplace flourishing, and technostress is a strong determinant of work-family conflict, which then mediates the relationship between technostress and workplace flourishing. The study concluded that providing organisational support and creating policies favourable to work-life balance assist employees in managing techno-overload, techno-invasion, and techno-complexity (technostress) better and enhance workplace flourishing. Although employees struggle in the remote working context with demands imposed by techno-overload, techno-invasion, and techno-complexity, the results indicate that perceived organisational support and balanced work life act as job resources that enhance emotional, psychological, and subjective wellbeing (workplace flourishing).

The relationship between organisational support for career development, organisational commitment, and turnover intentions among healthcare workers in township hospitals of Henan, China.

BACKGROUND: Township hospitals in China face the challenge of shortage and turnover of healthcare workers. This study aims to evaluate the relationship between organisational support for career development (OSCD), organisational commitment, and turnover intentions among healthcare workers in township hospitals. METHODS: The data in this study were obtained from the Health Service Capacity Survey of Primary Health Institutions (2020), one of the special surveys of rural health poverty alleviation in Henan, China. The sample comprised 298 healthcare workers. Three standardised instruments were used: the turnover intention scale, OSCD scale, and organisational commitment scale. Descriptive statistics, One-way Analysis of Variance, Pearson correlation analysis, and the simple mediation model were used for data analysis. RESULTS: The results showed that the mean score of the healthcare workers' turnover intentions was 2.21 ± 0.77, which was low. The healthcare workers' turnover intentions had significant differences in gender, age, marital status, education, professional title, and organisational tenure. OSCD had no significant direct relationship with turnover intentions, while having a significant positive direct relationship with organisational commitment. Organisational commitment had a significant negative direct relationship with turnover intentions, and played a fully mediating role in the relationship between OSCD and turnover intentions. CONCLUSIONS: OSCD had an indirect negative effect on healthcare workers' turnover intentions in township hospitals through the full mediation of organisational commitment. The findings of this study suggest the importance of policymakers and organisation managers to improve OSCD practice and pay attention to 'humanistic management'. In addition, the formulation and implementation of talent retention policies should consider socio-demographic differences.

The effect of psychological meaningfulness and perceived organisational support on the relationship between nursing workload and job satisfaction: A prospective, cross-sectional investigation.

BACKGROUND: Evidence emphasises a strong relationship between nursing workload and job satisfaction. This study sets out to test empirically the roles of psychological meaningfulness and perceived organisational support on the nursing workload-satisfaction relationship. OBJECTIVE: To investigate empirically the role and impact of psychological meaningfulness and perceived organisational support on the relationship between nursing workload and job satisfaction. DESIGN: Prospective cross-sectional study. SETTING: A large acute care and teaching hospital in China. PARTICIPANTS: 500 nurses were asked to participate in this study and respond to a survey questionnaire. 426 nurses participated in this study, of which 395 responses (valid response 79%, 52% general nurses, 40% nurses in charge, and 9% senior nurses) were considered valid. METHODS: A multi-item questionnaire was used to assess the constructs of interest, which included demographic items; items related to nursing satisfaction, meaningfulness, and perceived organisational support; and lastly items assessing workload. Included items were a combination of previously validated scales and items co-developed between the research team and nurses of the study hospitals. Since the study relies on self-reported scales, the common latent factor technique was initially used to ensure that the common bias was not a major concern. Model fitness was tested using one-factor congeneric measurement. The research hypotheses were tested using the SPSS add-on PROCESS v3.3 model in a bootstrap approach. RESULTS: In the first part of the analysis, 43 of 51 factors survived the initial tests using common latent factor technique and model fitness measurements. We found that the direct effect of psychological meaningfulness on the workload-satisfaction relationship was significant. This suggests that psychological meaningfulness mediates the relationship. It further illustrates that perceived organisational support acts as a moderator for the relationship and accordingly it specifies conditions under which the workload can be related to job satisfaction. However, in the presence of psychological meaningfulness, the perceived organisational support moderated the workload-psychological meaningfulness relationship and its direct effect on workload-job satisfaction relationship became non-significant. CONCLUSION: Our study provides an understanding of how psychological meaningfulness and perceived organisational support may play out in the context of nursing work. To the best of our knowledge, this the first study to directly measure and explore these relationships in a quantitative manner. Our results indicate the critical role of perceived organisational support, where present, in allowing nurses to see the connection between their workload and their ultimate aspirations so that their work becomes more psychologically meaningful. TWEETABLE ABSTRACT: This study provides an understanding of how psychological meaningfulness and perceived organisational support affect nursing work.

Engagement of Academic Staff Amidst COVID-19: The Role of Perceived Organisational Support, Burnout Risk, and Lack of Reciprocity as Psychological Conditions.

The COVID-19 crisis has resulted in radical changes within the higher education system, requiring academia to rapidly transition from the traditional learning model to a distance or blended model of learning to ensure continuity of educational processes. These changes have placed additional demands on academic staff who already have a heavy workload. According to the job demands-resources model, these additional demands may have an impact on the burnout risk, engagement, and well-being of academic staff. In alignment with the premises of positive psychology the primary objective of this study was to explore the interplay of three psychological conditions (meaningfulness, safety, and availability) needed to stimulate engagement. To investigate this interplay, the researchers connected Kahn's theory on engagement with current concepts that focus on the person-role relationship, such as those dealt with in the job demands-resources model, organisational support theory, and perceptions of reciprocity. Mediating effects between burnout risk, engagement, and psychological well-being, as well as the moderating effect of lack of reciprocity, were tested using structural equation modelling. The study used a purposive, non-probability sampling method and a cross-sectional survey research design. Participants were 160 academic staff members employed at a university in South Africa. The findings of this study revealed that the three psychological conditions (meaningfulness, safety, and availability), which were operationalised as lack of reciprocity, perceived organisational support, and burnout risk, were significantly related to emotional engagement. Perceived organisational support (job resources), which met the criteria for psychological safety and some components of meaningfulness, displayed the strongest association with engagement. Policymakers within higher education institutions should be sensitive to the issues this study focused on, especially as regards the need to provide organisational support in times of crisis, such as the COVID-19 pandemic.

Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID-19 pandemic.

AIMS: We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. BACKGROUND: Many nurses have suffered from role overload at work during the COVID-19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. METHODS: A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. RESULTS: Work engagement partly mediated the relationships of role overload with task performance (ß = -.253, p < .001, 95% CI: [-.315, -.204]) and interpersonal facilitation (ß = -.202, p < .001, 95% CI: [-.261, -.145]); work engagement also fully mediated the relationship between role overload and job dedication (ß = -.239, p < .001, 95% CI: [-.302, -.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (ß = -.171, p < .001, ß = -.154, p < .001 and ß = -.175, p < .001, respectively). CONCLUSIONS: Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. IMPLICATIONS FOR NURSING MANAGEMENT: Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.

Programas de suporte às segundas vítimas e seus impactos: revisão integrativa / Programas de apoyo a segundas víctimas y sus impactos: revisión integradora / Second victim support programs and their impacts: integrative review

OBJETIVO: identificar e avaliar evidências científicas disponíveis na literatura sobre os programas de acolhimento e seus impactos em profissionais de saúde na condição de segunda vítima. MÉTODO: trata-se de uma revisão integrativa baseada na estratégia PICO, realizada com 8 artigos gerados através das bases de dados PubMed, Embase, Cochrane Library, LILACS, CINAHL e PsycINFO entre janeiro e junho de 2021. RESULTADOS: observando-se a existência de um suporte formal de acolhimento, as publicações abordam gestores de risco e segurança, profissionais acolhidos por programas de suporte, profissionais de assistência direta ao paciente e que poderiam ou não estar na condição de segunda vítima e seus impactos. CONCLUSÃO: apesar da presença de estudos que evidenciam a efetividade de alguns programas de suporte às segundas vítimas, ainda há uma lacuna acerca do tipo adequado de atendimento oferecido e os impactos dessas intervenções.(AU)

OBJECTIVE: Identify and evaluate scientific evidence available in the literature about programs and their impacts on health professionals in the condition of the second victim. METHOD: is an integrative review based on the PICO strategy, carried out with 8 articles generated through the PubMed, Embase, Cochrane Library, LILACS, CINAHL and PsycINFO databases between January and June 2021. RESULTS: observing the existence of formal reception support, the publications address risk and safety managers, professionals assisted by support programs, direct patient care professionals and who may or may not be in the condition of a second victim and their impacts. CONCLUSION: despite the presence of studies that show the effectiveness of some support programs for second victims, there is still a gap regarding the appropriate type of care offered and the impacts of these interventions.(AU)

OBJETIVO: Identificar y evaluar la evidencia científica disponible en la literatura sobre los programas y sus impactos en los profesionales de la salud en la condición de segunda víctima. MÉTODO: es una revisión integradora basada en la estrategia PICO, realizada con 8 artículos generados a través de las bases de datos PubMed, Embase, Cochrane Library, LILACS, CINAHL y PsycINFO entre enero y junio de 2021. RESULTADOS: al observar la existencia de apoyo formal de recepción, el las publicaciones se dirigen a gestores de riesgos y seguridad, profesionales asistidos por programas de apoyo, profesionales de atención directa al paciente y que pueden o no estar en condición de segunda víctima y sus impactos. CONCLUSIÓN: a pesar de la presencia de estudios que muestran la efectividad de algunos programas de apoyo a las segundas víctimas, aún existe una brecha en cuanto al tipo de atención adecuada ofrecida y los impactos de estas intervenciones.(AU)

The role of organizational support and self-efficacy on work engagement among registered nurses in Jordan: A descriptive study.

AIM: The aim of the current study was to examine the relationship between work engagement and perceived organisational support and self-efficacy among registered nurses in Jordanian hospitals. BACKGROUND: Nurses constitute the backbone of the health care system. Work engagement among nurses is critical due to its various positive outcomes: it enhances job satisfaction, job performance, organisation commitment and emotional health. According to the job demand-resource model, perceived organisational support and self-efficacy increase work engagement. METHOD: A cross-sectional, descriptive and correlational design and multistage cluster sampling were implemented. A total of 186 registered nurses were recruited. Self-administered questionnaires were used to collect data from the participants. RESULTS: Nurses showed an average level of work engagement. The dedication subscale showed the highest score among the three subscales representing work engagement. The results showed that perceived organisational support and self-efficacy were positively correlated with work engagement (p < .01). CONCLUSION: Perceived organisational support and self-efficacy correlated positively with work engagement. IMPLICATIONS FOR NURSING MANAGEMENT: An effort should be made to provide a supportive work environment by offering training programmes, sufficient job resources and positive feedback, which, in turn, improve nurses' work attitudes, self-efficacy, perception of the work environment and intention to stay in a health organisation. This study is a descriptive study and has an IRB number 766-2019.

Support model for nurses caring for people living with HIV and AIDS in the Limpopo province, South Africa.

BACKGROUND: Human immunodeficiency virus (HIV) and acquired immune deficiency syndrome (AIDS) caregiving has created a foundation for stress and burnout amongst nurses as they are burdened by the increased workload of HIV and AIDS care. OBJECTIVES: This study aimed to develop a support model for nurses caring for people living with HIV and AIDS (PLWH). METHOD: The study employed concept analysis and the identified concept of interest within the caring context of HIV and AIDS was conceptualised using six elements of practice-oriented theory, namely, the context, agent, recipient, dynamic, procedure and purpose. RESULTS: The framework consisted of six components: health service and legislative (context); nursing service managers (agents); nurses (recipients); decreasing power imbalance, participative and transformational leadership and trust (dynamics); initiation of support process through teamwork and mutual goal-setting, implementation and sustenance through reflections, monitoring and evaluation (process) and empowered nurses (outcome). CONCLUSION: Poor organisational support deteriorates the quality of nurses' lives on a personal level and imposes a direct economic cost on the employer by decreasing overall nursing workforce productivity. The conceptual framework could be a guide to support nurses in healthcare services regarding the management of HIV and AIDS in the workplace.

Israeli Health Care Social Workers' Personal and Professional Concerns during the COVID-19 Pandemic Crisis: The Work-Family Role Conflict.

This exploratory study focuses on the personal and professional concerns of Israeli social workers in hospitals and community health settings during the coronavirus (COVID-19) pandemic. Other studies omitted health care social workers' needs and concerns. Participants included 126 social workers (120 females, 5 males and 1 other gender identity) in hospitals and community health settings who completed an online survey during the height of the first wave of COVID-19 in Israel. Measures included questions on exposure to COVID-19, sense of safety at work, perceived support, and personal and professional concerns. Two open-ended questions about the social workers' concerns and the perceived concerns of their patients were included. The results showed that 17 per cent reported one of their inter-disciplinary team testing positive for COVID-19. Only one-third of the social workers felt safe from COVID-19 infection in their workplace. Mothers of dependent children were more concerned about income loss and about balancing work and family requirements than mothers of older children. 'Home-work conflict' was also a main theme in the qualitative data. In conclusion, the work-home role conflict took an especially heavy toll during the COVID-19 pandemic on social workers who were mothers to dependent children.

Workplace violence and turnover intentions among nurses: The moderating roles of invulnerability and organisational Support - A cross-sectional study.

AIMS AND OBJECTIVES: To investigate whether internal and external violence are associated with turnover intentions among nurses during demanding periods of work. BACKGROUND: Workplace violence can negatively impact upon mental and physical health and turnover intentions. Research focusing on how dimensions of workplace violence, internal versus external, influence turnover intentions and the factors that mitigate these effect is lacking. METHODS: An online cross-sectional survey of multi-item measures was used to collect data from 462 Iranian nurses. We employed path modelling and analysed the data using SPSS and PROCESS macro. A STROBE checklist was used to report findings. RESULTS: Both dimensions, internal and external, of violence were positively associated with turnover intentions. Moreover, perceived invulnerability and organisational support moderates this association. When individuals perceived invulnerability and perceived organisational support are high, internal violence is no longer indirectly related to turnover intentions via job satisfaction. In a similar vein, when perceived invulnerability and perceived organisational support are low, external violence is not related to intentions to quit. When perceived invulnerability and perceived organisational support are high, however, external violence is indirectly and negatively related to intentions to quit. CONCLUSIONS: Nurses who regard themselves as invulnerable might be motivated to quit when they experience workplace violence. However, they are motivated to stay on the job when they both perceive themselves as invulnerable and the organisation as supporting. RELEVANCE TO CLINICAL PRACTICE: Organisations should reconsider their policies and approach towards workplace violence especially during periods of intensive work.