Perceived organizational support in public and nonprofit organizations: Systematic review and directions for future research

2021 ◽  
pp. 002085232110338
Author(s):  
Palina Prysmakova ◽  
Nicole Lallatin
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Meta Analysis ◽  
Well Being ◽  
Individual Growth ◽  
Future Research ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

A qualitative meta-analysis of 57 studies (1987–2018) on perceived organizational support in public and nonprofit administrative contexts in various parts of the world revealed 70 related variables within 16 categories. While most reviewed studies sampled employees of the US, the UK, and Iran, in terms of geography, research on the perceived organizational support of public and nonprofit services has been constantly spreading and has been revealing similar findings across countries. While the article questions the generalizability of some findings due to the overreliance on small convenience samples from educational, health, and social work facilities, it supports the generalizability of many found associations even though they happen in various international, organizational, and institutional settings. In particular, in public-serving contexts, perceived organizational support exhibits stable and positive relationships with commitment, intent to stay, motivation, satisfaction derived from job and tasks, well-being, empowerment, reduced stress, work–family balance, and individual growth. Meanwhile, the positive perceptions of support link negatively to unionization and reveal no consistent patterns regarding demographics. The article invites scholars to explore public and nonprofit contexts further, and to test previously overlooked associations like those with leadership type, reward expectancy, public service motivation, and withdrawal activities. Points for practitioners Perceived organizational support should be cultivated in public and nonprofit contexts, as it improves employees’ commitment, motivation, satisfaction, and well-being, and reduces stress. Perceived organizational support might matter for retention more than the content of a job. Employees who feel supported demonstrate better work–family balance and positively perceive many aspects of their organizations. Promoting perceived organizational support helps when intensive workloads and high levels of stress are inadequately compensated. Perceived organizational support can mitigate employees’ burnout caused by the emotional labor of service provision.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

Work-Family Balance, Role Integration and Employee Well-Being

2010 ◽  
pp. 121-140 ◽  
Author(s):  
Ann Chunyan Peng ◽  
Remus Ilies ◽  
Nikos Dimotakis
Keyword(s):  
Well Being ◽  
Role Integration ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

scholarly journals SMART WORKING AND ONLINE PSYCHOLOGICAL SUPPORT DURING THE COVID-19 PANDEMIC: WORK-FAMILY BALANCE, WELL-BEING, AND PERFORMANCE

2021 ◽  
Author(s):  
Sebastiano Rapisarda ◽  
◽  
Elena Ghersetti ◽  
Damiano Girardi ◽  
Nicola Alberto De Carlo ◽  
...  
Keyword(s):  
Well Being ◽  
Psychological Support ◽  
Emotional Symptoms ◽  
Effective Interventions ◽  
Family Balance ◽  
Private And Public ◽  
Smart Working ◽  
Work Family Balance ◽  
And Performance ◽  
Work Family

"During lockdown and the severe restrictions aimed to combat the COVID-19 pandemic, in Italy great consideration has been given to “smart working” (SW). This term refers to a form of work characterized by the absence of time or space restrictions and an organization by phases, cycles, and objectives. The requirements for SW are: work must be carried out electronically; the tools must be adequate; performance must be measurable and focused on objectives; employees must have a suitable place to get their work done. These requirements ensure that the essential objectives of SW are attained: replacing the logic of performing tasks with that of achieving objectives; allowing everyone to manage work actively and autonomously; stimulating more decisive accountability in work, and better performance. Since the COVID-19 outbreak, action-research interventions have been conducted by private and public organizations. The private sector has endeavored to meet the requirements described above. This has not always been the case in the public sector, where largely widespread and indiscriminate use of SW has been made, not always complying with the protocols. However, even within the “emergency” limits of these experiences, SW has generally been accepted. The main advantages reported by employees are time and money saved on travel and food, in addition to improved family life. However, some problems have also emerged. These include the perception of social isolation; difficulty in disconnecting from technology; inadequacy of the tools; inadequate communication with managers. We also found that the health conditions of some “smart workers” have worsened in terms of anxiety, sleep disorders, and emotional symptoms. The data clearly show the complexity of analyses and interventions in relation to the SW phenomenon. The protection of employees’ health, especially in terms of recovery and work-family balance, appears to be particularly complex. In this context, the authors’ experience shows that online psychology has become more significant because it allows to support employees at any time. The literature highlights the growing use of online psychological support also through smartphone apps that provide effective interventions anywhere. Therefore, if, on the one hand, the requirements, objectives, and good practices of SW are to be pursued to limit the critical issues that have arisen, on the other, organizations should provide psychological support to employees even at a distance and by using appropriate technologies."

The Neoliberal Feminist

2018 ◽  
Author(s):  
Catherine Rottenberg
Keyword(s):  
Self Care ◽  
Well Being ◽  
Liberal Feminism ◽  
Legislative Change ◽  
Full Responsibility ◽  
Family Balance ◽  
The Social ◽  
Work Family Balance ◽  
Work Family ◽  
Insight Into

This chapter explores the contours of an increasingly dominant variant of feminism. Concentrating on Facebook COO Sheryl Sandberg’s bestselling book Lean In, the chapter proposes that this hugely popular feminist manifesto offers insight into the ways in which the husk of liberalism has been mobilized to spawn a neoliberal feminism as well as a new feminist subject. Disavowing the oppressive socioeconomic and cultural structures shaping the lives of the majority of women as well as liberal feminism’s call for political and legislative change to redress inequality, this feminist subject accepts full responsibility for her own well-being and self-care, which is predicated on crafting a felicitous work-family balance. Neoliberal feminism consequently hollows out the potential of mainstream liberal feminism to provide a critique of the social injustices women face and, in this way, further entrenches neoliberalism.

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