Mediating Effect of Social Support of Dedicated Workforce in the relationship between Job stress and Turnover Intention of PAS Asistants for Disabled People

Exposing nursing staff to workplace violence workplace violence (WV) affects their psychological, emotional, and physical health; engenders increased workload; affects the medical reciprocity between nurses and patients; and ultimately leads to staff turnover intention. To preventing WV, development of intervention strategies and WV prevention measures are crucial. This study discusses the mediating effect of job control, psychological needs, and social support on WV and turnover intention. Through this discussion, this study aims to aid medical institutions in reducing their nursing staff turnover rate and to provide a reference for hospital management and decision making. A cross-sectional research method was adopted and conducted quantitative research to prove the complexity of the relationship between WV and turnover intention. Participants comprised clinical nurses working in 2 regional teaching hospital in central Taiwan. A total of 268 questionnaires were distributed, and 213 completed questionnaires were returned. Of the returned questionnaires, 198 contained valid responses, yielding a response rate of 73.9%. Our results demonstrated the mechanisms through which psychological demands and social support mediate the relationship between WV and turnover intention. This study determined the mediating effects of psychological demands and social support. The results expand the findings of previous research and demonstrate the complexity of the relationship between WV and turnover intention. Hospitals should formulate effective mechanisms for preventing and addressing incidents of WV, improve their ability to address and regulate violent incidents in clinics, reduce the psychological pressure exerted on employees, and establish communication channels for social support.

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Stress and turnover intention among healthcare workers in Saudi Arabia during the time of COVID-19: Can social support play a role?

PLoS ONE ◽

10.1371/journal.pone.0258101 ◽

2021 ◽

Vol 16 (10) ◽

pp. e0258101

Author(s):

Khalid Al-Mansour

Keyword(s):

Social Support ◽

Saudi Arabia ◽

Turnover Intention ◽

Healthcare Workers ◽

Mediating Effect ◽

Online Questionnaire ◽

Cross Sectional ◽

Regression Weight ◽

The Impact ◽

The Relationship

The turnover intention of healthcare workers is a threat to the competence of health services, especially during COVID-19 time. This study aimed to investigate the association between stress and turnover intention among healthcare workers in Saudi Arabia and whether social support could affect this association. In this cross-sectional study, healthcare workers in primary healthcare centers in Saudi Arabia responded to an online questionnaire assessing their sociodemographic and occupational history, stress levels using the Perceived Stress Scale-10 (PSS-10), social support using the Multidimensional Scale of Perceived Social Support (MSPSS), and turnover intention within the next few months. Path analysis was conducted to assess the mediating effect of social support on the association between stress and turnover intention. A total of 1101 healthcare workers (242 physicians, 340 nurses, 310 paramedics, and 209 administrative workers) participated in this study. The path between stress and support had a significant standardized regression weight (-.34, p < .05). The path between support and turnover had a significant standardized regression weight (.08, p < .05). The standardized total effect of stress on turnover without the impact of support was significant (-.39, p < .05). The direct effect of stress on turnover with the presence of support was significant (-.36, p < .05). The indirect effect of stress on turnover with the presence of support was significant (-.03, p < .05). Thus, there is evidence to show that support mediates the relationship between stress and support. Stress is associated with turnover intention among healthcare workers in Saudi Arabia. Social support had a mitigating effect on the relationship between stress and turnover intention.

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The mediating effect of job stress in the relationship between work-related dimensions and career commitment

Journal of Health Organization and Management ◽

10.1108/jhom-06-2014-0094 ◽

2016 ◽

Vol 30 (3) ◽

pp. 408-420 ◽

Cited By ~ 10

Author(s):

Vathsala Wickramasinghe

Keyword(s):

Social Support ◽

Job Stress ◽

Career Commitment ◽

Business Environment ◽

Mediating Effect ◽

Role Clarity ◽

Content Type ◽

Work Related ◽

Promotional Opportunity ◽

The Relationship

Purpose – The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity. Design/methodology/approach – In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed. Findings – Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment. Originality/value – An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one’s career.

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The role of affective commitment in the relationship between social support and turnover intention

Management Decision ◽

10.1108/md-05-2016-0338 ◽

2017 ◽

Vol 55 (3) ◽

pp. 512-525 ◽

Cited By ~ 21

Author(s):

John Fazio ◽

Baiyun Gong ◽

Randi Sims ◽

Yuliya Yurova

Keyword(s):

Social Support ◽

Organizational Support ◽

Turnover Intention ◽

Affective Commitment ◽

Perceived Social Support ◽

Mediating Effect ◽

Content Type ◽

Perceived Supervisor Support ◽

The Relationship

Purpose The purpose of this paper is to argue that affective commitment plays a significant and complex role in the relationship between social support and turnover intention. Design/methodology/approach Surveys were returned by 217 hospital employees with an average tenure of 11.55 years (SD=10.20). Findings Findings suggest that perceived organizational support and perceived supervisor support (PSS) could directly impact turnover intention without the mediation of affective commitment. Thus, affective commitment only partially mediates the negative relation between perceived support and turnover intention. In addition, the results suggest that enhanced PSS reduced turnover intention more powerfully, when affective commitment increased. For a highly committed employee, support from the supervisor can be more influential than that of a less committed employee. Originality/value This is an initial investigation on the moderating role of affective commitment in the relationship between perceived social support and turnover intention. Further, the findings emphasize the independent impact of perceived social support above and beyond the effect mediated by affective commitment, thus adding evidence to the debate on the extend of the mediating effect of affective commitment.

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The relationship between job stress, job satisfaction, and turnover intention in childcare teachers: a conditional direct and indirect effect of gratitude

Perspectives of science and education ◽

10.32744/pse.2021.5.29 ◽

2021 ◽

Vol 53 (5) ◽

pp. 415-428

Author(s):

Chang Seek Lee ◽

◽

Yeoun Kyoung Hwang ◽

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Indirect Effect ◽

Turnover Intention ◽

Moderated Mediation ◽

Mediating Effect ◽

Mediation Effect ◽

Daycare Centers ◽

Conditional Effect ◽

The Relationship

Introduction. In Korea, 25.7% of all teachers at daycare centers resigned in 2018. Turnover of childcare teachers leads to decreased quality of childcare services, so this issue merits academic interest and government measures. The purpose of this study was to examine the conditional direct and indirect effects of gratitude in relation to job stress, job satisfaction, and turnover intention of childcare teachers so that countermeasures can be prepared to reduce turnover intention. Study participants and methods. The participants of the survey were childcare teachers working in daycare centers in Korea, and regarding age, the majority were in their 40s (49.1%), followed in order by those in their 30s or younger (38.6%) and those in their 50s or older (12.3%). In terms of the marital statuses of the participants, 78.6% were married, while in terms of education, college graduates accounted for the largest group at 61.8%. The data were analyzed using SPSS Win. 25 and the PROCESS macro 3.5. The following statistical techniques were applied: descriptive statistical analysis, reliability analysis, mean comparison analysis, and moderated mediation effect analysis. The bootstrap method was used to analyze the moderated mediation effects, and bootstrapping was assigned as 5,000 samples and a 95% confidence interval, and the independent variables, mediating variables, and moderating variables were averaged. Results. First, Pearson's correlation analysis indicated that there was a significant correlation between job stress, job satisfaction, gratitude, and turnover intention. Turnover intention and job satisfaction showed the highest negative correlation coefficient (r=-.528, p<.01). Second, job satisfaction mediated the link between job stress and turnover intention. Third, the conditional effect of gratitude on the link between job stress and turnover intention was significant when gratitude was low and average, and the effect of job stress decreased when gratitude increased. Fourth, the conditional effect of gratitude on the link between job satisfaction and turnover was significant when gratitude was low, average, and high, and the effect of job satisfaction decreased when gratitude increased. Fifth, the conditional indirect effect of job stress → job satisfaction → turnover intention was significant when gratitude was low (M-1SD), average (M), and high (M+1SD). Altogether, the results verified the moderated mediation effect of gratitude. Practical significance. This study examined the mediating effect of job satisfaction and the moderating effect of gratitude in the relationship between job stress and turnover intention. This study provides basic data that can be used for program development as well as the creation of policies that can reduce turnover intention in childcare settings.

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The Mediating Effect of Childcare Teacher's Job Stress on the Relationship Between Stress Mindset and Turnover Intention

Korean Journal of Child Studies ◽

10.5723/kjcs.2018.39.5.81 ◽

2018 ◽

Vol 39 (5) ◽

pp. 81-92

Author(s):

Minju Koo ◽

Yeoul Shin ◽

Daeun Park

Keyword(s):

Job Stress ◽

Turnover Intention ◽

Mediating Effect ◽

The Relationship

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Job Stress and Mental Well-Being among Working Men and Women in Europe: The Mediating Role of Social Support

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18052494 ◽

2021 ◽

Vol 18 (5) ◽

pp. 2494

Author(s):

Aziz Mensah

Keyword(s):

Social Support ◽

Job Stress ◽

Well Being ◽

Mediating Effect ◽

Men And Women ◽

Working Adults ◽

Mediating Role ◽

Mental Well Being ◽

The Relationship

Job stress is one of the most common health issues in many organizations, particularly among women. Moreover, an increase in job stress with low social support may have an adverse effect on mental well-being. This study investigated the mediating role of social support in the relationship between job stress and mental well-being among working men and women in Europe. A cross sectional data set from the 2015 6th European Working Conditions Survey on 14,603 men and 15,486 women from 35 countries in Europe was analyzed. The study applied Hayes process macro 4 modelling technique to estimate the direct, indirect, and total effects of job stress on mental well-being among working adults. The study further used the Hayes process macro 59 model to estimate the gender difference in the mediating effect. The results showed that job stress had a direct negative effect on mental well-being among workers in Europe (β=-0.2352,p<0.05). However, there were significant gender differences in the relationship (β=-0.3729,p<0.05), with women having higher effect size than men (men: β=-3.9129,p<0.05 vs. women: β=-4.2858,p<0.05). Furthermore, the indirect effect showed that social support mediated the relationship of job stress on mental well-being (β=-0.0181, CI: -0.0212-0.0153). Nevertheless, the mediating effect of social support did not differ among men and women. This study provides evidence that job stress has a negative impact on mental well-being among working adults, and social support mediates this relationship. The results highlight the importance of the role of support from colleagues and supervisors at the work place, which may help reduce job stress, and improve mental well-being. Sociological and occupational health researchers should not ignore the role of gender when studying work environment and jobs in general.

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