An Empirical Examination among Canadian Teachers of Determinants of the Need for Employees’ Assistance Programs

2002 ◽  
Vol 90 (3_part_2) ◽  
pp. 1221-1238
Author(s):  
Aaron Cohen ◽  
Hanit Schwartz
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Occupational Commitment ◽  
Western Canada ◽  
Fit Indices ◽  
Research Model ◽  
Empirical Examination ◽  
Assistance Programs ◽  
Independent Variables ◽  
The Relationship

The goal of this study was to propose and test a model of the determinants of the need for employees’ assistance programs. The research model proposed six independent variables related to employees’ assistance programs: organizational support, personal coping, negative spillover, occupational commitment, job satisfaction, and tenure. The model proposed that the relationship between the independent variables and the need for employees’ assistance programs was not direct but was mediated by work-nonwork conflict and job stress Questionnaires were mailed to employees of a school district in western Canada, and 300 usable questionnaires were returned, a response rate of 42%. The research model received modest support from the data. Some of the fit indices were not as strong as expected. On the other hand, the conceptual model was supported.

An Empirical Examination among Canadian Teachers of Determinants of the Need for Employees' Assistance Programs

2002 ◽  
Vol 90 (3_suppl) ◽  
pp. 1221-1238
Author(s):  
Aaron Cohen ◽  
Hanit Schwartz
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Occupational Commitment ◽  
Western Canada ◽  
Fit Indices ◽  
Research Model ◽  
Empirical Examination ◽  
Assistance Programs ◽  
Independent Variables ◽  
The Relationship

The goal of this study was to propose and test a model of the determinants of the need for employees' assistance programs. The research model proposed six independent variables related to employees' assistance programs: organizational support, personal coping, negative spillover, occupational commitment, job satisfaction, and tenure. The model proposed that the relationship between the independent variables and the need for employees' assistance programs was not direct but was mediated by work-nonwork conflict and job stress. Questionnaires were mailed to employees of a school district in western Canada, and 300 usable questionnaires were returned, a response rate of 42%. The research model received modest support from the data. Some of the fit indices were not as strong as expected. On the other hand, the conceptual model was supported.

scholarly journals Two-sided Effect of Empowering Leadership on Follower’s Job Stress

2020 ◽  
Vol 33 (4) ◽  
pp. 373-407
Author(s):  
Young Woo Sohn ◽  
Yun Jin Kang
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Self Efficacy ◽  
Role Theory ◽  
Mediating Effect ◽  
Future Research ◽  
Empowering Leadership ◽  
Mediation Effects ◽  
Felt Accountability ◽  
The Relationship

In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.

SELF-CONTROL AS A MODERATOR OF THE RELATIONSHIP BETWEEN FORMAL CONTROL AND WORKPLACE DEVIANCE: A Proposed Framework

2012 ◽  
Vol 02 (06) ◽  
pp. 32-39
Author(s):  
Faridahwati Mohd. Shamsudin ◽  
Ajay Chauhan ◽  
Kabiru Maitama Kura
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Organizational Support ◽  
Workplace Deviance ◽  
Self Control ◽  
Formal Control ◽  
The Relationship ◽  
Moderating Role

Several studies in the field of management, organizational psychology, sociology and criminology have reported that workplace deviance is related to organization/work variables, such as organizational justice, job satisfaction, perceived organizational support, and job stress, among others. However, few studies have attempted to consider the influence of formal control and workplace deviance. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes a moderating role of self-control on the relationship between formal control and workplace deviance.

Job stress and organizational commitment in hospitals

2020 ◽  
Vol 28 (1) ◽  
pp. 226-242 ◽  
Author(s):  
Inas Mohammed Saadeh ◽  
Taghrid Saleh Suifan
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Organizational Support ◽  
Mediating Effect ◽  
Validity And Reliability ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Content Type ◽  
Study Results ◽  
The Relationship

Purpose This study aims to examine the effect of job stress on perceived organizational support (POS) and organizational commitment in hospitals in Amman, Jordan. It also investigated the mediating role of POS on the relationship between job stress and organizational commitment. Design/methodology/approach The study used a cross-sectional, quantitative survey design to collect data from 500 employees in six hospitals in Amman, Jordan. An Arabic version of a reliable and valid measurement instrument was used. A convenience sample was selected from employees in the targeted hospitals. Mediating effect was tested using the approach proposed by Baron and Kenny (1986). Validity and reliability tests were applied, and regression analyses were used to test the study hypotheses. Findings The results revealed a significant negative effect of job stress on POS and organizational commitment. The results also indicated full negative mediating effect of POS on the relationship between job stress and organizational commitment. Practical implications This research promotes hospitals to implement strategies that reduce employees’ job stress, increase levels of POS among employees working at hospitals, which, in turn, will enhance employees’ commitment to their hospitals. Originality/value This study is one of the first to investigate the proposed effects in Jordan in particular, and the Middle East in general. In addition, it contributes to the literature by examining the mediating effect of POS on the relationship between job stress and organizational commitment. Recommendations are provided to practitioners in hospitals based on the study results.

Towards Understanding the Determinants of Employees' E -Learning Adoption in Workplace

2017 ◽  
Vol 13 (1) ◽  
pp. 38-49 ◽  
Author(s):  
Jalal Sarabadani ◽  
Hamed Jafarzadeh ◽  
Mahdi ShamiZanjani
Keyword(s):  
Organizational Support ◽  
Research Model ◽  
Organizational Setting ◽  
Empirical Examination ◽  
Training Time ◽  
Demand Learning ◽  
Use Of Technology ◽  
E Learning ◽  
Context Specific ◽  
Learning Factors

E-learning has been widely used as a prominent solution to provide on demand learning opportunities to reduce training time and cost. While e-learning acceptance has received a significant attention in academic/student domain, little research has been conducted in organizational setting. This paper aims to contribute to understanding the underlying factors which influence employees' intention towards using e-learning systems, through developing and proposing a conceptual research model based on one of the most comprehensive behavioral theory, the Unified Theory of Acceptance and Use of Technology (UTAUT). The proposed conceptual model first examines the native UTAUT constructs and then, by borrowing insight from other theories in the literature, expands the UTAUT theory to account for more context-specific e-learning factors in a workplace setting, namely, perceived organizational support, e-learning self-efficacy, perceived e-learning content quality and e-learning satisfaction. The paper also identifies directions for an empirical examination of the proposed research model in future.

Does Organizational and Coworker Support Moderate Diabetes Risk and Job Stress Among Employees?

2016 ◽  
Vol 32 (4) ◽  
pp. 959-962 ◽  
Author(s):  
Marilyn B. Wolff ◽  
Jennifer L. Gay ◽  
Mark G. Wilson ◽  
David M. DeJoy ◽  
Robert J. Vandenberg
Keyword(s):  
Type 2 Diabetes ◽  
Job Stress ◽  
Organizational Support ◽  
Weight Status ◽  
Perceived Organizational Support ◽  
Diabetes Risk ◽  
Risk Scores ◽  
Coworker Support ◽  
The Relationship

Purpose: Examine the moderating role of perceived organizational and coworker support on the relationship between job stress and type 2 diabetes risk among employees. Design: A cross-sectional survey was administered to employees at the workplace. Setting: One national retail organization. Participants: Baseline data were obtained from 1595 employees in 21 retail stores. Measures: Self-reported organizational and coworker support to encourage and fulfill job responsibilities and job stress. Diabetes risk was calculated using age, gender, race/ethnicity, blood pressure, physical activity, weight status, and self-reported diagnosed type 2 diabetes. Analysis: Multilevel multiple regression was conducted to test the interaction effect of support on the association between job stress and diabetes risk. Results: Mean age was 37.95 years (±12.03) and body mass index was 26.72 (±4.95). Three percent of participants reported diagnosed diabetes. Organizational support was positively associated with coworker support. Both were negatively associated with job stress. Organizational support, but not coworker support, moderated the relationship of job stress with diabetes risk. Participants with greater perceived organizational support had lower diabetes risk scores compared to those with lower perceived organizational support. Conclusion: Organizational support may be a key factor for workplaces to reduce stress and diabetes risk. Further testing of organizations’ supportive role on employee health may be helpful in developing future workplace programs.

scholarly journals MEDIATING ROLE OF MENTORING BETWEEN JOB STRESS AND JOB SATISFACTION IN EMPLOYEES OF AN IRANIAN STATE BANK

2021 ◽  
Vol 14 (2) ◽  
pp. 527-551
Author(s):  
Nastaran Pasha ◽  
Sajjad Rezaei
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Organizational Support ◽  
Structural Model ◽  
Mediating Effect ◽  
Destructive Effect ◽  
Mediating Role ◽  
Iranian State ◽  
The Relationship

A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

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