Psychological Capital Mediates the Association Between Perceived Organizational Support and Work Engagement Among Chinese Doctors

Navigating the future: unveiling new facets of nurse work engagement

OBJECTIVE

This study investigates the influence of structural empowerment and psychological capital on nurse work engagement within the context of rising healthcare demands and nursing staff shortages.

METHODS

A cross-sectional descriptive study involving 778 registered nurses from six tertiary hospitals in Hangzhou, China, was conducted. Data were collected using multiple tools, including a demographic questionnaire, the CWEQ-II (Conditions for Work Effectiveness Questionnaire II), the PCQ (Psychological Capital Questionnaire), and the UWES-9 (Utrecht Work Engagement Scale-9). SPSS 27.0 was used for Pearson correlation and regression analyses, while structural equation modeling (SEM) in AMOS was employed to explore relationships among variables. Model fit was evaluated using chi-square, CFI, AGFI, and RMSEA indices.

RESULTS

Structural empowerment and psychological capital were significantly and positively correlated with nurses' work engagement. Regression analysis indicated that structural empowerment (support, resources, opportunity, and information) and psychological capital (optimism, resilience, self-efficacy, and hope) were significant positive predictors of work engagement (p < 0.01), jointly accounting for 69% of its variance. SEM analysis further revealed that structural empowerment indirectly influenced work engagement through psychological capital, with significant path coefficients (P < 0.001) and a good model fit (χ²/df = 3.727, P = 0.000, RMSEA = 0.059).

CONCLUSION

Structural empowerment and psychological capital are crucial factors in enhancing nurse work engagement, effectively supporting nurses' workplace performance. Management should focus on fostering psychological capital and enhancing structural empowerment to improve care quality and job satisfaction. This study provides empirical evidence for nursing management practice and suggests that future research should explore dynamic relationships among these variables in various populations and settings.

Perceived faculty development needs and motivations of Chinese general practice trainers: a narrative review of the literature

BACKGROUND

Like other countries developing standardized general practice training, China faces the challenge of training vast numbers of new general practice faculty. However, little is known about these clinician-teachers' motivations and perceived needs for faculty development. This review intended to explore available published data on Chinese general practice faculty development needs and motivation for ongoing professional development.

METHODS

A systematic search was conducted using combinations of keyword and MeSH term searches in English in PubMed and in Chinese language CNKI and WanFang databases, followed by a qualitative narrative synthesis of relevant articles identified.

INCLUSION CRITERIA

English or Chinese publications between 1990 and 2021; qualitative or quantitative research, systematic reviews, literature reviews, review or opinion articles pertaining to faculty development or professional development needs or motivations of general practice or family medicine teachers. Articles pertaining to fields outside of medicine, those with a heavy subspecialty focus or not relevant to primary care were excluded.

RESULTS

A total of 88 full text articles were included in this review. Available data on Chinese general practice faculty development needs placed emphasis on fundamental general practice knowledge, principles, and clinical training needs more than teaching and assessment skills. Learning through teaching and a sense of responsibility were potential sources of intrinsic motivation for pursuing faculty development. Potential barriers to participation included busy workloads, inadequate organizational support, and limited finances. Mandatory participation, irrelevant content, lack of teaching experience, lack of motivation to teach, and overall job dissatisfaction appeared to negatively influence motivation to pursue faculty development.

CONCLUSIONS

Further research should explore the broader continuous professional development needs of this large population of general practice teachers. Qualitative studies are needed to clarify how individual, organizational, and contextual factors influence teachers' motivation to pursue faculty development.

Primary care physicians' work conditions and their confidence in managing multimorbidity: a quantitative analysis using Job Demands-Resources Model

BACKGROUND

Multimorbidity is a global issue that presents complex challenges for physicians, patients, and health systems. However, there is a lack of research on the factors that influence physicians' confidence in managing multimorbidity within primary care settings, particularly regarding physicians' work conditions.

OBJECTIVES

Drawing on the Job Demands-Resources Model, this study aims to investigate the level of confidence among Chinese primary care physicians in managing multimorbidity and examine the predictors related to their confidence.

METHODS

Data were collected from 224 physicians working in 38 Community Healthcare Centres (CHCs) in Shanghai, Shenzhen, Tianjin, and Jinan, China. Work-family conflict (WFC) perceived organizational support (POS), self-directed learning (SDL), and burnout were measured. Physicians' confidence was assessed using a single item. Mediation effect analysis was conducted using the Baron and Kenny method.

RESULTS

The results showed that the mean confidence score for physicians managing multimorbidity was 3.63 out of 5, only 20.10% rating their confidence level as 5. WFC negatively related physicians' confidence and POS positively related physicians' confidence in multimorbid diagnosis and treatment. Burnout fully mediated the relationship between WFC and physicians' confidence, and SDL partially mediated the relationship between POS and physicians' confidence.

CONCLUSIONS

The confidence level of Chinese primary care physicians in managing multimorbidity needs improvement. To enhance physicians' confidence in managing multimorbid patients, CHCs in China should address WFC and burnout and promote POS and SDL.

The relationship between perceived organizational support and burnout in newly graduated nurses from southwest China: the chain mediating roles of psychological capital and work engagement

BACKGROUND

Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout.

METHODS

This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis.

RESULTS

A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (β = 0.553) consisted of a direct effect (β = 0.233) as well as an indirect effect (β = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (β = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect.

CONCLUSIONS

This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE.

Relationships between organizational support, emotional intelligence and work engagement among Chinese nurses: A correlation study

AIM

To investigate and analyse the current situation of clinical nurses' sense of organisational support, emotional intelligence and work engagement in different departments and their correlation, in order to provide guidance for enhancing the sense of organisational support, improving nurses' emotional intelligence and mobilising nurses' work engagement and to promote the development of nursing teams.

METHODS

Clinical nurses from three hospitals in eastern and western China were selected by convenience sampling method from September to October 2023 and were surveyed using a general information questionnaire, organisational support questionnaire, emotional intelligence scale and work engagement scale. We investigated the correlation between nurses' sense of organisational support, emotional intelligence and work engagement in clinical units.

RESULTS

The clinical nurses investigated in this study had moderate levels of perceived organisational support and emotional intelligence and high levels of work engagement. The total score of the nurses' sense of organisational support questionnaire was positively correlated with the total score of the emotional intelligence scale, the total score of the work engagement scale and the scores of all dimensions (all p < 0.05). Emotional intelligence played a partial mediating effect in the effect of nurses' organisational support on work engagement, accounting for 35.57% of the total effect.

CONCLUSION

Clinical nurses' sense of organisational support was positively correlated with emotional intelligence and work engagement; there was a chain mediating effect of clinical nurses' emotional intelligence between sense of organisational support and work engagement. Organisational support can enhance the emotional intelligence of caregivers as well as promote work engagement. It is suggested that nursing managers can enhance the level of nurses' engagement by giving effective organisational support and at the same time improving nurses' perception of psychological safety.

Extending the job demands-resources model to understand the effect of the interactions between home and work domains on work engagement

Scholars have extensively used the job demands-resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work-home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross-domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement.

The relationship between organizational support, professional quality of life, decent work, and professional well-being among nurses: a cross-sectional study

BACKGROUND

Nurses often face challenges such as inadequate welfare protection, injustice, and workplace adversity including violence, bullying, and sexual harassment. In this context, providing sufficient support to nurses is crucial for the promotion of their professional well-being. This study examines the direct and indirect effects of perceived organizational support on nurses' well-being, particularly highlighting the mediating roles of professional quality of life and the perception of decent work.

METHODS

A cross-sectional survey design was employed in this study. Convenience sampling was used to survey 792 nurses from five tertiary A-grade hospitals in Shanxi Province in January 2024. Data collection tools included a custom demographic survey, the Perceived Organizational Support Scale, Professional Quality of Life Scale, Decent Work Perception Scale, and Nurse Occupational Well-being Questionnaire. Descriptive statistics, correlation analysis, and mediation effect analyses were performed.

RESULTS

The findings demonstrate that perceived organizational support has a direct impact on nurses' occupational well-being (β = 0.323, p < 0.001). Additionally, professional quality of life and the perception of decent work play chain mediating roles between perceived organizational support and nurses' well-being (β = 0.019, BootLLCI = 0.010, BootULCI = 0.030).

CONCLUSIONS

This study highlighted the importance of organizational support in enhancing nurses' well-being. Professional quality of life and decent work were key mediators. Healthcare institutions should prioritize support measures to improve nurses' well-being. Future research should explore additional mediators and mechanisms to develop effective strategies for nursing policymakers and administrators.

The impact of physical activity on social anxiety among college students: the chain mediating effect of social support and psychological capital

Objective

As a topic of widespread concern in the fields of mental health and public health, social anxiety has many negative impacts on the physical and mental health of contemporary college students. Therefore, this study aims to provide new ideas for solving the problem of social anxiety among college students by exploring the potential mediating role of social support and psychological capital in the relationship between physical activity and social anxiety.

Methods

A cross-sectional survey was conducted on 874 college students from five universities in Shandong Province. Various self-report tools such as physical activity rating scale, social support scale, positive psychological capital scale, and social anxiety scale were used to collect information needed for this study. Related data. Use this to conduct descriptive statistical analysis, correlation analysis, and mediation effect analysis.

Results

The results showed that physical activity was significantly positively correlated with college students' social support (r = 0.354, p < 0.01) and psychological capital (r = 0.448, p < 0.01), and social support was significantly positively correlated with psychological capital (r = 0.556, p < 0.01), the above three are significantly negatively correlated with social anxiety (r = -0.326, -0.381, -0.432, p < 0.01); the mediation effect analysis shows that physical activity has a significant direct effect on college students' social anxiety The effect value is -0.136, accounting for 43.31% of the total effect; social support and psychological capital both play a separate mediating role between physical activity and social anxiety among college students, with effect values of -0.064 and -0.073 respectively, accounting for the total effect. 20.38, 23.25%, and also played a chain intermediary role, with an effect value of -0.041, accounting for 13.05% of the total effect.

Conclusion

Current research shows that physical activity can not only directly reduce social anxiety among college students, but also indirectly alleviate social anxiety among college students by increasing the level of social support and psychological capital. This has important reference significance for helping college students in China and even around the world overcome social anxiety.

Mediating effect of psychological capital on the relationship between mental health literacy and coping styles among newly recruited nurses

BACKGROUND

Newly recruited nurses face multiple sources of stress and their coping styles need to be focused on to ensure good mental health. This study aimed to examine the relationship among mental health literacy, psychological capital and coping styles in newly recruited nurses.

METHODS

A cross-sectional study was conducted in August and September 2022. A total of 315 newly recruited nurses were recruited in a tertiary hospital in Henan Province, central China, employing the convenience sampling method. The self-reported questionnaires were sent through a QR code, including the Mental Health Literacy Scale for Healthcare Students, Psychological Capital Questionnaire, and Simplified Coping Style Questionnaire. Pearson correlation analysis was used to evaluate the relationships among the variables. Mediation analysis was performed to identify the mediating effect of psychological capital on the relationship between mental health literacy and coping styles.

RESULTS

Positive coping showed a positive relationship with psychological capital and mental health literacy, while negative coping showed a negative relationship with psychological capital and mental health literacy. For positive coping, psychological capital was a partial mediator with an effect of 0.140, accounting for 62.8%. For negative coping, a full mediating effect was shown by psychological capital between mental health literacy and negative coping, with an indirect effect of -0.048.

CONCLUSION

Psychological capital plays a partial and complete mediating role between mental health literacy and different coping styles among newly recruited nurses. Diversified training and personalized guidance in improving mental health literacy and increasing psychological capital simultaneously can be provided to newly recruited nurses continuously to adjust their coping styles.

The relationship between psychological capital, patient's contempt, and professional identity among general practitioners during COVID-19 in Chongqing, China

General practitioners are crucial in the primary healthcare system as well as for epidemic prevention and control. However, few researchers have examined their professional identity. This study investigated the current status of the professional identity of general practitioners in Chongqing, China and explored the effects of psychological capital and patient's contempt on their professional identity. From December 2021 to January 2022, randomized cluster sampling was used to conduct a cross-sectional online self-assessment questionnaire survey among general practitioners in Chongqing. In total, 2,180 general practitioners working for more than one year were selected. General practitioners' sense of professional identity, mental health, and sense of patients' disrespect were measured using the Professional Identity Scale, Psychological Capital Questionnaire, and Patient's Contempt Questionnaire. Sociodemographic characteristics were also collected. A multiple linear regression model was used to analyze the association between professional identity, psychological capital, and patient's contempt. The average score for professional identity among general practitioners was 53.59 (SD = 6.42). The scores for self-efficacy, hope, resilience, and optimism (subscales of psychological capital) were 26.87 (SD = 5.70), 26.47 (SD = 5.74), 26.97 (SD = 5.55), and 26.86 (SD = 5.59), respectively. The score for perceived contempt was 34.19 (SD = 7.59). An average monthly income greater than CNY 8,000 (β = 1.018, p < 0.001), work tenure of more than 15 years (β = 0.440, p = 0.001), hope (β = 0.249, p < 0.001) and a higher optimism score (β = 0.333, p < 0.001) were positively correlated with professional identity. Having a bachelor's degree and above (β = -0.720, p = 0.014), an administrative role (β = -1.456, p < 0.001), self-efficacy (β = -0.122, p < 0.001), and higher patient's contempt (β = -0.103, p < 0.001) were negatively associated with professional identity. General practitioners in Chongqing demonstrated high professional identity and a strong psychological status during the COVID-19 pandemic. Psychological capital and patient's contempt were associated with professional identity. To improve general practitioners' professional identity, stakeholders should promote practitioners' mental health and physician-patient relationships in China.

Relationship between work engagement and healthy work environment among Chinese ICU nurses: The mediating role of psychological capital

AIM

To evaluate the relationship between healthy work environment and work engagement considering the effect of psychological capital among ICU nurses.

DESIGN

The study was cross-sectional design.

METHODS

The subjects were 671 registered nurses from 20 ICUs in 18 general hospitals in Shandong province between October 2021 and December 2021. The questionnaires testing nurses' perception of healthy work environment, their work engagement, and psychological capital were used. Structural equation modeling was used to explore their relationship.

RESULTS

Work engagement was positively affected by a healthy work environment and psychological capital. The structural equation modeling showed psychological capital mediated the relationship between healthy work environment and their work engagement.

PATIENT OR PUBLIC CONTRIBUTION

There were 681 clinical nurses reported at public contribution for responding to the questionnaires and providing valuable data for the study and there was no patient contribution in this study.

Workplace Social Support and Work Engagement Among Japanese Workers: A Nationwide Cross-sectional Study

OBJECTIVES

We investigated the relationship between employees' perceptions of the number of sources of workplace social support and work engagement and whether each type of workplace social support is independently related to work engagement.

METHODS

A cross-sectional study was conducted using a questionnaire survey in Japan. In total, 12,017 participants were analyzed. Participants were asked about 4 sources of workplace social support: supervisors, colleagues/subordinates, occupational health staff, and external counselors contracted by the workplace. Work engagement was measured using the 9-item Utrecht Work Engagement Scale. Coefficients were estimated using multiple regression analyses.

RESULTS

The coefficient of work engagement increased as the number of sources of perceived workplace social support increased. Each support was also positively related to work engagement.

CONCLUSIONS

Organizations should develop systems comprising various sources of workplace social support to increase employee work engagement.

Relationship of Organizational Support, Psychological Capital, and Engagement Among Clinical Nursing Teachers

BACKGROUND

Clinical nursing teachers play a critical role in nursing education, and their engagement is important to ensure the quality of clinical teaching.

PURPOSE

To describe the level of engagement and determine the relationships among organizational support, psychological capital, and engagement among clinical nursing teachers.

METHODS

A cross-sectional study was conducted among 246 clinical nursing teachers, from 4 teaching hospitals in China, using a self-report questionnaire. The questionnaire measured organizational support, psychological capital, and work engagement.

RESULTS

Clinical nursing teachers reported a medium level of engagement in teaching. Both organizational support and psychological capital had positive effects on teachers' engagement. Psychological capital partially mediated the relationship between organizational support and engagement.

CONCLUSIONS

Measures to improve organizational support and psychological capital are essential to enhance the engagement among clinical nursing teachers.

Relationships Between Perceived Organizational Support, Psychological Capital and Work Engagement Among Chinese Infection Control Nurses

Background

Few studies have focused on the work engagement of infection control nurses (ICNs). The perceived organizational support (POS) and psychological capital (PsyCap) might be important factors influencing ICNs' work engagement. Moreover, PsyCap might play a mediating role in the relationship between POS and work engagement.

Objective

This study aims to clarify the relationships among POS, PsyCap and work engagement of Chinese ICNs.

Methods

A cross-sectional design was performed to collect data on 7382 ICNs from 20 provinces in China. Data collection was conducted by an online questionnaire, including questions about demographics, the Chinese version of the Utrecht work engagement scale (UWES), the Chinese version of the psychological capital questionnaire (PCQ) and the perceived organizational support scale for medical staff. Univariate analysis, the Spearman correlation method and the mediating effect test were conducted.

Results

The work engagement was at a relatively high level, with a total score of 80.87 ± 14.95. The total scores of POS and PsyCap scale were 41.45 ± 7.37 and 89.14 ± 9.06 respectively, both of which were at the upper-middle level. Work engagement was positively associated with both POS and PsyCap (both P<0.01). Furthermore, the mediating effect of PsyCap on the relationship between POS and work engagement was 0.394, the total effect was 0.443, and the ratio of mediating effect to total effect was 88.94%.

Conclusion

The findings suggest that both POS and PsyCap can directly increase the work engagement of the Chinese ICNs. Besides, POS can indirectly improve work engagement, partially through PsyCap. Therefore, enhancing POS and PsyCap could be effective in improving the work engagement of ICNs.

Association between proximity to COVID-19 and the quality of life of healthcare workers

Background

The coronavirus disease 2019 (COVID-19) affects almost all countries in the world and it impacts every aspect of people’s life-physically, mentally, and socio-economically. There are several research studies examining the impact of this pandemic on health, however, very few studies examining the impact of this pandemic on quality of life. This study aimed to investigate the association between proximity to the COVID-19 and quality of life of healthcare workers and identify factors influencing quality of life.

Methods

A cross-sectional study was conducted among hospital staff in a tertiary hospital in Singapore. Data on demographic, medical history, lifestyle factors, psychosocial factors, and quality of life were collected using online self-administered questionnaire. Quality of life (QoL) was measured by the WHOQOL-BREF questionnaire. Robust linear regression was used to determine factors associated with quality of life.

Results

A total of 1911 participants were included in the analysis. The average age of participants was 38.25 (SD = 11.28) years old. 26.90% of participants had been quarantined, hospitalised, being suspected or diagnosed of having COVID-19 infection and they were found to have the lowest levels of QoL across all four domains (physical, psychological, social, and environmental domains). Participants who were singles or nurses, worked in shifts or worked longer hours, had chronic diseases were likely to have lower QoL scores compared to participants in other categories. Healthy lifestyle, social connectivity, resilience, social and workplace support were associated with higher QoL scores.

Conclusions

In planning of measures which aim to improve QoL of healthcare workers, priority should be given to individuals who have been quarantined, hospitalised, being suspected, or diagnosed of having COVID-19 infection. In addition to the proximity of the COVID, lifestyle and psychosocial factors contribute to QoL of healthcare workers. Hence, multifaceted interventions are needed to improve QoL of healthcare workers.

The impact of career expectation on employment anxiety of art students in higher vocational colleges during the COVID-19: A chain mediating role of social support and psychological capital

Objective

In the process of college students’ employment, psychological capital, and social support play a vital role.

Methods

This study examined the relationship between career expectation and employment anxiety of Chinese vocational art college students (N = 634). Participants completed the Career Expectation Scale (CES), Employment Anxiety Scale (EAS), Psychological Capital Scale (PCS), and Social Support Scale (SSS).

Results

(1) Vocational art students’ career expectation has a positive predictive effect on employment anxiety, social support, and psychological capital; Social support and psychological capital have negative predictive effects on employment anxiety. (2) Social support and psychological capital play a significant chain intermediary role between career expectation and employment anxiety, and there is a masking effect.

Conclusion

These results are of guiding significance to the improvement of the employment quality of art students in higher vocational colleges and the employment consulting work in colleges.

The relationship between psychiatric nurses' perceived organizational support and job burnout: Mediating role of psychological capital

Background

Psychiatric nurses need to keep close contact with patients suffering from mental illness. Because of the special nature of their profession, there is an increasing incidence of job burnout among psychiatric nurses.

Aim

This study examined the relationship between psychiatric nurses' perceived organizational support, job burnout, and psychological capital. It also investigated the mediating role of psychological capital in the relationship between their perceived organizational support and job burnout.

Methods

A total of 916 psychiatric nurses were recruited from 6 grade-III mental facilities in Shandong Province using the stratified sampling approach. Their data were collected and examined using a general demographic data questionnaire, The Maslach Burnout Inventory, the Perceived Organizational Support Scale, and the Psychological Capital Questionnaire.

Results

The total score of job burnout was 53.71 ± 16.37. Specifically, 73.69% of the nurses had moderate to severe emotional exhaustion, 76.75% had moderate to severe job burnout pertaining to depersonalization, and 98.80% had moderate to severe job burnout pertaining to personal accomplishment. Spearman's correlation analysis showed that both psychological capital (r = -0.35, p < 0.01) and perceived organizational support (r = -0.31, p < 0.01) were adversely related to job burnout. Additionally, psychological capital somewhat mediated the relationship between perceived organizational support and job burnout. Its mediating impact accounted for 33.20% of the overall effect.

Conclusion

This study's participants had a moderate to severe level of job burnout. However, organizational support and psychological capital can be crucial in alleviating this problem among psychiatric nurses. Therefore, nursing managers and medical institutions should undertake timely and positive interventions to improve psychiatric nurses' mental health and prevent job burnout. While exploring the impact of organizational support and psychological capital on job burnout, future studies should consider other effective influencing factors, and the relationship between the different factors should be explored in depth. This would provide a basis for developing a job burnout prevention mechanism.

Relationship between nurses’ psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic

Introduction

As a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses’ mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses’ psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship.

Methods

The questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9.

Results

Nurses’ psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses’ work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses’ job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources.

Discussion

These findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.

Relationship between nurses' psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic

Introduction

As a special vulnerable group, the physical and mental health of elderly cancer patients has attracted much attention. However, few studies have focused on the impact of nurses' mental state on the mental health of elderly cancer patients during the COVID-19 pandemic. In response to this literature gap, this study aims to explore the impact of nurses' psychological capital on the satisfaction of elderly cancer patients. The job demands-resources model (JD-R) is used to further investigate how work engagement and job resources of nurses affect this relationship.

Methods

The questionnaire survey was used to collect data, participants included 230 elderly cancer patients and their nurses from a tertiary first-class cancer hospital in China. Partial least squares structural equation modeling (PLS-SEM) was conducted with SmartPLS 3.3.9.

Results

Nurses' psychological capital has a significant positive impact on the satisfaction of elderly cancer patients during the COVID-19 pandemic. Nurses' work engagement is an important mechanism for their psychological capital to affect the satisfaction of elderly cancer patients. In addition, nurses' job resources positively moderate the relationship between their psychological capital and work engagement. The positive relationship between psychological capital and work engagement of nurses is stronger when they have abundant job resources.

Discussion

These findings suggest that healthcare organizations should take the psychological capital of medical staff as an important means to improve their competitive advantage. It can improve the quality of medical services to obtain good performance by effectively developing and managing the psychological capital of medical staff. In addition, healthcare organizations should recognize the importance of providing adequate job resources for medical staff.

The impact of psychological capital on green and organizational performance: Empirical research measuring psychological and subjective health of green building industries

Introduction

Green building (GB) technologies have been introduced to reduce the negative effect of the building and construction industry on the economy, the ecosystem, and society. A more thorough and accurate knowledge of the factors for implementation is required to stimulate the wider adoption of GB technologies. The theoretical framework for this study is developed using psychological capital (PC), self-determination theory (SDT), and green theory. The study addresses gaps in the research in this field. The effect of PC on psychological health (PH), green innovation ambidexterity (GIA), and subjective health (SH), and the impact of GIA on green performance (GP) are determined. The effect of PH and SH on organizational performance (OP) is also determined.

Methods

The information for this study is collected from a variety of sources in the Chinese GB industry. The subjects for this study are Chinese employees of GB-based companies. Using a convenience sampling method, a total of 504 employees were selected. The employees' answers to a restricted, self-administered survey are used to generate the data.

Results

Data from this study shows that PC has a significant effect on GIA, SH, and PH and that GIA has a substantial impact on GP. Both SH and PH significantly affect OP.

Discussion

This study encourages managers in the green building industry to support fresh concepts in order to gain a competitive edge by implementing and promoting innovative cultures, especially in terms of service delivery and customer understanding, because innovation plays a critical role in these industries.

Authentic leadership, perceived organizational support, and psychological capital: Implications for job performance in the education sector

The present study sifts the indirect role of psychological capital (PsyCap) in linking authentic leadership (AL) and job performance (JP). Furthermore, this study investigates the interplay of AL and perceived organizational support (POS) in PsyCap. We tested these assumptions through PROCESS macro with two sources of data collected from 350 employees and their respective colleagues working in education sector organizations in China. The study findings established that AL positively influences employee performance directly and indirectly through PsyCap. POS moderates the effects of AL on PsyCap such that this relationship gets more pronounced in individuals with high levels of POS. All organizations in the education sector can benefit from the current study's practical application. We recommend that firms create and implement these training programs to improve JP since AL is favorably correlated with JP. The organization should pick executives with a vision to encourage e-JP. To promote this behavior, firms can also hold management training seminars, conferences, and programs. Making performance a clear necessity within job criteria will encourage it among personnel. To achieve great results, top management and leadership must inform the workforce about the importance of authentic behavior in the workplace.

"Same same" but different? Exploring the impact of perceived organizational support at the school and teacher levels on teachers' job engagement and organizational citizenship behavior

All countries in the world are currently trying to implement educational reform, which increases the additional workload of teachers. It is more important to discuss how to inspire teachers' enthusiasm for educational reform from the perspective of organizational support (OS). Previous research on OS was limited to perceived organizational support (POS), but in recent years group-level OS has been considered the most promising. There is no study comparing POS and group-level OS in education, and therefore this study explored the relationships between OS, job engagement (JE) and organizational citizenship behavior (OCB) in an educational context. In particular, OS was examined at the individual-level (POS) and the aggregated group-level (school organizational support, SOS). Analysis was performed using structural equation modeling (SEM) at both single and multiple levels. SEM results showed direct and positive relationships of individual-level POS with both JE and OCB. Moreover, JE is directly and positively related to OCB and plays the partial mediating role of the indirect and positive impact of POS on OCB. Multilevel structural equation modeling (MSEM) analysis revealed direct and positive relationships of SOS with teachers' JE, which was directly and positively related to their OCB. While SOS had no significant positive relationship with OCB, it did have a positive impact on OCB through the mediation of JE. Comparison between SEM and MSEM results revealed the change in effect of OS on OCB from significant to insignificant, thus implying full mediation effect of JE when SOS is considered.

Mediation role of work motivation and job satisfaction between work-related basic need satisfaction and work engagement among doctors in China: a cross-sectional study

OBJECTIVES

This study aims to examine the association of work-related basic need satisfaction (W-BNS) with doctors' work engagement and explore the mediating role of work motivation and job satisfaction between the two variables.

DESIGN

This was a cross-sectional study.

SETTING

The study was conducted in four public grade A tertiary hospitals in China.

PARTICIPANTS

A total of 1000 doctors were invited to participate; 849 doctors completed questionnaires validly.

PRIMARY AND SECONDARY OUTCOME MEASURES

Questionnaires were administered online and offline to collect data, consisting of six parts: social demographic characteristics, work-related characteristics, and scales related to W-BNS, work motivation, job satisfaction and work engagement. One-way analysis of variance, Pearson correlation analysis were performed using SPSS, and mediation analysis was carried out via PROCESS macro.

RESULTS

Our research showed that W-BNS, work motivation, job satisfaction and work engagement were positively correlated. Work engagement was significantly predicted by W-BNS (β＝0.15, p<0.001) through motivation at work (β＝0.23, p<0.001) and job satisfaction (β＝0.44, p<0.001), respectively. Compared with work motivation, the mediating effect of job satisfaction was stronger (95% CI -0.22 to -0.06).

CONCLUSION

The findings suggest that job satisfaction and work motivation may be important pathways through which doctors' W-BNS may influence their work engagement. In order to maintain and promote doctors' work engagement, hospital administrators should consider strengthening the internal motivation of doctors and improving their job satisfaction.

Enhancing employee wellbeing by ethical leadership in the construction industry: The role of perceived organizational support

Employee wellbeing is a crucial determinant in overall organizational performance. However, in the construction Industry, it is damaged by hazardous and stressful work environment. This study aims to explore how ethical leadership influences and thus could enhance employee wellbeing through perceived organizational support (POS). We proposed several hypotheses and developed the research framework accordingly. To test the hypotheses, an elaborately designed survey was used to collect quantitative data from 194 employees in the construction companies in China. Our results show that ethical leadership is positively related to the employee wellbeing. This study further reveals a remarkable indirect effect of ethical leadership on employee wellbeing via the mediating POS. Consequently, our findings suggest that, to enhance employee wellbeing, ethical leaders can develop a relaxing ethical environment and provide sufficient organizational support to the employees.

Occupational Stress and Insomnia Symptoms Among Nurses During the Outbreak of COVID-19 in China: The Chain Mediating Effect of Perceived Organizational Support and Psychological Capital

Background

Nurses play an important role in medical and health services and insomnia symptoms were relatively high among nurses, especially during the epidemic of 2019 coronavirus disease. Insomnia not only damages the physical and mental health of the individual, but also reduces the efficiency of their work and the quality of care, ultimately impacting on patient care.

Objective

The purpose of this study was to explore the role of perceived organizational support and psychological capital in the relationship between occupational stress and insomnia among Chinese nurses.

Methods

A cross-sectional study has been carried out in a tertiary grade A hospital in Shandong Province, China from March 2021 to May 2021. The self-administered questionnaires were distributed to 810 nurses, which including Chinese Effort-Reward Imbalance Scale, Athens Insomnia Scale, Perceived Organizational Support Questionnaire, Chinese Psychological Capital Questionnaire, gender, age, education level and other demographic characteristics. Effective respondents were 658 (81.2%). Descriptive analysis, independent-samples t-test, one-way analysis of variance, Pearson correlation analyses, ordinary least-squares regression and the bootstrap method were used for data analysis.

Results

The prevalence of insomnia symptoms in this study was found to be 57.3%. There were significant differences in insomnia symptoms in weekly working hours (t = -2.027, P = 0.043), with chronic disease (t = -2.825, P = 0.005), negative life events (t = -5.340, P < 0.001), departments (F = 3.077, P = 0.006) and position (t = 2.322, P = 0.021) among nurses. Overall, the serial-multiple mediations of perceived organizational support and psychological capital in the relationship between occupational stress and insomnia were found to be statistically significant.

Conclusions

The prevalence of insomnia symptoms was comparatively high among Chinese nurses, and occupational stress had direct negative influence on it. Perceived organizational support and psychological capital acted as chained mediating factor could partially relieve insomnia symptoms related to occupational stress. Supportive working environment should be provided, and improving psychological capital levels to help nurses coping with insomnia symptoms.

Mediating Role of Psychological Capital in the Relationship Between Social Support and Self-Neglect Among Chinese Community-Dwelling Older Adults

Objectives

Self-neglect in older adults has become an important public health issue and is associated with negative health outcomes and increased morbidity and mortality. Social support has been recognized as a prominent predictor of self-neglect, but the underlying mechanism is unclear. This study aims to investigate and illustrate the associations among social support, psychological capital, and self-neglect.

Methods

This study used a cross-sectional convenience sampling design. A total of 511 older adults were recruited in Chinese communities. Spearman’s correlation coefficient and hierarchical multiple regression analysis were performed to assess the influencing factors of self-neglect. A structural equation model was applied to test the hypothesized mediation model.

Results

Social support and psychological capital were found to be negatively related to self-neglect. Social support and psychological capital explained 5.1 and 11.9% of the incremental variances of older adults’ self-neglect, respectively. Psychological capital acts as a mediator between social support and self-neglect.

Conclusion

Self-neglect among older adults is a rising problem in China. Social support and higher psychological capital could decrease the risk of self-neglect in older adults. It is crucial to improve social networks and facilitate psychological interventions to reduce such self-neglect.

Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement

Background

Turnover of medical staff is a vital issue in the global healthcare system. Previous evidence has confirmed the critical effect of distributive justice on turnover intention, but few studies have focused on the mediating mechanism behind this relationship or the medical staff. This study aimed to examine the mediating roles of organizational commitment and work engagement in the relationship between distributive justice and turnover intention of medical staff, and explore potential occupational differences.

Methods

Stratified random sampling was adopted to select qualified medical staff from each clinical department of a large general hospital in Shenzhen, China, at a physician-to-nurse ratio of 1:1.5. The medical staff were surveyed using the Distributive Justice Scale, the Organizational Commitment Scale, the Work Engagement Scale, and the Turnover Intention Scale from May to July 2020. Of the 500 medical staff sampled, 480 responded (response rate: 96.00%), and 457 were finally included for analysis (effective response rate: 95.21%). A mediation analysis was performed using Model 6 of the SPSS macro PROCESS program.

Results

There were significant positive correlations among distributive justice, organizational commitment, and work engagement and significant negative correlations among distributive justice, organizational commitment, work engagement, and turnover intention. Distributive justice directly and negatively affected the turnover intention of physicians and nurses, but there were occupational differences in the underlying mechanism between distributive justice and turnover intention. Distributive justice indirectly affected turnover intention among physicians mainly through the mediating effect of organizational commitment, and indirectly among nurses through three different pathways: the mediating effect of organizational commitment, the mediating effect of work engagement, and the chain mediating effect of organizational commitment and work engagement.

Conclusion

The relationship between distributive justice and turnover intention was found to be mediated by organizational commitment and work engagement among medical staff in Shenzhen, with variations between physicians and nurses. Thus, appropriately targeted interventions are needed for physicians and nurses to reduce turnover intention.

Impact of Psychological capital on Organizational citizenship behavior among nurses: Mediating effect of work engagement

AIMS

To examine relationships between psychological capital, work engagement and organizational citizenship behavior among nurses.

BACKGROUND

Psychological capital, work engagement and organizational citizenship behavior are all positive variables associated with work. Clarifying the relationship between the variables can help nursing managers implement tailored and effective intervention strategies to improve individual and organizational performance and quality of care. Design A quantitative cross-sectional study was designed.

METHODS

The study was carried out from June 2021 to September 2021 in Sichuan Province, China. A total of 606 nurses working at six tertiary hospitals were selected with convenience sampling. Participants were investigated using demographic, work-related information questionnaire, Psychological Capital questionnaire, Utrecht Work engagement scale and Organizational citizenship behavior questionnaire.

RESULTS

The scores of psychological capital, work engagement and organizational citizenship behavior were 102.56 ± 15.47, 67.96 ± 21.71 101.57 ± 11.57, respectively. The multiple linear regression model explained 7.3% of the total variance in organizational citizenship behavior related to demographic and work-related factors. There was a significant positive correlation between psychological capital, work engagement and nurses' organizational citizenship behavior. Additionally, structural equation modelling showed that work engagement mediated the relationship between psychological capital and organizational citizenship behavior with the partial mediating effect was 0.093. The final model explained 28% of organizational citizenship behavior.

CONCLUSION

Our results suggest that both psychological capital and work engagement are facilitators for organizational citizenship behavior in nurses. Managers can increase nurses' organizational citizenship behavior through developing psychological capital and improving the work engagement. Implications for Nursing Management This study indicates that both psychological capital and work engagement are protective factors of organizational citizenship behavior, which provide proof for optimizing human resources management from a positive psychology perspective. Our finding can help managers correctly understand the mechanism of the relationship among work engagement, psychological capital and organizational citizenship behavior, and adopt effective intervention strategies to promote nurses' organizational citizenship behavior.

Psychological Capital and Family Satisfaction among Employees: Do Occupational Stressors Moderate the Relationship?

The COVID-19 pandemic has created more occupational stressors, particularly work-family interface issues. The purpose of this study was to investigate the moderating role of occupational stressors in the relationship between a personal resource (psychological capital) and family satisfaction. A cross-sectional study was carried out with a sample of 787 employees (367 males, 420 females) from the Greater Bay Area of China between October and November 2020. Participants completed an online survey which included the Chinese version of the Psychological Capital Questionnaire, measures of occupational stressors from the Work Stress Management DIY Kit and a measure of family satisfaction. Latent moderated structural equation modeling revealed that family satisfaction was positively associated with psychological capital and negatively associated with occupational stressors. Furthermore, occupational stressors weakened the positive association between psychological capital and family satisfaction. These findings provided empirical evidence for the work-home resources model and may suggest that it would be beneficial to boost psychological capital and reduce occupational stressors of employees.

The Effect of Trait Mindfulness on Teachers' Emotional Exhaustion: The Chain Mediating Role of Psychological Capital and Job Engagement

Emotional exhaustion has become an important occupational health problem faced by teachers, and it has seriously affected their mental health. It is necessary to pay attention to the factors that affect emotional exhaustion. In this study, 815 frontline university faculty were selected as subjects to explore the relationship between trait mindfulness and emotional exhaustion and the role of psychological capital and work engagement in this relation, using the trait mindfulness, psychological capital, work engagement, and emotional exhaustion scales. It was found that trait mindfulness and emotional exhaustion are negatively correlated; the mediating role of psychological capital between trait mindfulness and emotional exhaustion is not significant; the mediating role of work engagement between trait mindfulness and emotional exhaustion is significant; the chain mediation effect of psychological capital and work engagement between trait mindfulness and emotional exhaustion are significant.

Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

Psychological Capital Mediates the Relationship Between Problematic Smartphone Use and Learning Burnout in Chinese Medical Undergraduates and Postgraduates: A Cross-Sectional Study

Learning burnout is a pressing issue among Chinese medical undergraduates and Postgraduates and has drawn continuous attention worldwide. Studies have found that problematic smartphone use could affect learning burnout, but more research is needed in this direction. Furthermore, few studies focused on the mediating effect of psychological capital on the relationship between problematic smartphone use and learning burnout. The present study was a cross-sectional survey that recruited 1,800 participants from a medical university in Chongqing, China. A questionnaire based on the Mobile Phone Addiction Tendency Scale, Psychological Capital Questionnaire, Learning Burnout Scale, and demographic variables were administered to these students, and 1,475 provided valid responses (81.94%). 771 were undergraduates (52.3%) and 704 were postgraduates (47.7%). Hierarchical regression and the bootstrap method were used to examine the mediating effect of psychological capital. After controlling for demographic variables, problematic smartphone use positively predicted learning burnout in undergraduates (β = 0.328, p < 0.01) and in postgraduates (β = 0.342, p < 0.01). The partial mediating effect of psychological capital was 0.068 in undergraduates and 0.074 in postgraduates, accounting for 20.67 and 21.64%, respectively, of the total effect of problematic smartphone use on learning burnout. All the 95% confidence intervals (CI) did not contain 0. Problematic smartphone use can directly predict learning burnout and their relationship was mediated by psychological capital in Chinese medical undergraduates and postgraduates. Strategies to alleviating problematic smartphone use and enhance psychological capital in medical undergraduates and postgraduates may provide useful suggestions for future interventions on dealing with learning burnout in Chinese medical undergraduates and postgraduates.

[Work commitment of middle-line managers in health-care: Manageable organizational factors]

Middle-line managers are a key element in the management of health-care organizations. Reinforcing their commitment to their job could contribute to improving the health outcomes of the population they serve.

OBJECTIVE

Analyzing the work commitment of middle-line managers to the health-care organizations they work for, as well as their profile and perception of the main manageable organizational factors involved.

METHODOLOGY

Descriptive multicenter study based on a questionnaire about work commitment and 20 associated manageable factors, analyzing 60 variables (scale 1-10). The theoretical framework on which it was based was adapted from the model of demands and resources, along with 2organizational commitment questionnaires. It was distributed among the professionals of 23 non-profit health-care organizations belonging to the Health and Social Care Consortium of Catalonia, in the period 2015-2019.

RESULTS

A number of 2,060 surveys were obtained; 60% were answered by women; 69% declared an antiquity of more than 10 years. Cronbach's alpha coefficient was 0.974. The overall indicator of work commitment received 7.94 points. Overall, job resources received higher scores than demands (7.39 versus 6.69 points). The 3highest-scoring manageable organizational factors were demand, equality policies with 8.27 points, and 2resources: professional autonomy (7.81 points) and job stability (7.79 points). The 3lowest scoring factors were 3demands: Remuneration (5.52 points), time and personnel resources (5.74 points) and social benefits (6.10 points). Seventy-one percent of middle-line managers' work commitment to their institution was explained by 4manageable factors: Trust and coherence, professional autonomy, institutional image, and training and development.

CONCLUSIONS

The middle-line managers showed a high level of work commitment to their institutions. The main predictor of this commitment was the perception of trust in the institution and coherence in the management of the centers.