Perceived organizational support and work status: a comparison of the employment relationships of part-time and full-time employees attending university classes

2003 ◽  
Vol 24 (5) ◽  
pp. 649-666 ◽  
Author(s):  
Anika Gakovic ◽  
Lois E. Tetrick
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Work Status ◽  
Full Time ◽  
Employment Relationships ◽  
Part Time

Nurses’ work patterns: perceived organizational support and psychological contracts

2011 ◽  
Vol 16 (6) ◽  
pp. 518-532 ◽  
Author(s):  
Claire Mallette
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Career Commitment ◽  
Psychological Contracts ◽  
Full Time ◽  
Work Patterns ◽  
Employment Relationships ◽  
Part Time

With unfolding human resource challenges in health care, little is known of the impact of changing work patterns and employment relationships on the organization and the nursing profession. Social Exchange Theory (perceived organizational support (POS) and psychological contracts) was used to gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes. The sample consisted of 650 randomly selected nurses employed in full-time, part-time, and casual positions across healthcare settings in Ontario, Canada. A cross-sectional survey design explored demographics, volition, POS, psychological contract, job satisfaction, career commitment, and job and career withdrawal. Work patterns and employment relationships are complex and cannot be examined in isolation of other variables such as volition and work congruence. Full-time nurses were found to have more of a relational psychological contract than part-time or casual nurses. The hypothesis was supported that the psychological contract has a direct effect on nurses’ job satisfaction, job withdrawal, career commitment, and career withdrawal. Nurses want to work different work patterns depending on their age and work-life demands. The importance of fostering strong employment relationships and relational psychological contracts to address such issues as an ageing workforce, nursing shortages, and economic demands is highlighted.

scholarly journals Maternity Leave Duration and Full-time/Part-time Work Status Are Associated with US Mothers’ Ability to Meet Breastfeeding Intentions

2014 ◽  
Vol 30 (4) ◽  
pp. 416-419 ◽  
Author(s):  
Kelsey R. Mirkovic ◽  
Cria G. Perrine ◽  
Kelley S. Scanlon ◽  
Laurence M. Grummer-Strawn
Keyword(s):  
Maternity Leave ◽  
Work Status ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
Time Part ◽  
Part Time Work

Maternity Leave And Women's Mental Health

1995 ◽  
Vol 19 (2) ◽  
pp. 257-285 ◽  
Author(s):  
Janet Shibley Hyde ◽  
Marjorie H. Klein ◽  
Marilyn J. Essex ◽  
Roseanne Clark
Keyword(s):  
Mental Health ◽  
Maternity Leave ◽  
Parental Leave ◽  
Longitudinal Design ◽  
Policy Issue ◽  
Health Study ◽  
Work Status ◽  
Full Time ◽  
Regression Analyses ◽  
Part Time

The Wisconsin Maternity Leave and Health Study addresses an important policy issue, parental leave, by investigating the work status, maternity leave, and mental health of 570 women. In the longitudinal design, the women, all of whom were living with a husband or partner, were interviewed during the fifth month of pregnancy, 1 month postpartum, and 4 months postpartum. At 4 months postpartum, full-time workers, part-time workers, and homemakers did not differ in depression or anger, but full-time workers showed elevated anxiety compared with the other two groups. In multiple regression analyses, length of leave interacted significantly with marital concerns when predicting depression; women who took a short leave (6 weeks or less) and were high on marital concerns had the highest depression scores. Short maternity leave can be conceptualized as a risk factor that, when combined with other risk factors such as marital concerns, places women at greater risk for depression.

The effect of servant leadership on turnover intentions: mediating effects of perceived organizational support, job satisfaction and job embeddedness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Full Time ◽  
Mediating Effects ◽  
Content Type

Purpose The purpose of this study is to provide a theoretical foundation for the effects of servant leadership and to examine the mediating effects of perceived organizational support, job satisfaction and job embeddedness on employees turnover intentions. Design/methodology/approach Data is gathered from the responses of 115 full-time employees from a number of organizations in a metropolitan area in the southeastern United States to a questionnaire survey. Findings Servant leadership is a significant predictor of POS, job embeddedness and job satisfaction. Support is found for the mediating effect of POS and job embeddedness on the servant leadership-turnover intentions relationship. Practical implications Organizations can put steps into place to decrease turnover intentions through increasing links between individuals within the workplace and community, increasing potential sacrifices and adopting a servant leadership style of management. Originality/value This paper has an original approach as it examines the mechanisms through which servant leadership affects turnover intentions.

scholarly journals Police Officers’ Best Friend?: An Exploratory Analysis of the Effect of Service Dogs on Perceived Organizational Support in Policing

2021 ◽  
pp. 0032258X2110447
Author(s):  
Kenneth M Quick ◽  
Eric L Piza
Keyword(s):  
Mental Health ◽  
Police Officer ◽  
Organizational Support ◽  
Police Officers ◽  
Perceived Organizational Support ◽  
Future Research ◽  
Full Time ◽  
Police Departments ◽  
Service Dogs ◽  
Service Dog

This study explored the effectiveness of a novel technique for police departments to support their officers and promote wellness: the use of service dogs. We evaluated officer perceptions in two mid-sized, municipal police departments that have wellness programs with a service dog that is permanently assigned to a full-time police officer handler: Groton and Naugatuck, Connecticut. We assessed six factors believed to influence police officer wellness including: operational and organizational stress using the Police Stress Questionnaire; topical stressors including those related to the COVID-19 pandemic, police use of force and community relations, and police reform efforts; Perceived Organizational Support (POS); receptivity to service dogs; and willingness to seek assistance for mental health issues. We found evidence that exposure to service dogs is significantly linked to both POS and receptivity to service dogs in policing. We also found that officer willingness to seek their department’s assistance regarding mental health approaches significance with greater exposure to the service dog ( p = .07). Although we found no significant evidence that exposure to service dogs is linked to stress reduction, we found that police reforms pose a substantial perceived stress on officers in the study. This finding presents a serious challenge for reformers that risks undermining officer wellness. Implications of our findings and recommendations for future research are discussed.

An assessment of grower perceptions and factors influencing adoption of IPM in commercial cranberry production

2007 ◽  
Vol 22 (2) ◽  
pp. 134-144 ◽  
Author(s):  
G. Blake ◽  
H.A. Sandler ◽  
W. Coli ◽  
D.M. Pober ◽  
C. Coggins
Keyword(s):  
Response Rate ◽  
Common Factor ◽  
Economic Benefits ◽  
Demographic Variables ◽  
Environmental Benefits ◽  
Farm Size ◽  
Work Status ◽  
Full Time ◽  
Part Time ◽  
Research And Education

AbstractA survey was developed and distributed to the Massachusetts cranberry grower community in 1999 to identify biological, educational, social and political barriers to the adoption of available integrated pest management (IPM) practices. The response rate for the 450 growers who received the survey was 54%. Approximately 80% of respondents claimed to practice IPM frequently and 16% identified themselves as occasional practitioners. Most growers practiced IPM because they agreed with IPM philosophy (80%) and believed it had environmental benefits (73%). Ninety-two percent agreed that more IPM-related research and education programs would encourage them to adopt practices they are not currently using. A significant percentage of respondents used multiple IPM component practices, with practices involving monitoring and detection of pests along with judicious use of pesticides being most common. Factor analysis was used to condense 104 potential responses to 22 factors, which were then used as predictors with six demographic variables (IPM adoption, education level, age, experience, farm size and work status). Demographic factors influenced a grower's tendency to incorporate IPM into routine farm activities. Full-time, highly experienced growers in charge of large operations tended frequently to use more IPM practices than less experienced growers who worked part-time and managed smaller farms. A large proportion of respondents agreed that IPM can reduce pesticide residues in food (92%) and the environment (96%), and can help to preserve beneficial insects (96%). Although many growers held the perception that IPM can pose measurable economic risk (and subsequently act as a barrier to adoption), growers appeared to feel less strongly about the economic benefits than potential environmental ones.

scholarly journals Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust

2018 ◽  
Vol 10 (12) ◽  
pp. 4835 ◽  
Author(s):  
Seunghee Im ◽  
Yang Chung
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Full Time ◽  
Moderating Effects ◽  
Mediated Moderation ◽  
Employee Volunteering ◽  
The Relationship

This study examined the mediating effects of organizational pride and trust on the relationship between employee volunteering meaningfulness and organizational citizenship behavior. The study also investigated the moderating effects of perceived organizational support for the relationships between volunteering meaningfulness with organizational pride and trust. The study was administered in South Korea and sampled 267 full-time employees and found organizational pride and trust mediates the relationship between volunteering meaningfulness and organizational citizenship behavior, while perceived organizational support moderated the relationships between volunteering meaningfulness and organizational pride and trust. In addition, supplementary analysis found mediated moderation suggesting that supportive feelings had indirect effects on citizenship behavior.

scholarly journals A Serial Mediation Model of Perceived Organizational Support on Turnover Intention: The Role of Job Crafting and Thriving at Work

2021 ◽  
Vol 11 (1) ◽  
pp. 146
Author(s):  
Suchuan Zhang ◽  
Wenzhao Zhang
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Linear Regression Analysis ◽  
Northern China ◽  
Job Crafting ◽  
Full Time ◽  
Mediation Model ◽  
Serial Mediation ◽  
Thriving At Work

The purpose of this paper is to increase understanding of the influence mechanisms of perceived organizational support (POS) on turnover intention, through job crafting and thriving at work. Two-wave data from 541 full-time employees working in northern China were collected. The hypotheses were tested using hierarchical linear regression analysis with the PROCESS plug-in for SPSS to determine the significance of mediators. The results showed that though job crafting did not mediate the POS-turnover intention relationship alone, it interposed in this relationship by affecting thriving at work. This study suggests that a supportive work environment that inspires employees to redesign their jobs and thrive at work plays an important role in helping retain staff. From an employees’ self-development perspective, this study proposed a serial mediation model to extend understanding of POS - turnover intention relationship.

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