Mediating role of organization climate between volunteer service motivation and work engagement in volunteers / 西安交通大学学报(医学版)

【Objective】 To explore the mediating effect of different organizational climate on volunteer service motivation and work engagement among volunteers during the COVID-19 epidemic. 【Methods】 The Volunteer Service Motivation Scale, Organizational Climate Scale, and Work Input Scale were used to investigate relevant contents among volunteers from Shaanxi, Hubei and Henan provinces who participated in prevention and control of the COVID-19 epidemic by convenient sampling method. Pearson correlation analysis was applied to explore the correlation among volunteer service motivation, organizational climate and work engagement. The Bootstrap method was used to analyze the mediating role of organizational climate between volunteer service motivation and work engagement. 【Results】 The scores of volunteer service motivation, organizational climate, and work engagement of the 834 volunteers were 72.45±13.66, 24.03±4.65, and 51.59±10.04, respectively. Volunteer service motivation was positively correlated with work engagement (r=0.556, P<0.001) and organizational climate (r=0.604, P<0.001). Organizational climate was positively correlated with work engagement (r=0.632, P<0.001). Organizational climate played a mediating role between volunteer service motivation and work engagement (effect value=0.278, accounting for 47.0% of the total effect). 【Conclusion】 Volunteer service motivation indirectly affects work engagement through organizational climate, indicating that volunteer team managers can improve their work engagement level by improving the organizational climate.

Exploring the effect of perceived overqualification on knowledge hiding: The role of psychological capital and person-organization fit.

Individuals' knowledge hiding behavior may lead to massive economic losses to organizations, and exploring the antecedents of it has crucial relevance for mitigating its negative influences. This research aims to investigate the impact of perceived overqualification on knowledge hiding by testing the mediating effect of psychological capital and the moderating effect of person-organization fit. Empirical analyses were conducted on 249 employee dataset using versions SPSS 26 and AMOS 26. Results illustrate an inverse correlation between perceived overqualification and knowledge hiding behavior which is partly mediated by psychological capital and moderated by person-organization fit, implying that good organizational atmosphere that builds up individual psychological capital with better person-organization fit will allow employees to work positively to reduce knowledge hiding behavior when perceived overqualified. This study complements a small quantity of discussions on the positive impact of perceived overqualification on knowledge management and fills omissions in previous studies on the negative effect of perceived overqualification on knowledge hiding behavior in changing surroundings.

Clima organizacional en el Policlínico Dr. Mario Muñoz Monroy / Organization Climate in Dr. Mario Muñoz Monroy Polyclinic

ntroducción: La calidad en la administración y en los servicios se determina por el uso eficiente de los recursos y por su organización. Objetivo: Proponer acciones que permitan mejorar el clima organizacional del Policlínico Universitario Dr. Mario Muñoz Monroy del municipio Abreus. Métodos: Se realizó una investigación descriptiva en el período de julio a septiembre de 2015. El universo estuvo constituido por los 141 trabajadores pertenecientes al policlínico. Se realizó un muestreo estratificado de forma bietápica probabilística. La muestra quedó conformada por prestadores (37) y personal de apoyo (13). Se trabajaron tres dimensiones con sus categorías: comportamiento organizacional (motivación, comunicación y relaciones interpersonales y de trabajo); estructura organizacional (funcionamiento, condiciones de trabajo y estímulo al desarrollo organizacional) y la dimensión estilo de dirección con sus categorías (liderazgo, participación, solución de conflictos y trabajo en equipo). Resultados: Se propusieron un total de 58 acciones en las siguientes direcciones: participación de los trabajadores en la gestión de la calidad de los servicios que se ofrecen y en la toma de decisiones para lograr servicios de excelencia, reconocimiento por la labor desarrollada, el mejoramiento de las condiciones de trabajo, garantía de la superación, información y promoción y el desarrollo de actividades políticas, culturales y recreativas. Conclusiones: El sistema de acciones propuesto constituye un referente teórico de valor para la planificación, organización, dirección y control de estrategias institucionales(AU)

Introduction: Management and service quality is determined by an efficient use of resources and by their organization. Objective: To propose actions that allow to improve the organizational climate of Dr. Mario Muñoz Monroy University Polyclinic (Abreus Municipality, Cienfuegos Province, Cuba). Methods: A descriptive research was carried out in the period from July to September 2015. The study universe was made up of the 141 workers belonging to the polyclinic. A stratified two-stage probabilistic sampling approach was used. The sample consisted of providers (37) and support staff (13). Three dimensions and their categories were used: organizational characteristics (motivation, communication, as well as interpersonal and work relationships), organizational structure (functioning, working conditions and stimulus to organizational development), and the management style dimension (leadership, involvement, conflict resolution and teamwork). Results: A total of 58 actions were proposed upon the base of the following guidelines: participation of workers in quality management for the provided services and in decision-making to achieve services of excellence, acknowledgement for their performed work, improvement of working conditions, guaranteed professional upgrading, information and promotion, and the development of political, cultural and recreational activities. Conclusions: The proposed system of actions is a valuable theoretical referent for the planning, organization, direction and control of institutional strategies(AU)

The effect of authentic leadership and organizational climate on the volunteering behavior of college students: A moderated mediation model.

This study explored the role of volunteers' psychological capital and family concern in the effect of the authentic leadership and organization's climate on volunteering behavior in volunteer organizations. A questionnaire survey was used to investigate 945 college student volunteers from volunteer organizations in Chinese colleges at three time points. The results found that authentic leadership and the climate in the volunteer organization were significantly and positively related to volunteers' psychological capital and volunteering behavior, and family concern was significantly and positively related to authentic leadership in volunteer organizations and volunteers' psychological capital. Authentic leadership and climate in volunteer organizations positively affected volunteering behavior, not only directly but also indirectly, through the mediating role of volunteers' psychological capital. Moreover, family concern played a moderating role in the indirect effect of authentic leadership and the climate in volunteer organizations on volunteering behavior through volunteers' psychological capital. Specifically, when the college students' family concern increased, the positive indirect effect of the authentic leadership and climate in volunteer organizations on volunteering behavior through volunteers' psychological capital increased.

The relationships among organization climate, psychological empowerment and job embeddedness / 中国实用护理杂志

Objective To explore the relationships among organization climate,psychological empowerment and job embeddedness by using path analysis.Methods A total of 514 clinical nurses from 26 departments in 3 hospitals were recruited by convenience cluster sampling method and investigated with demography questionnaire,Nurses Organizational Climate Scale,Psychological Empowerment Scale and Job Embeddedness Scale.Results The mean scores of organization climate,psychological empowerment and job embeddedness was (3.01±0.46),(3.27±0.44),(3.08±0.39).The predictors of job embeddedness of nurses were resources support,work experience,human resources management,marital status,job title,management support,quality management,and self-egicacy,explained 48.9％ of its variance; organization climate,psychological empowerment had direct positive influence on nurses' job embeddedness,explained 33.3％ of its variance.Conclusions Improvement and maintenance of sound organizational climate,increase the sense of psychological empowerment of nurses,are effective ways and means to increase the degree of job embedding of nurses.