The Intervening Effects of Perceived Organizational Support on COVID-19 Pandemic Stress, Job Burnout and Occupational Turnover Intentions of Collegiate Sport Athlete-Facing Professionals

Navigating the new normal: How workplace isolation impacted teleworkers' psychological well-being in Covid-19? The roles of perceived organizational support and job insecurity

BACKGROUND

During the Covid-19 period, academics have given great importance to the concept of teleworking. However, despite this interest, empirical studies investigating the effect of workplace isolation on employees' behavior during Covid-19 are limited.

OBJECTIVE

This study aims to investigate the relationship between workplace isolation and psychological well-being in light of the mediating role of perceived organizational support and the moderating role of job insecurity.

METHODS

Within the scope of the research, teleworkers in accordance with the isolation rules was used as a criterion for the selection of the participants. In this vein, data collected from 382 respondents were investigated using structural equation modelling analysis.

RESULTS

The results indicate that (1) workplace isolation positively relate to perceived organizational support and negatively related to psychological well-being, (2) perceived organizational support positively relate to psychological wellbeing, (3) perceived organizational support mediates the relationship between workplace isolation and psychological well-being, and (4) job insecurity moderates the relationship between perceived organizational support and psychological well-being.

CONCLUSIONS

It is imperative to understand telework employees' psychological and emotional processes, which have gained speed in the last year, in adapting to the new order. This study is critical in understanding the psychological processes of teleworkers.

The impact of role conflict on turnover intention among faculty members: A moderated mediation model of emotional exhaustion and workplace relational conflict

This study examines the impact of emotional exhaustion on faculty role conflict as a source of stress that leads to turnover intention, which is considered to be an undesirable organizational behavior. Drawing on conservation of resources and job-demand theories, the study investigates the moderating effect of workplace relational conflict on the relationships between role conflict among faculty members and both emotional exhaustion and turnover intention. Cross-sectional survey data were collected from 321 faculty members employed in 58 Saudi universities and institutions of higher education. Structural equation modeling revealed that emotional exhaustion mediates the significant positive relationship between faculty members' role conflict and their turnover intention and that these mediating effects are enhanced by the moderating effect of workplace relational conflict on the significant positive relationship between emotional exhaustion and turnover intention. Unexpectedly, the moderating effect of workplace relational conflict on the relationship between role conflict and emotional exhaustion was not supported by the results. The study concludes by highlighting several theoretical and practical implications and providing suggestions for future research.