Influence of emotional labor on organizational commitment in government logistics personnel: The mediating effect of job burnout and the moderating effect of perceived organizational support

At the outbreak of coronavirus disease in Wuhan, China, 42,322 medical personnel from other provinces and municipalities in China volunteered to rush to Hubei to assist their colleagues. Their all-out efforts contributed to Hubei finally winning the fight to prevent and control the pandemic. The aim of this study is to explore the influence of perceived organizational support on the emotional labor of medical personnel in Hubei Province. A group of 170 medical personnel from (tertiary) hospitals who participated in the pandemic aid operation in Hubei completed self-administered questionnaires, including the perceived organizational support scale, emotional labor scale, and professional identity scale. This study used Pearson's correlation in SPSS to analyze the three variables of organizational support, emotional labor, and professional identity. Organizational support and emotional labor (r = 0.443, P < 0.01), organizational support and professional identity (r = 0.631, P < 0.01), and emotional labor and occupational identity (r = 0.511, P < 0.01) showed a significant positive correlation. The bootstrapping mediating effect test was used to determine the overall mediating effect of occupational identity. Occupational identity was a complete mediating effect between organizational support and emotional labor. The results show that a strong sense of organizational support can promote higher emotional labor among medical workers in Hubei Province. A strong sense of organizational support will also promote a stronger professional identity; further, a strong professional identity completely mediates the effect of perceived organizational support on emotional labor. These results infer that in emergency medical and health services, medical personnel can realize a high sense of organizational support, which could enhance their professional identity; this enables them to combine their professional goals with organizational goals more actively and to finally pay higher emotional labor to achieve organizational goals.

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A Study on the Influence of Emotional Labor on Job Satisfaction: Focusing on the Moderating Effect of Perceived Organizational Support

The Korean Academic Association of Business Administration ◽

10.18032/kaaba.2015.28.12.3235 ◽

2015 ◽

Vol 28 (12) ◽

pp. 3235-3255 ◽

Cited By ~ 1

Author(s):

Soonyoung Jun ◽

Keyword(s):

Job Satisfaction ◽

Emotional Labor ◽

Organizational Support ◽

Perceived Organizational Support ◽

Moderating Effect

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Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v10i3.17395 ◽

2020 ◽

Vol 10 (3) ◽

pp. 238

Author(s):

ANTHONY FRANK OBENG ◽

PRINCE EWUDZIE QUANSAH ◽

ERIC COBBINAH ◽

STEPHEN ABIAM DANSO

Keyword(s):

Organizational Commitment ◽

Organizational Climate ◽

Organizational Support ◽

Perceived Organizational Support ◽

Employee Performance ◽

Well Being ◽

Mediating Effect ◽

Moderation Effect ◽

The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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Study of hospitals in Jordan shows negative effect of job stress on both perceived organizational support and organizational commitment

Human Resource Management International Digest ◽

10.1108/hrmid-05-2020-0108 ◽

2020 ◽

Vol 28 (7) ◽

pp. 1-2

Keyword(s):

Organizational Commitment ◽

Job Stress ◽

Organizational Support ◽

Perceived Organizational Support ◽

Positive Impact ◽

Public Hospitals ◽

Mediating Effect ◽

Content Type ◽

Negative Effect ◽

The Impact

Purpose The authors decided to study the impact of stress on performance in hospitals because long hours are common and high levels of performance are required at all times. Medical errors may cost lives and swift responses to patient needs are demanded. With so much pressure, it’s not surprising that stress in hospitals is a common complaint from staff Design/methodology/approach To test their four hypotheses, the authors contacted all five public hospitals and the 41 private hospitals in Amman. Two public and four private agreed to participate. The end result was that 500 questionnaires were usable in the study. The respondents all completed the questionnaire, which contained 30 items – 13 to measure job stress, 11 to measure POS, and six to measure organizational commitment. Findings The study of 500 hospital workers in six hospitals in Amman, Jordan, revealed a significant negative effect of job stress on both perceived organizational support (POS) and organizational commitment. The results also highlighted the significant full negative mediating effect of POS on the relationship between job stress and organizational commitment. Originality/value Based on the results of the research, they advise hospital management to focus on their human capital and ensure their leadership styles inspired high levels of organizational commitment. The results indicate that one way to inspire devotion and increase commitment is to manage stress levels. The research also reveals the positive impact of minimizing stress on POS.

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