scholarly journals How does social support affect public service motivation of healthcare workers in China: the mediating effect of job stress

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Jianwei Deng ◽  
Jiahao Liu ◽  
Yuangeng Guo ◽  
Yongchuang Gao ◽  
Zhennan Wu ◽  
...  
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Public Service ◽  
Healthcare Workers ◽  
Supervisor Support ◽  
Public Hospitals ◽  
Coworker Support ◽  
Negatively Associated ◽  
Challenge Stress ◽  
Hindrance Stress

Abstract Background This study aimed to examine relations between social support, job stress, and public service motivation (PSM), also assessed how social support and job stress affect PSM in China based on the job demands-resources (JD-R) theory. Methods The survey investigated a sample of 973 healthcare workers employed in public hospitals in Beijing, Xiamen, and Guangzhou in 2017 (including doctors, nurses, medical technicians, and administrators). Correlation analysis and Structural equation modeling (SEM) were used. Results Challenge stress and hindrance stress were directly negatively associated with PSM. Supervisor support was significantly positively associated with PSM, and the path from coworker support to PSM was significant. Supervisor support was significantly negatively associated with hindrance stress, and coworker support was significantly negatively associated with challenge stress. Hindrance stress and challenge stress significantly mediated the relations between supervisor support and PSM, and between coworker support and PSM respectively. PSM might be raised by increasing supervisor support and coworker support and by limiting hindrance stress and challenge stress. Conclusion Our study suggests that administrators of public hospitals should be mindful of the intense job stress of healthcare workers and undertake interventions targeting challenge stress and hindrance stress. Also, public hospital administrators should encourage and assist supervisors in their leadership functions. Besides, administrators of public hospitals should emphasize coworker support and good employee relationships.

scholarly journals How Does Social Support Affect Public Service Motivation of Healthcare Workers: the Mediating Effect of Job Stress

2020 ◽  
Author(s):  
Jianwei Deng ◽  
Yuangeng Guo ◽  
Yongchuang Gao ◽  
Zhenjiao Chen ◽  
Tianan Yang
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Public Service ◽  
Healthcare Workers ◽  
Supervisor Support ◽  
Public Service Motivation ◽  
Public Hospitals ◽  
Coworker Support ◽  
Challenge Stress ◽  
Hindrance Stress

Abstract Background: This study examined relations between social support, job stress, and public service motivation, also assessed how social support and job stress affect public service motivation based on the job demands-resources (JD-R) theory. Methods: The survey investigated a sample of 973 healthcare workers employed in public hospitals in Beijing, Xiamen, and Guangzhou in 2017. Through random sampling according to employee number, age and job title, we selected 5% to 10% of healthcare workers in each target hospital. Finally, we got 973 valid participants, and the response rate was 93.8%. We used correlation analysis, structural equation modeling, Sobel test, and subgroup analysis to test by investigating a sample of 973 healthcare workers from 3 Chinese public hospitals. Results: Challenge stress and hindrance stress were directly inversely associated with public service motivation. Supervisor support was significantly positively associated with public service motivation, and the path from coworker support to public service motivation was significant. Supervisor support was significantly negatively associated with hindrance stress, and coworker support was significantly inversely associated with challenge stress. Hindrance stress and challenge stress significantly mediated the relations between supervisor support and public service motivation, and between coworker support and public service motivation respectively. Conclusions: Public service motivation might be raised by increasing supervisor support and coworker support and by limiting hindrance stress and challenge stress among healthcare workers in China.

scholarly journals Do Challenge Stress and Hindrance Stress Affect Quality of Health Care? Empirical Evidence from China

2018 ◽  
Vol 15 (8) ◽  
pp. 1628 ◽  
Author(s):  
Tengyang Ma ◽  
Tianan Yang ◽  
Yilun Guo ◽  
Yifei Wang ◽  
Jianwei Deng
Keyword(s):  
Health Care ◽  
Job Stress ◽  
Quality Of Health Care ◽  
Healthcare Workers ◽  
Final Model ◽  
Inverse Effect ◽  
Challenge Stress ◽  
Hindrance Stress ◽  
Positive Effect

Severe job stress has adverse effects on the health of Chinese healthcare workers. We investigated associations between job stress, health, and quality of health care among Chinese healthcare workers. To analyze associations between stress, health, and quality of health care among healthcare workers in 74 Chinese hospitals, we surveyed 2426 healthcare workers of primary, secondary, and tertiary hospitals in Western, Central, and Eastern China in 2017. Structural equation modelling was used to examine relationships between job stress, health, and quality of health care. The mediating effect of health on the association between job stress and quality of health care was examined with the Sobel test. In the final model, health had a moderate direct positive effect on the quality of health care (β = 0.24; p < 0.001). Challenge stress had a direct inverse effect on health (β = −0.05; p < 0.05) and a significant direct positive effect on the quality of health care (β = 0.26; p < 0.001). Hindrance stress had a significant inverse effect on health (β = −0.37; p < 0.001) and a moderate inverse effect on the quality of health care (β = −0.19; p < 0.001). The correlation between challenge stress and hindrance stress was significant and positive (β = 0.59; p < 0.001). A partial mediation effect was in the final model. The health status of healthcare workers is an important concern at all levels of Chinese hospitals. To improve quality of healthcare, appropriate challenge stress is recommended among young staff, and interventions targeting hindrance stress should be developed and implemented in all hospital departments.

A hopefulness survey of SWOG members: Relationships among hope, job stress, and burnout.

2020 ◽  
Vol 38 (29_suppl) ◽  
pp. 185-185
Author(s):  
David B. Feldman ◽  
Mark Allen O'Rourke ◽  
Robert S. Krouse ◽  
Marie Bakitas ◽  
Heidi Deininger ◽  
...  
Keyword(s):  
Social Support ◽  
Life Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Satisfaction With Life ◽  
Well Being ◽  
Research Network ◽  
Psychological Well Being ◽  
Negatively Associated ◽  
General Satisfaction

185 Background: Hope is a cognitive, goal-directed phenomenon that is measurable. It is “a cognitive set that is based on a reciprocally-derived sense of successful agency (goal-directed determination) and pathways (planning to meet goals).” Although hope has been explored in patients, few studies have investigated hope in physicians and other healthcare providers. Low hope has been shown to predict work burnout in other professions. This survey in the SWOG Cancer Research Network tests the relationships among hope, work stress, burnout, and general satisfaction with life. Methods: SWOG members randomly selected and invited to participate by email linked to a 10-minute online survey consisting of the following: The Adult Hope Scale, Satisfaction with Life Scale, demographic questionnaire, and items assessing burnout, work stress, and general social support. Of 1000 invitees, 226 responded to the survey, including physicians ( n = 77) and RNs ( n = 46). Results: On average, respondents reported relatively high work stress ( M = 3.59 out of 5). Levels of work stress were positively associated with burnout ( r = .58, p < .001), but not with general satisfaction with life ( r = .11, p = .08). Hope levels were negatively associated with burnout ( r = -.21, p = .003) and positively associated with satisfaction with life ( r = .58, p < .001). Consistent with past research showing that people with greater availability of general social support suffer from lower rates of burnout and experience higher levels of psychological well-being, we found that social support was negatively associated with burnout ( r = -.18, p = .007) and positively associated with life satisfaction ( r = .38, p < .001). In addition, we tested a meditational model using Hayes’ bootstrapping approach via the PROCESS macro in SPSS. In this model, hope partially mediated the relationships between social support and both burnout and life satisfaction. In the model, job stress also predicted burnout, but, as in the previous correlational analysis, had no relationship with general life satisfaction. Conclusions: Our cross-sectional results suggest that hope may mitigate the effects of burnout. Our data indicate that the particular combination of social support and hope may prove helpful for reducing job burnout and increasing general satisfaction with life. Single-session hope-enhancement workshops that incorporate both of these elements have been shown to increase hope and psychological well-being in non-medical populations. Such interventions for healthcare professionals warrant further study.

Work: covenant, social support and their impacts on multiple performance outcomes

2019 ◽  
Vol 28 (2) ◽  
pp. 417-433
Author(s):  
Benny Hutahayan
Keyword(s):  
Social Support ◽  
Current Knowledge ◽  
Supervisor Support ◽  
Performance Outcomes ◽  
Equation Modeling ◽  
Service Research ◽  
Coworker Support ◽  
Content Type ◽  
Work Social Support ◽  
The Impact

Purpose Applying social exchange and job demands resources theories, this study aims to proposes a research model in which work engagement (WE) mediates the influence of work social support on job satisfaction (JS), in-role performance (IRP) and creative performance (CP). Design/methodology/approach Data were collected from cabin attendants via three surveys two weeks apart and their pursers. The aforesaid relationships were assessed through structural equation modeling. Findings In general, there is support for the preponderance of hypotheses. Specifically, WE completely mediate the impact of coworker support on JS and IRP, whereas the impact of supervisor support on CP is completely mediated by WE. WE partly mediate the effect of coworker support on CP. Further, the effect of supervisor support on JS and IRP is partly mediated by WE. Originality/value The study extends and contributes to the current service research by assessing the impact of WE simultaneously on three performance outcomes. And it adds to current knowledge by investigating the mediating mechanism linking work social support to the attitudinal and behavioral outcomes. It also controls the threat of common method variance with at least two procedural remedies, which have been rarely used in the current service research.

Influence of job stress on job satisfaction among younger bank employees in China

2019 ◽  
Vol 14 (1) ◽  
pp. 257-273
Author(s):  
Xiaoyu Wu
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Hierarchical Regression ◽  
Appraisal Theory ◽  
Moderating Effects ◽  
Content Type ◽  
Cognitive Appraisal Theory ◽  
Challenge Stress ◽  
Hindrance Stress ◽  
Bank Employees

Purpose This study aims to examine distinct influences of two dimension job stress on job satisfaction and the moderating effects of guanxi-oriented attitude on the relationship between job stress and job satisfaction under cognitive appraisal theory and transactional theory. Design/methodology/approach In this study, surveys are conducted among state-owned younger bank employees. The author uses the scale of job challenge stress and hindrance stress developed among Chinese younger bank employees to measure the two dimension job stress. After demonstrating guanxi-relative concepts, the moderating effects of guanxi-oriented attitude are examined in this study. Findings The results demonstrate that guanxi-oriented attitude does not significantly moderate the influence of challenge stress on job satisfaction, while it significantly moderates the noxious influence of hindrance stress on job satisfaction. Theoretical contributions are also discussed. Originality/value First, this study suggests specific procedures to conduct hierarchical regression analysis and confirms the effects by parameters. It also proposes and summarizes specific procedures on how to calculate regression equations and draw regression lines to check the interaction received from the hierarchical regression analysis visually. Second, based on cognitive appraisal theory, guanxi-oriented attitude, a Chinese indigenous cognitive concept, was verified in this study. According to the importance of guanxi in Chinese society, the paper shows that employees who value guanxi more will buffer the noxious effects of job stress. Trainings and counseling should be designed to regulate the normal guanxi-oriented-related cognition.

Obesity, chronic job discrimination and social support

2019 ◽  
Vol 42 (5) ◽  
pp. 586-604
Author(s):  
Kenneth Kungu ◽  
Janella Melius ◽  
Colin Cannonier ◽  
Valentine Wanga
Keyword(s):  
Social Support ◽  
Family Support ◽  
Supervisor Support ◽  
Normal Weight ◽  
Morbidly Obese ◽  
Religious Support ◽  
Coworker Support ◽  
Content Type ◽  
Job Discrimination ◽  
The Usa

Purpose The purpose of this paper is to investigate the relationship between body mass index (BMI) and chronic job discrimination. Additionally, the authors explore the contribution of various forms of social support to that relationship. Design/methodology/approach The data for this study were obtained from the National Survey of Midlife Development in the USA (MIDUS). Only those who reported being employed participated in the study (n = 1,150). The variables of interest included BMI, supervisor support, coworker support, family support, friend support, religious support and chronic job discrimination. Analysis included correlations, ANOVA’s and hierarchical linear regression. Findings BMI was positively associated with chronic job discrimination. Respondents in the obese and morbidly obese categories reported higher job discrimination compared to normal weight respondents. Family support, supervisor support and coworker support were associated with less reported chronic job discrimination. Practical implications Organizational leaders should acknowledge that obesity is associated with discrimination. Organizations should thus create anti-discrimination policies covering weight-based discrimination, conduct sensitivity training for all employees and train and coach supervisors on effective ways of offering support to employees. Originality/value This study contributes to the understanding of the role various forms of social support can play in reducing perceptions of chronic job discrimination. The paper is unique in that it considers several sources from which people draw support in managing for stressors.

scholarly journals Supervisor Support and Affective Organizational Commitment: The Mediator Role of Work Engagement

2019 ◽  
Vol 42 (3) ◽  
pp. 187-193 ◽  
Author(s):  
Alejandro Orgambídez ◽  
Helena Almeida
Keyword(s):  
Social Support ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Supervisor Support ◽  
Public Hospitals ◽  
Affective Organizational Commitment ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Mediator Role

The aim of the study was to verify the mediator role of work engagement between supervisor social support and affective organizational commitment. A cross-sectional and correlational study using questionnaires was conducted. We obtained a convenience sample of 267 participants from 403 nurses from two public hospitals (66.25% response rate). Participants were required to be registered nurses without a supervisor position and to have worked for at least 1 year in the same ward in a public hospital. The mediator role of work engagement was examined using path analysis and bootstrapping method (bias-corrected confidence intervals). Results showed that affective organizational commitment was positively and significantly predicted by supervisor support, vigor, and absorption. Supervisor support had both a direct effect and an indirect effect, through vigor and absorption, on affective organizational commitment. Social support from supervisors allows an increase both in nurses’ engagement and their desire to remain in the organization.

scholarly journals Supervisor Support, Coworker Support and Presenteeism among Healthcare Workers in China: The Mediating Role of Distributive Justice

2019 ◽  
Vol 16 (5) ◽  
pp. 817 ◽  
Author(s):  
Tianan Yang ◽  
Run Lei ◽  
Xuan Jin ◽  
Yan Li ◽  
Yangyang Sun ◽  
...  
Keyword(s):  
Distributive Justice ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Eastern China ◽  
Supervisor Support ◽  
Work Conditions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Coworker Support ◽  
Mediating Role

Healthcare workers in China are exposed to extremely high job stress and inequitable work conditions, and the Healthy China 2030 blueprint has made them an important focus of policymakers. To examine the importance of distributive justice in Chinese medical reform, we analyzed data from 1542 healthcare workers employed in 64 primary, secondary and tertiary hospitals in 28 Chinese cities in Western, Central and Eastern China in 2018. Supervisor support, coworker support, distributive justice, and presenteeism were assessed with the supervisor support scale, coworker support scale, distributive justice scale and perceived ability to work scale, respectively. Structural equation modeling was used to examine relationships among variables. The mediating effect of distributive justice on associations between supervisor support, coworker support, and presenteeism was examined with the Sobel test. The results revealed that significant indirect effects between supervisor support and presenteeism and between coworker support and presenteeism were significantly mediated by distributive justice. Better supervisor and coworker support might improve distributive justice among healthcare workers in Chinese hospitals, thereby increasing their performance.

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