Perceived organizational support, employee health and emotions

Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support

This study analyzed learning agility, employee engagement, perceived organizational support (POS), and innovative behavior related to the development of innovative environment and the mental and psychological health of employees. A substantial body of research has examined the antecedents of innovative behavior of employees in their work environment, but our current understanding of how learning and motivational aspects of employees synthetically influence the innovative behavior remains incomplete. To address this gap, we developed and tested a moderated mediation model of the relationship between learning agility and employee engagement, POS, and innovative behavior. Following the job-demand resource model, componential theory, and social exchange theory, our postulated model predicted that the mediating effect of employee engagement on the relationship between learning agility and innovative behavior would be moderated by POS. The result of the analysis of the data on 331 corporate employees in South Korea supported this model. Specifically, learning agility was related to innovative behavior, while employee engagement mediated the relationship between learning agility and innovative behavior; POS strengthened the positive effect of learning agility on innovative behavior via employee engagement. We also discuss the implications of the results, future direction, and limitations of this study based on these findings.

How Do Happiness at Work and Perceived Organizational Support Affect Teachers' Mental Health Through Job Satisfaction During the COVID-19 Pandemic?

Purpose

The role of happiness at work (HW) on mental health (MH) in the education sector in Indonesia has not been widely examined. Additionally, the inconsistent results of previous studies on the relationship between job satisfaction (JS) and MH have led to the uncertainty of JS being a mediator. This study aims to fill the gap in knowledge by examining the effect of HW and perceived organizational support (POS) on teachers' MH, with JS as a mediator.

Methods

This research employed a quantitative approach with a cross-sectional study design, using partial least squares structural equation modeling with SmartPLS software. The research participants included 490 teachers in the Special Capital Region of Jakarta province.

Results

The results indicate that HW is the highest predictor of teachers' MH, and POS is the highest predictor of JS. Another notable finding is that JS was found to have a positive but not significant effect on teachers' MH. However, it did impact the failure of the mediation relationship of this research model, which did not align with previous studies' findings.

Conclusion

Schools must pay attention to HW to improve teachers' MH. Additionally, they should provide support to teachers to increase their JS, especially during the COVID-19 pandemic.

Prism of Employee Performance Through the Means of Internal Support: A Study of Perceived Organizational Support

The purpose of this paper is to develop a theoretical framework for testing the perceived organizational support (POS)-employee performance relationship with a mediating effect of intrinsic motivation. To combine the concepts from perceived organizational support (POS) and employee performance, secondary data have been collected from different research papers to provide a literature-based analysis. The present study found positive relationships between POS, intrinsic motivation, and employees’ performance. The study further realized the intrinsic motivation as a potential mediator between POS and performance relationship. From this framework, numerous areas of research can be pursued to be used to research and practice human resource management. The theoretical framework which is developed in this paper is based upon literature that can be proved empirically. To improve theory, research, and practice in the field of human resource management, this paper conceptualizes the concept of POS through the means of internal support.

Job satisfaction and support in the medical profession: The foundations of efficient organizational healthcare performance

Purpose

The purpose of the paper is to examine the levels of job satisfaction among doctors who work in Greek public hospitals, to determine the factors that may influence their satisfaction, to examine the contribution that staff support makes to job satisfaction and to investigate the potential impact that an economic recession might have on job satisfaction.

Design/methodology/approach

The sampling process used was stratified sampling and it was applied to all health regions in Greece. An official request to carry out the study was sent to 45 hospitals for the approval of their management. Through random sampling, 5% of the doctors' population was selected from each participating hospital, with the resulting sample consisting of 458 doctors from all the health regions of Greece. An anonymous questionnaire was administered to the sample of medical doctors to gather data on their perception of the work they do in public hospitals.

Findings

Empirical results showed that (1) the most important factor in doctors' job satisfaction appears to be the nature of their job and the high levels of autonomy that they have, and (2) doctors' level of commitment is maintained by enhancing their positive emotions and sense of professional well-being.

Originality/value

A deeper understanding of important concepts of an organization's behavior such as job satisfaction, staff support and their connection with internal organizational structures will facilitate policy makers and those who make decisions on the strategic management of medical staff in public hospitals.

Assessing Responsible Care implementation for sustainability in Malaysian chemical industries

Purpose

The Responsible Care programme was first introduced in Canada in 1985 and now is implemented worldwide as one of the chemical industries' commitments to improve the industries' public image as well as their performance in health, safety and environmental aspects. In Malaysia, the Responsible Care programme has been implemented since 1994 with a current total of 148 companies pledged to implement it in their company; however, the effectiveness of the programme remains unknown. Hence, this paper aims to assess the effectiveness of the Responsible Care programme in improving performance in the environment, health and safety in terms of documentation, training, selection processes and stakeholders' engagement for the sustainability of chemical industries.

Design/methodology/approach

A survey was administered to the Responsible Care signatory companies in Malaysia. Of these, a total of 132 member companies either produced or provided services related to chemical products.

Findings

The majority of signatory companies agreed that the Responsible Care programme did improve their performance in the environment, health and safety. Besides that, the signatory companies were also keeping up their commitment to ensuring documentation, training, selection process and stakeholders' engagement run smoothly in line with Responsible Care's mission.

Originality/value

After more than two decades of implementation in Malaysia, it is important to assess the Responsible Care programme's effectiveness. As an increasing number of chemical firms, without good management, it will possibly pose a danger to the environment and human health and safety. Through assessment, advances in Responsible Care management practices will considerably increase programme effectiveness in terms of environmental health and safety.

Workplace isolation amongst home-based teleworkers: Can psychological capital make a difference?

BACKGROUND/OBJECTIVE: With the advent of COVID-19 pandemic, home-based teleworking has become the new normal. Researchers have suggested workplace isolation as the most frequently reported employee concern of teleworkers. Workplace isolation is reported to have many undesirable outcomes. However, limited studies have examined the influence of workplace isolation on mental health and its underlying mechanisms. Drawing from the emotion-centered model of occupational stress and conservation of resources theory, the purpose of this study is to examine the relationship between workplace isolation and mental ill-health with negative emotions as a mediator and psychological capital as a moderator. METHODS: The data was collected from 322 home-based teleworkers working in Information Technology companies in India using a survey method. The data was analyzed using SmartPLS, SPSS and PROCESS macro. RESULTS: The results suggest the following. First, workplace isolation was associated with mental ill-health and negative emotions mediated this relationship. Second, psychological capital was found to buffer the effects of workplace isolation on negative emotions. Third, the conditional indirect effect of workplace isolation on mental ill-health through negative emotions was weaker in the presence of high psychological capital. CONCLUSION: The current study is the first one to examine the mediating role of negative emotions and the moderating role of psychological capital in the relationship between workplace isolation and mental ill-health among home-based teleworkers. This study demonstrates the importance of psychological capital as a personal resource that can help in coping with the negative effects of workplace isolation.

Emotional intelligence and perceived organizational support as predictors of emotional exhaustion among nurses and midwives

Purpose

Navigating the physical and emotional conditions of patients on daily basis can be emotionally exhaustive, requiring health professional to regulate their emotions in order to provide quality healthcare. The present study set out to examine the consequential effect of emotional intelligence and perceived organizational support (POS) on emotional exhaustion of nurses and midwives in the Ghanaian context. The study also examined the effects of age and cadres of nursing and midwifery on emotional exhaustion.

Design/methodology/approach

The study was quantitative in nature and employed the cross-sectional design in sampling respondents. The study was conducted in four public hospitals and two quasi-public hospitals in three main districts in the Greater Accra Region of Ghana. A sample of 342 nurses and midwives were proportionately sampled from various health facilities. The sample constituted of staff nurses and midwives.

Findings

The study revealed that while age, cadres of nursing and midwifery and POS had consequential effects on emotional exhaustion, emotional intelligence failed to predict emotional exhaustion.

Originality/value

Findings of the study draw the attention to the importance of organizational support in attenuating the emotional exhaustion associated with the nursing profession.

Adults living with irritable bowel syndrome (IBS): A qualitative systematic review

OBJECTIVE

To consolidate existing qualitative studies which examined the experiences and needs of adults living with IBS, and to gather a holistic insight for future directions and avenues to support these adults.

METHODS

A qualitative systematic review was conducted and six databases were searched for qualitative studies, beginning from each database's inception to July 2020. The qualitative data were meta-synthesised and thematic analysis was adopted. Any discrepancies that arose were discussed between the reviewers until a consensus was reached throughout the process of data screening, selection, critical appraisal and synthesis.

RESULTS

Seventeen studies with a total of 299 adults diagnosed with IBS were included. Four themes were identified: (1) physical, psychological, and social consequences; (2) impact of IBS on working adults; (3) dealing with IBS; and (4) sources of support and support needs.

CONCLUSION

Future research across geographically diverse locations are needed to gather a thorough perspective of the experiences and needs of adults living with IBS. The development and evaluation of technology-based, trained peer-led volunteers, and interventions that adopt mindfulness, active coping strategies, cognitive behavioural therapy and acceptance, and commitment therapy are needed. Ultimately, the collaboration between the relevant stakeholders is essential for standardised instruments and materials for accurate testing, diagnosis, assessment, treatment and management of IBS.

The effect of family doctor policy practice on primary health-care workers' health in Hongkou District of Shanghai, China: varied by occupational divisions?

BACKGROUND

A key component of the 2009 medical reform in China was the change to family doctor (FD) policy practice. However, this led to an increased workload for primary health-care workers (PHCWs) at community health service centres. Their increasing workload may play a significant role in affecting PHCWs' health.

METHODS

A questionnaire survey was conducted in Hongkou district of Shanghai amongst PHCWs including family doctors (FDs), family nurses (FNs), public health doctors (PHDs), and other PHCWs in early 2019. Ordered logistic regression models (Models 1 to 3) were performed to explore the differing health status amongst PHCWs, and their respective influential factors were also tested (Models 4 to 7).

RESULTS

Five hundred sixty-two valid questionnaires were collected with a response rate of 96.4%. Other PHCWs' (OR = 2.03; 95% CI: 1.163-3.560) and FNs' (OR = 1.98; 95% CI: 1.136-3.452) self-rated health (SRH) were significantly better than that of FDs. In terms of FNs, the OR of SRH for those who strongly perceived the extra workload brought by FD-contracted services was only 12.0% (95% CI: 0.018-0.815) of that of the no-pressure group. Similarly, FNs with stronger work pressure had worse SRH, i.e., compared with "no" pressure, the SRH ORs for "neutral," "strong," and "very strong" evaluations of work pressure were 0.002 (95% CI: 0.000-0.055), 0.001 (95% CI: 0.000-0.033), and 0.000 (95% CI: 0.000-0.006), respectively. Information technology (IT) systems and performance incentives were suggested to improve SRH for FNs, while the former was found to be negatively correlated with other PHCWs. After one unit increase in the PHDs' team/department support, their OR was 10.7 times (95% CI: 1.700-67.352) higher. In addition, policy support had a negative effect on SRH for PHDs. The OR of "good" assessments of cultural environments was 25.98 times (95% CI: 1.391-485.186) higher than that of "very poor" for Other PHCWs.

CONCLUSIONS

The influences of FD policy practice on FNs' SRH were the most significant amongst PHCWs, rather than FDs' as expected. The significant factors of SRH were varied over different occupational categories, that is team/department support and policy support (though negative) for PHDs, IT system and incentive for FNs, facility and equipment for FDs, and culture environment for other PHCWs respectively.

A review of the factors related to burnout at the early-career stage of medicine

Background: Globally, burnout is an increasingly prevalent problem amongst young medical professionals. This review aims to understand the factors related to burnout in the early-career stage of medicine. Drawing on the widely used Job Demands-Resources Model, the antecedents of burnout were distinguished from its outcomes.Methods: The review adopted the PRISMA guidelines. Using specific search terms, peer-reviewed articles were obtained from a range of databases and assessed against selection criteria. To meet inclusion requirements, the study had to be published between 2000 and 2018, include a validated measure of burnout, and undertake empirical assessment of factors related to burnout in medical students and/or junior medical officers/residents. Additional studies were obtained and reviewed from the reference lists of selected articles.Results: Out of the 3796 studies that were initially found, 585 were assessed against the eligibility criteria leaving 113 studies for review. These studies highlighted the negative consequences of burnout in the early medical career. Also identified were work-specific and person-specific demands that likely lead to burnout and, work and person resources that appear to reduce burnout.Conclusion: This review provides a framework to explain the growing problem of burnout amongst early-career medical professionals. However, further research is necessary to overcome the current reliance on cross-sectional designs and small sample sizes.

Perceived organizational support and employee well-being

Purpose

Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being.

Design/methodology/approach

A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit.

Findings

Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being.

Originality/value

Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

Internalized Stigma and Stigma-Related Isolation Predict Women’s Psychological Distress and Physical Health Symptoms Post-Abortion

Researchers have provided evidence that accessing abortion relates to anticipated, experienced, and internalized stigma. These aspects of stigma have previously been associated with increased psychological distress and physical health symptoms. However, there has been no research on how anticipation, perception, internalization, and stigma-related isolation are related to psychological distress and somatic (physical) symptoms. We examined this question in an online volunteer sample of women in Ireland ( N = 155) who have had an abortion. Internalized stigma and stigma-related isolation significantly predicted higher levels of psychological distress, and internalized stigma also significantly predicted somatic symptoms. The direct effect of each type of stigma on somatic symptoms was mediated by psychological distress. Thus, to the extent that women had internalized greater stigma and isolated themselves, they also reported increased psychological distress, and this psychological distress predicted increased somatic symptoms. The relation between internalized stigma and somatic symptoms was also moderated by stigma-related isolation. Our findings complement and extend the existing literature on the relations between stigmatized identities, psychological distress, and physical health problems, particularly regarding women who have accessed abortion. They also indicate that those involved in policy-making and activism around reproductive rights should avoid inadvertently increasing the stigma surrounding abortion.

Safety climate, worker health and organizational health performance

Purpose

The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism, health care utilization) mediated by individual worker health. The authors used three pathways to examine this relationship: a physical pathway starting with physical safety climate and mediated by musculoskeletal disorders (MSDs), a psychosocial pathway starting with psychosocial safety climate and mediated by emotional exhaustion, and a combined pathway starting with psychosocial safety climate and mediated by both MSDs and emotional exhaustion.

Design/methodology/approach

Three mediational multilevel analyses were conducted using a sample of 8,761 employees working in 177 health care organizations.

Findings

Although the findings did not support the hypothesized physical pathway, they showed that the psychosocial pathway worked satisfactorily for two of the three health performance outcomes (absenteeism and presenteeism). The combined physical and psychosocial pathway explained differences in the third outcome: health care utilization.

Originality/value

This is one of the few studies to include both physical and psychosocial pathways that lead to employee health and organizational performance. The results underscore the importance of paying attention to psychological health and safety in the health care workplace. Not only for the psychological health of employees, but also to improve their physical health and subsequent organizational health performance.

The impact of anticipated stigma on psychological and physical health problems in the unemployed group

Previous research has demonstrated that the unemployed suffer increased psychological and physical health problems compared to their employed counterparts. Further, unemployment leads to an unwanted new social identity that is stigmatizing, and stigma is known to be a stressor causing psychological and physical health problems. However, it is not yet known whether being stigmatized as an unemployed group member is associated with psychological and physical health in this group. The current study tested the impact of anticipated stigma (AS) on psychological distress (PD) and physical health problems, operationalized as somatic symptoms (SSs), in a volunteer sample of unemployed people. Results revealed that AS had a direct effect on both PD and SSs, such that greater AS significantly predicted higher levels of both. Moreover, the direct effect on SSs became non-significant when PD was taken into account. Thus, to the extent that unemployed participants anticipated experiencing greater stigma, they also reported increased PD, and this PD predicted increased SSs. Our findings complement and extend the existing literature on the relationships between stigmatized identities, PD and physical health problems, particularly in relation to the unemployed group. This group is important to consider both theoretically, given the unwanted and transient nature of the identity compared to other stigmatized identities, but also practically, as the findings indicate a need to orient to the perceived valence of the unemployed identity and its effects on psychological and physical health.

The association between organizational behavior factors and health-related quality of life among college teachers: a cross-sectional study

Background

College teachers in China are confronted with a lot of pressure from teaching, researching and living. They are suffering from impaired physical and mental health. The purpose of this study was to investigate the relationships between organizational behavior factors and college teachers’ health related quality of life (HRQOL), and to confirm whether they are positive resources for improving teachers’ HRQOL.

Methods

A cross-sectional survey was conducted in Shenyang, China, from January to April 2014. Participants were composed of 965 teachers randomly selected from five representative colleges in Shenyang. Self-administrated questionnaires containing the 36-item Short-Form Health Survey (SF-36), the Chinese version Psychological Capital Questionnaire (PCQ), and scales assessing group identification, POS, and psychological empowerment were used to measure HRQOL and organizational behavior variables of college teachers. Hierarchical multiple regression analysis (HMR) was performed to explore the effects of organizational behavior variables on college teachers’ HRQOL.

Results

The mean (SD) scores of physical component summary (PCS) and mental component summary (MCS) among college teachers were 71.43 (14.70) and 65.46 (16.55) respectively in the study population. Hierarchical multiple regression analysis showed that group identification (β = 0.121, P < 0.001) and PsyCap (β = 0.336, P < 0.001) were significant predictors of PCS, while group identification (β = 0.107, P < 0.001), POS (β = 0.124, P = 0.003), psychological empowerment (β = 0.093, P = 0.017) and PsyCap (β = 0.421, P < 0.001) were significant predictors of MCS.

Conclusion

Chinese college teachers experienced relatively low level of HRQOL and their mental quality of life (QOL) were impaired more seriously than physical QOL. Organizational behavior factors (PsyCap, group identification, POS and psychological empowerment) were strong predictors of college teachers’ HRQOL and are positive resources for improving teachers’ HRQOL. The enhancement of college teachers’ PsyCap, group identification, POS and psychological empowerment at work should be incorporated in the strategy of protecting and improving college teachers’ physical and mental QOL.

What really improves employee health and wellbeing

Purpose

– Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces.

Design/methodology/approach

– Individual case studies were conducted on three organisations, each with a health and wellbeing programme in place. In total, 42 employers and employees participated in a face to face interview. Interviews were transcribed verbatim and the qualitative data were thematically coded.

Findings

– Employers and senior management had a greater focus on occupational health and safety than employees, who felt that mental/emotional health and happiness were the areas most benefited by a health promoting workplace. An organisational culture which supported the psychosocial needs of the employees emerged as a significant factor in employee's overall wellbeing. Respectful personal relationships, flexible work, supportive management and good communication were some of the key factors identified as creating a health promoting working environment.

Practical implications

– Currently in Australia, the main focus of WHP programmes is physical health. Government workplace health policy and funding must expand to include psychosocial factors. Employers will require assistance to understand the benefits to their business of creating environments which support employee's mental and emotional health.

Originality/value

– This study took a qualitative approach to an area dominated by quantitative biomedical programme evaluations. It revealed new information about what employees really feel is impacting their health at work.

The influence of perceived organizational support on dimensions of learning organization

Purpose

– The purpose of this study is to explore the influence of perceived organizational support on dimensions of a learning organization among employees of small- and medium-sized enterprises (SMEs) of Nowshahr in Iran.

Design/methodology/approach

– This paper used an empirical research design by the questionnaire survey method to test the research hypotheses. Statistical population of this research included employees of SMEs of Nowshahr in Iran. A random sample of 950 employees was asked to respond to questionnaires from which 336 were valid. Structural equation modeling was used to explore the influence of perceived organizational support on dimensions of a learning organization.

Findings

– The findings showed that perceived organizational support had a strong effect on the learning organization. In addition, perceived organizational support had effect on continuous learning, dialogue and inquiry, team learning, embedded system, empowerment, system connection and strategic leadership. In general, all hypotheses are statistically supported.

Originality/value

– This research may be one of the first papers exploring the influence of perceived organizational support on dimensions of the learning organization and offers a foundation for future organizational research.