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Adikoeswanto D, Nurjanah S, Mukhtar S, Eliyana A, Pratama AS, Anggraini RD, Mohd Kamil NL. Fostering voice behavior in correctional institutions: Investigating the role of organizational support and proactive personality. PLoS One 2024; 19:e0303768. [PMID: 38758761 PMCID: PMC11101043 DOI: 10.1371/journal.pone.0303768] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/26/2023] [Accepted: 04/30/2024] [Indexed: 05/19/2024] Open
Abstract
This research delves into the intricate interplay between perceived organizational support, proactive personality, and voice behavior. Furthermore, it establishes the pivotal role of work engagement as a mediating factor within the articulated research model. The study engaged 287 healthcare professionals within correctional institutions and detention centers in Indonesia, employing a dual-phase questionnaire distribution to capture the dynamic aspects of the participants' experiences. Utilizing the statistical technique of Partial Least Square-Structural Equation Modeling with the SmartPLS 4 program as an analysis tool, the collected data underwent comprehensive analysis. The outcomes reveal that proactive personality significantly influences voice behavior both directly and indirectly through its impact on work engagement. Conversely, perceived organizational support directly influences work engagement but does not exhibit a direct impact on voice behavior. These findings underscore the significance of proactive personality in fostering a conducive environment for constructive organizational change from a grassroots perspective. The study suggests that organizations prioritize the cultivation of proactive personality traits to stimulate voice behavior, thereby facilitating ongoing improvements and sustainable organizational progress.
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Affiliation(s)
- Dodot Adikoeswanto
- Postgraduate School, Universitas Negeri Jakarta, East Jakarta, Indonesia
- Directorate General of Corrections, Ministry of Law and Human Rights of the Republic of Indonesia, Central Jakarta, Indonesia
| | - Siti Nurjanah
- Postgraduate School, Universitas Negeri Jakarta, East Jakarta, Indonesia
| | - Saparuddin Mukhtar
- Postgraduate School, Universitas Negeri Jakarta, East Jakarta, Indonesia
| | - Anis Eliyana
- Department of Management, Universitas Airlangga, Surabaya, Indonesia
| | - Andika Setia Pratama
- Department of Management, Universitas Airlangga, Surabaya, Indonesia
- Department of Research and Publication, PT Usaha Mulia Digital Indonesia, South Jakarta, Indonesia
| | | | - Nurul Liyana Mohd Kamil
- Department of Political Sciences, Public Administration and Development Studies, Universiti Malaya, Kuala Lumpur, Malaysia
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Hermanto YB, Srimulyani VA, Pitoyo DJ. The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior. Heliyon 2024; 10:e27664. [PMID: 38509945 PMCID: PMC10950668 DOI: 10.1016/j.heliyon.2024.e27664] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2023] [Revised: 02/09/2024] [Accepted: 03/05/2024] [Indexed: 03/22/2024] Open
Abstract
In this modern era, schools require Organizational Citizenship Behavior (OCB) of organization members as one of the determining elements for the smooth process of achieving school goals. Leadership can transform an organization's entire potential as a learning community towards better organizational change, which is needed to increase OCB. This article aims to analyze the direct and indirect relationship between transformational leadership (TL) and OCB with quality of work-life (QWL) and organizational commitment (OC) as mediators. Another aim is to analyze the role of QWL as a mediator of the relationship between TL and OC. The research sample was 165 permanent teachers from several high schools in Madiun City. Research data was collected through questionnaires, and Structural Equation Modeling (SEM) was used for data analysis. The data analysis results prove a significant direct relationship between TL, QWL, and OC with OCB in a positive direction. The results of testing the role of mediating variables contribute to the novelty of this research, namely: 1) QWL partially mediates the relationship between TL and OC, as well as the relationship between TL and OCB; 2) OC partially mediates the relationship between TL and OCB. The analysis results indicate that increasing teacher OCB can be done effectively through increasing transformational leadership practices, programs to improve the quality of work-life, and increasing teacher organizational commitment.
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Affiliation(s)
| | | | - Didik Joko Pitoyo
- Faculty of Bussiness, Widya Mandala Surabaya Catholic University, Surabaya, East Java, Indonesia
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3
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Khaing NEE, Quah C, Png GK, Wong J, Tee A, Oh HC. Association between proximity to COVID-19 and the quality of life of healthcare workers. PLoS One 2023; 18:e0283424. [PMID: 36952485 PMCID: PMC10035903 DOI: 10.1371/journal.pone.0283424] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Accepted: 03/08/2023] [Indexed: 03/25/2023] Open
Abstract
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.
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Affiliation(s)
- Nang Ei Ei Khaing
- Health Services Research, Changi General Hospital, Singapore, Singapore
- * E-mail:
| | - Claire Quah
- General Medicine, Changi General Hospital, Singapore, Singapore
| | - Gek Kheng Png
- Nursing, Changi General Hospital, Singapore, Singapore
| | - Joanna Wong
- Allied Health, Changi General Hospital, Singapore, Singapore
| | - Augustine Tee
- Respiratory & Critical Care Medicine, Changi General Hospital, Singapore, Singapore
| | - Hong Choon Oh
- Health Services Research, Changi General Hospital, Singapore, Singapore
- Centre for Population Health Research and Implementation, SingHealth Office of Regional Health, Singapore, Singapore
- Health Services and Systems Research, Duke-NUS Medical School, Singapore, Singapore
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Szőts-Kováts K, Kiss C. How job crafting is related to the individual readiness to organizational change. Heliyon 2023; 9:e15025. [PMID: 37095951 PMCID: PMC10121898 DOI: 10.1016/j.heliyon.2023.e15025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Revised: 03/23/2023] [Accepted: 03/24/2023] [Indexed: 04/03/2023] Open
Abstract
This article aims to examine the relationship between job crafting activities and employees' readiness to change. Confirmatory factor analysis and hierarchical regression analysis were conducted on a representative sample of 500 employees. Sampling was carried out in a European country in a period strongly affected by COVID-19 to isolate the five dimensions of job crafting and their separate effects on employees' readiness to change. The findings show that the five dimensions of job crafting can be distinguished from each other and that they have differential effects on employees' readiness to change. Extending task crafting shows a positive relationship with employees' readiness to change while reducing task crafting showed no significant relationship. Surprisingly extending and reducing relationship crafting showed no significant relationship with readiness to change. Cognitive crafting was found to be significantly positively related to the dependent variable. This research contributes to the development of job crafting theory by providing empirical support that job crafting can be associated with readiness to change but that this relationship may vary across its dimensions. The results may also provide important conclusions for change leaders and HR professionals.
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Simon AC, Aranyi G, Faragó K, Pachner OC, Kiss OE. The impact of time spent working from home on affective commitment in the workplace: The mediating role of social relationships and collective aims. Front Psychol 2023; 13:1002818. [PMID: 36710827 PMCID: PMC9880430 DOI: 10.3389/fpsyg.2022.1002818] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2022] [Accepted: 12/16/2022] [Indexed: 01/15/2023] Open
Abstract
Introduction Working from home has become increasingly prevalent due to the COVID-19 pandemic, creating new challenges for organizations and employees. According to the latent deprivation model proposed by Jahoda, work provides latent benefits alongside its material rewards, and losing such benefits leads to a decline in well-being. Organizational affective commitment, or affective commitment within the organization, is a prominent concept in organizational psychology that is linked to lower workforce fluctuation and increased work performance. The present research examined the impact of time spent working from home on affective commitment by examining Jahoda's "latent functions," including social contact and collective purpose, representing an innovative application of the latent deprivation model in the context of home office. Methods Using an online questionnaire, we collected data from 456 participants (239 female and 217 male) who had been employed for at least 2 years and who had spent a proportion of their time working from home in March and April 2021. The data were analyzed using a path model, in which the potential adverse effect of time spent in home office on affective commitment to the workplace was mitigated by latent functions. Results Specifically, we found that more time spent in home office was associated with a decrease in social contact, the impact of which on affective commitment was mediated through the perception of collective purpose. Discussion Our findings emphasize the role of the latent benefits of work experienced by employees even when working from home, and the role of those benefits in supporting employees' commitment to the workplace. We argue that a deeper understanding of such factors is vital, as working from home is expected to remain widespread even after the pandemic.
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Affiliation(s)
- Adél Csenge Simon
- Doctoral School of Psychology, Eötvös Loránd University, Budapest, Hungary,Institute of Psychology, ELTE Eötvös Loránd University, Budapest, Hungary,*Correspondence: Adél Csenge Simon,
| | - Gabor Aranyi
- ELTE Faculty of Education and Psychology, Institute of Education and Psychology at Szombathely, Szombathely, Hungary
| | - Klára Faragó
- Department of Organisational and Leadership Psychology, ELTE Faculty of Education and Psychology, Budapest, Hungary
| | - Orsolya Csilla Pachner
- ELTE Faculty of Education and Psychology, Institute of Education and Psychology at Szombathely, Szombathely, Hungary
| | - Orhidea Edith Kiss
- Department of Organisational and Leadership Psychology, ELTE Faculty of Education and Psychology, Budapest, Hungary
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Heib S, Hildebrand J, Kortsch T. Energy saving behavior in university organizations: The value of norm constructions in a "rational choice" action model. Front Psychol 2023; 14:1082061. [PMID: 36895733 PMCID: PMC9989172 DOI: 10.3389/fpsyg.2023.1082061] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2022] [Accepted: 02/06/2023] [Indexed: 02/23/2023] Open
Abstract
Introduction In times of rising energy prices and increasing importance of climate change, saving energy becomes even more important. Universities are large public institutions with significant energy-saving potential. This study investigated the energy-saving behavior of students and employees at a German university. In contrast to previous studies, which often focused on individual buildings, this study took a comprehensive approach and addressed all university members (employees and students). A extended model of the Theory of Planned Behavior (TPB) served as the theoretical basis. Considering the specific organizational context, the main question of the study was to explore the interlinkages between the intention to save energy, corresponding consumption behavior, and the effects of injunctive and descriptive social norms within the social system of the organization. Furthermore, the impact of "not energy related" factors like the identification with the organization was tested. Methods As methodological approach a university-wide quantitative online survey was conducted. For the survey, a standardized questionnaire containing several scales on energy consumption behavior and TBP-constructs was used. All in all, data from a total of 1,714 members of the university participating in the study was analyzed. Results Structural equation modeling showed that the extended TPB model yields a satisfactory amount of explained variance (approximately 40%) for intention and a moderate amount (approximately 20%) for behavior. The strongest predictors are personal norm and behavioral control. The organizational influence factor identification was also significant for intention, but only to a small extent. Discussion The results extend the understanding of the TPB in the context of energy conservation in universities and emphasize that the sense of behavioral control and the personal norm must always be considered when intervening in this context to promote energy conservation and thus provide valuable hints for practical measures.
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Affiliation(s)
- Sascha Heib
- Department of Environmental Psychology, Institute for Future Energy and Material Flow Systems (IZES gGmbH), Saarbrücken, Germany
| | - Jan Hildebrand
- Department of Environmental Psychology, Institute for Future Energy and Material Flow Systems (IZES gGmbH), Saarbrücken, Germany
| | - Timo Kortsch
- Department of Health and Social Work, IU International University of Applied Sciences, Erfurt, Germany
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Hsieh CC, Chien WC, Yen HC, Li HC. "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. Front Psychol 2022; 13:1067054. [PMID: 36643700 PMCID: PMC9835679 DOI: 10.3389/fpsyg.2022.1067054] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/11/2022] [Accepted: 12/07/2022] [Indexed: 12/30/2022] Open
Abstract
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.
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Affiliation(s)
- Chuan-Chung Hsieh
- Department of Education and Learning Technology, National Tsing Hua University, Hsinchu City, Taiwan
| | - Wei-Cheng Chien
- Department of Education and Learning Technology, National Tsing Hua University, Hsinchu City, Taiwan
- Research Center for Educational System and Policy, National Academy for Educational Research, New Taipei City, Taiwan
- Department of Graphics Arts and Communtions, National Taiwan Normal University, Taipei City, Taiwan
- Department of Nursing, School of Nursing, National Taipei University of Nursing and Health Sciences, Taipei City, Taiwan
| | | | - Hui-Chieh Li
- Center for Teacher Education, National Tsing Hua University, Hsinchu City, Taiwan
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8
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Tánczos Z, Zala BB, Szakály Z, Tóth L, Bognár J. Home Office, Health Behavior and Workplace Health Promotion of Employees in the Telecommunications Sector during the Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11424. [PMID: 36141698 PMCID: PMC9517243 DOI: 10.3390/ijerph191811424] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/18/2022] [Revised: 09/03/2022] [Accepted: 09/06/2022] [Indexed: 06/16/2023]
Abstract
Our study aims to present the perception and experiences of employees at a large multinational telecommunications company in Hungary working in home offices, as well as their health behavior and the workplace health promotion during the SARS-CoV-2 COVID-19 outbreak. The sample consisted of the full sample of highly skilled employees at a large telecommunication multinational company (N = 46). Throughout the analysis, tests for homogeneity of variance were followed by a MANOVA test to compare the groups' means by gender, age, and job classification. The results clearly show that in the short term, workers' mental health did not deteriorate, they do not argue or fight more with their partners and are no more depressed or irritable than before. Workers are less likely to think of ways to be more effective at work than in a home office. Similarly, they do not think that employers have more expectations than before the pandemic. Our research shows the assumption about home workers being less efficient or less diligent in their daily work to be false. A supportive and flexible employer approach to health-conscious employees will be an essential aspect in the future.
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Affiliation(s)
- Zoltán Tánczos
- Department of Recreation, Hungarian University of Sports Science, H-1123 Budapest, Hungary
| | - Borbála Bernadett Zala
- Doctoral School of Sports Sciences, Hungarian University of Sports Science, H-1123 Budapest, Hungary
| | - Zsolt Szakály
- Faculty of Health and Sports Sciences, Széchenyi István University, H-9026 Győr, Hungary
| | - László Tóth
- Department of Psychology and Sport Psychology, Hungarian University of Sports Science, H-1123 Budapest, Hungary
| | - József Bognár
- Institute of Sport Science, Eszterházy Károly Catholic University, H-3300 Eger, Hungary
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9
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Hossin MA, Chen L, Hosain MS, Asante IO. Does COVID-19 Fear Induce Employee Innovation Performance Deficiency? Examining the Mediating Role of Psychological Stress and Moderating Role of Organizational Career Support. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph191610422. [PMID: 36012056 PMCID: PMC9407891 DOI: 10.3390/ijerph191610422] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/20/2022] [Revised: 08/17/2022] [Accepted: 08/18/2022] [Indexed: 05/07/2023]
Abstract
With the immense, short/long-term, and multidirectional effects of the coronavirus disease (COVID-19) pandemic on work performance, industry activities, and the national/global economy, it has adversely affected employees' psychological well-being due to its elevated stress and anxiety that have substantially affected employee innovation performance (deficiency) (EIP(D)). The goal of this empirical paper is to identify how COVID-19 induces EIPD by examining the mediating role of psychological stress (PS) on the relationship between fear of infection with COVID-19 (FIC) and EIPD based on affective events theory (AET) and the moderating effect of organizational career support (OCS) on the relationship between PS and EIPD. Based on 865 survey responses provided by mid-level managers from Chinese manufacturing firms and the covariance-based structural equation modeling (SEM) technique using AMOS 25, we identified that FIC has a positive relationship with EIPD while PS can fully mediate the link between FIC and EIPD and OCS weakens the positive relationship between PS and EIPD (that is, in the presence of OCS, EIPD decreases despite the presence of PS among the employees). The findings of our empirical study will theoretically and practically contribute to the pandemic-related existing literature by providing an in-depth understanding of these variables. Furthermore, policymakers can also benefit by boosting their EIP from the outcomes revealed and suggestions provided.
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Affiliation(s)
- Md Altab Hossin
- School of Innovation and Entrepreneurship, Chengdu University, No. 2025, Chengluo Avenue, Chengdu 610106, China
- Correspondence: or
| | - Lie Chen
- School of Innovation and Entrepreneurship, Chengdu University, No. 2025, Chengluo Avenue, Chengdu 610106, China
| | | | - Isaac Owusu Asante
- School of Economics and Management, Southwest Jiaotong University, No. 111, Section 1, North Second Ring Road, Chengdu 610031, China
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Yılmaz Y, Üngüren E, Tekin ÖA, Kaçmaz YY. Living with Infection Risk and Job Insecurity during COVID-19: The Relationship of Organizational Support, Organizational Commitment, and Turnover Intention. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19148516. [PMID: 35886371 PMCID: PMC9316448 DOI: 10.3390/ijerph19148516] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/12/2022] [Revised: 07/05/2022] [Accepted: 07/10/2022] [Indexed: 12/13/2022]
Abstract
The COVID-19 outbreak caused a stressful process for hospitality employees in terms of both being infected and experiencing the risk of losing their jobs. Stressful working conditions increase employees’ turnover intentions (TI). This study aims to analyze the relationship among perceived organizational support (POS), organizational commitment (OC), and turnover intention (TI) within the context of employees’ infection status and perceived job insecurity (JI). In this context, the study tests a moderated mediation research model. Having adopted a quantitative research method, data were acquired from 490 respondents who work at five-star accommodation companies in Alanya, Turkey. Findings show that the impact of POS on OC and IT differ according to employees’ infection status during the COVID-19 outbreak and their perceived JI. The findings of the study reveal empirical results in understanding employee attitudes toward companies alongside perceived job insecurity for those who are infected as well as for those who are not. Moreover, the study presents theoretical and practical contributions to reduce the negative impact of job insecurity and risk of infection on turnover intentions, which have been considered to be main sources of stress throughout the pandemic.
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Affiliation(s)
- Yusuf Yılmaz
- Department of Recreation Management, Faculty of Tourism, Akdeniz University, Antalya 07070, Turkey
- Correspondence:
| | - Engin Üngüren
- Department of Business Management, Faculty of Economics, Administrative and Social Sciences, Alanya Alaaddin Keykubat University, Antalya 07450, Turkey;
| | - Ömer Akgün Tekin
- Department of Gastronomy and Culinary Arts, Manavgat Faculty of Tourism, Akdeniz University, Antalya 07600, Turkey;
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Wei C, Ma Y, Ye JH, Nong L. First-Year College Students' Mental Health in the Post-COVID-19 Era in Guangxi, China: A Study Demands-Resources Model Perspective. Front Public Health 2022; 10:906788. [PMID: 35769778 PMCID: PMC9234168 DOI: 10.3389/fpubh.2022.906788] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Accepted: 05/10/2022] [Indexed: 12/18/2022] Open
Abstract
The post-COVID-19 era means that the COVID-19 is basically under control; however, the risk of the pandemic still affects people's work, study, and life, physically and psychologically. In this era, due to the more challenges first-year college students face, more attention should be paid to their mental health. An emerging study demands-resources (SD-R) model can explain the influencing mechanism of college students' mental health. This model suggests that study demands increase the risk of student burnout, which results in mental health problems; meanwhile, study resources reduce student burnout and increase student engagement, thus improving mental health. Based on the SD-R model, this study explores the impacts of time pressure, emotional exhaustion, perceived social support, and student engagement on mental health and provides adequate measures to reduce the risk of mental health problems among first-year students. Time pressure, perceived social support, emotional exhaustion, student engagement, and mental health scales were used to investigate 537 first-year students at three universities in Guangxi, China, of whom 290 (54%) were female, and 247 (46%) were male, and the average age was 18.97 ± 1.01. Results indicated that: (1) Moderate scores on time pressure and emotional exhaustion and slightly-above-the-median scores on perceived social support, student engagement, and mental health were found among first-year students in the post-COVID-19 era. (2) Time pressure had a positive relationship with emotional exhaustion and a negative relationship with mental health. (3) Perceived social support was negatively correlated with emotional exhaustion but positively correlated with student engagement, and thus improved mental health. Results of this study with a sample of first-year college students in China support the hypotheses based on the SD-R model. These findings suggest that increasing perceived social support and student engagement while decreasing time pressure and emotional exhaustion may promote mental health among first-year college students.
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Affiliation(s)
- Changwu Wei
- College of Education and Music, Hezhou University, Hezhou, China
- Dhurakij Pundit University, Bangkok, Thailand
| | - Yan Ma
- School of Foreign Studies, Hezhou University, Hezhou, China
| | - Jian-Hong Ye
- Faculty of Education, Beijing Normal University, Beijing, China
| | - Liying Nong
- College of Education and Music, Hezhou University, Hezhou, China
- Dhurakij Pundit University, Bangkok, Thailand
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12
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Impact of COVID-19 Pandemic on Hotel Employees in the Greater Accra Region of Ghana. SUSTAINABILITY 2022. [DOI: 10.3390/su14052509] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
This study examines the effect of the COVID-19 pandemic on hotel employees in the Greater Accra Region of Ghana using the conservation of resource and human relations theories to ascertain the level of impact. Data was collected from 511 hotel employees from 58 hotels using questionnaires. The employees were randomly sampled. Stepwise Regression in Statistical Package for Social Sciences version 16 model was used to run the analysis. Nine independent variables were included in a stepwise regression model. Six came out as significant and explained 51.6% of the variation in the percentage of their salary that staff received during the current COVID-19 pandemic. The remaining 48.4% was explained by other factors such as the years of service and whether the facility shut down during the lockdown. It was further identified that about 80% of the respondents had their salaries reduced, and that work schedules and working hours were altered, particularly during the lockdown and closure of the country’s borders. It is recommended that hotels should network, be more customer-oriented, be health- and safety-focused, frequently update their communication channels, and make digitalisation and human resource development a priority as measures to help the industry in its recovery process.
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Pu B, Sang W, Yang J, Ji S, Tang Z. The Effect of Entrepreneurial Leadership on Employees’ Tacit Knowledge Sharing in Start-Ups: A Moderated Mediation Model. Psychol Res Behav Manag 2022; 15:137-149. [PMID: 35058720 PMCID: PMC8765602 DOI: 10.2147/prbm.s347523] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/08/2021] [Accepted: 01/02/2022] [Indexed: 12/04/2022] Open
Abstract
Background This study explores the causal relationship between entrepreneurial leadership and employees’ tacit knowledge sharing in start-ups. Construct a moderated mediation model to test the mediating role of affective commitment and the moderating role of career growth opportunities. Methods A questionnaire was used to collect data, and 485 samples of employees in Chinese start-ups were collected. Regression analysis and structural equation model were used to analyze data and verify hypotheses. Results The study shows that entrepreneurial leadership has a significant positive effect on employees’ affective commitment and tacit knowledge sharing. Affective commitment plays a mediating effect between entrepreneurial leadership and employees’ tacit knowledge sharing. Career growth opportunities play a positive moderating role in the impact of entrepreneurial leadership on affective commitment and tacit knowledge sharing, and positively moderate the indirect effect of entrepreneurial leadership on tacit knowledge sharing through affective commitment. Conclusion The research illustrates that the managers of start-ups can improve employees’ affective commitment by giving full play to entrepreneurial leadership and combining the career growth opportunities provided by the organization. Employees’ tacit knowledge sharing behavior is stimulated, providing guiding value for knowledge management and the human resource management of start-ups.
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Affiliation(s)
- Bo Pu
- School of Public Affairs and Administration, University of Electronic Science and Technology of China, Chengdu, 611731, People’s Republic of China
- School of Business and Tourism, Sichuan Agricultural University, Chengdu, 611830, People’s Republic of China
- Correspondence: Bo Pu; Wenyuan Sang Email ;
| | - Wenyuan Sang
- School of Business and Tourism, Sichuan Agricultural University, Chengdu, 611830, People’s Republic of China
| | - Juan Yang
- School of Economics and Management, Southwest Jiaotong University, Chengdu, 610031, People’s Republic of China
| | - Siyu Ji
- School of Business and Tourism, Sichuan Agricultural University, Chengdu, 611830, People’s Republic of China
| | - Zhiwei Tang
- School of Public Affairs and Administration, University of Electronic Science and Technology of China, Chengdu, 611731, People’s Republic of China
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Impact of Diversity Management on Employees’ Engagement: The Role of Organizational Trust and Job Insecurity. SUSTAINABILITY 2021. [DOI: 10.3390/su14010420] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The frequent world changes raised by globalization, new technology development, and the increase in migration movements have generated an immensely diversified workforce. To face these challenges, managers started to seek the best strategies to effectively run this mixed environment and implement the leading diversity management policies for human resource management sustainability, which is also considered as very constructive in boosting employees’ performance, motivation, satisfaction, as well as their work engagement. Consistently, this paper examines the impact of service companies’ diversity management systems on employees’ engagement and the moderating role of organizational trust and job insecurity in that relationship. As we opted for a quantitative study, we managed a survey based on a questionnaire dedicated to 580 employees working in Hungarian companies, specializing in Marketing, Management consulting, IT, and logistics services, to effectively assess the hypothesis concluded from the literature review. With the use of structural equation modeling (SEM) as a data analysis tool, our findings reveal that diversity management has a positive significant effect on Employees’ engagement and that organizational trust and job insecurity truly and significantly mediate that association. Along with social exchange theory, our research contributes to affirming that by implementing proper diversity management practices and by ensuring a trustworthy environment and outstanding work conditions, managers are constructively able to assist their employees, raise their involvement, and minimize the level of job insecurities.
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