scholarly journals Relationship Between Perceived Organizational Support And Professional Values of Nurses: Mediating Effect of Emotional Labor

2021 ◽  
Author(s):  
Chaohua Peng ◽  
Ye Chen ◽  
Tieying Zeng ◽  
Meiliyang Wu ◽  
Mengmei Yuan ◽  
...  
Keyword(s):  
Emotional Labor ◽  
Organizational Support ◽  
Structural Equation ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Professional Values ◽  
The Relationship ◽  
And Training

Abstract Objectives: Perceived organizational support was a benefit for the work performance of nurses, which may affect emotional labor and the development of professional values. The purpose of this study was to explore the relationship between perceived organizational support and professional values of nurses, and the mediating role of emotional labor.Methods: A questionnaire survey was conducted on 1096 nurses in 3 tertiary hospitals in Wuhan from October2020 to Januray2021. The data were collected by a questionnaire consisting of demographic characteristics, the Emotional Labor Scale for Nurses, the nurses' Perceived Organizational Support Scale, and the Nursing Professional Values Scale (NPVS-R). Spearmen correlation analysis was used to test the relationship between variables. Predictor effects were tested using hierarchical multiple regressions. The structural equation model (SEM) was used to test the mediation effect of emotional labor on the pathway from perceived organizational support to professional values.Results: Perceived organizational support was positively correlated with emotional labor and professional values (r=0.513, p＜0.01；r=0.621, p＜0.01, respectively). Emotional labor and perceived organizational support were positive predictors of professional values (β=0.249, p＜0.001; β=0.486, p＜0.001, respectively). The association between perceived organizational support and professional values was mediated by emotional labor.Conclusions: Results showed that the importance of improving perceived organizational support to encourage nurses to engage in emotional labor and promote professional values. Improving organizational support and training nurses to engage in emotional labor through providing multiple support systems, establishing reasonable incentive mechanisms, and training nurses to regulate emotions can be effective ways to promote nurses' professional values.

The impact of transformational leadership on employees’ creativity

2018 ◽  
Vol 41 (1) ◽  
pp. 113-132 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Ayman Bahjat Abdallah ◽  
Marwa Al Janini
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the effect of transformational leadership on employees’ creativity in the Jordanian banking sector through the mediating effect of perceived organizational support. Design/methodology/approach The study is based on survey data collected from 369 employees working in Jordanian banks. Validity and reliability analyses were performed, and direct and indirect effects were tested using structural equation modeling. Findings The results indicate that transformational leadership positively affects some dimensions of employees’ creativity and perceived organizational support. However, perceived organizational support is found to not be significantly related to some dimensions of employees’ creativity. Additionally, the mediating effect of perceived organizational support on the relationship between transformational leadership and some dimensions of employees’ creativity is found to not be significant. Originality/value This paper is one of the first to examine the relationship between transformational leadership and employees’ creativity through perceived organizational support, especially in an Arab country and in the banking sector.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

Impact of Business Incubators on Sustainable Entrepreneurship Growth with Mediation Effect

2020 ◽  
Vol 0 (0) ◽  
Author(s):  
Naveed Ahmed ◽  
Cai Li ◽  
Sikandar Ali Qalati ◽  
Habib ur Rehman ◽  
Asadullah Khan ◽  
...  
Keyword(s):  
Structural Equation ◽  
Quantitative Research ◽  
Structural Equation Models ◽  
Training Programs ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Business Incubators ◽  
Sustainable Entrepreneurship ◽  
The Relationship ◽  
And Training

AbstractThis study aims to measure and investigates the mediating effect of business incubators (BIs) and the influence of training programs, capital support, and networking services on sustainable entrepreneurship growth (SEG). A mediated conceptual model is constructed to simplify the effect and influences of variables taken in this study. A quantitative research method is employed on a sample size of 567. A survey questionnaire was used as an instrument to collect data from incubator centers and entrepreneurs. The method of bootstrapping, partial least squares (software 3.2.8) Algorithms, and structural equation models were used. In findings, the positive and significant influence of networking services, capital support, and training programs were identified on SEG. Also, the relationship between networking services, capital support, training programs, and SEG was mediated by BIs.

scholarly journals Peranan Meaning of Work Memediasi Hubungan antara Dukungan Organisasi dan Kreativitas Karyawan

2020 ◽  
Vol 2 (3) ◽  
pp. 739
Author(s):  
Jovian Jonathan Lieando ◽  
Yanuar Yanuar
Keyword(s):  
Structural Equation Model ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Model ◽  
Mediating Effect ◽  
Meaning Of Work ◽  
Employee Creativity ◽  
Positive Effects ◽  
The Relationship

This study investigates the effects of perceived organizational support (POS) on meaning of work and employee creativity on PT. CIPTAHUTAMA JAYA. Data was collected through a survey of 100 employees, and structural equational model (SEM) was used to test the research hypotheses. The results indicate that POS have positive effects on the meaning of work and employee creativity. While the mediating effect of meaning of work on the relationship between POS and employee creativity is only partially supported. Penelitian ini menginvestigasi efek dari dukungan organisasi terhadap makna kerja dan kreativitas karyawan pada PT. CIPTAHUTAMAJAYA. Data yang telah terkumpul berasal dari survey terhadap 100 karyawan perusahaan. Structural Equation Model digunakan untuk menguji hipotesis dari penelitian ini. hasilnya menunjukan bahwa dukungan organisasi memiliki efek positif terhadap makna kerja dan kreativitas karyawan. Sementara itu efek mediasi dari makna kerja terhadap hubungan antara dukungan organisasi dan kreativitas karyawan hanya didukung sebagian.

Linking perceived organizational support to emotional labor

2014 ◽  
Vol 43 (6) ◽  
pp. 845-860 ◽  
Author(s):  
Sushanta Kumar Mishra
Keyword(s):  
Social Exchange ◽  
Emotional Labor ◽  
Organizational Support ◽  
Organizational Identification ◽  
Perceived Organizational Support ◽  
Mediation Effect ◽  
Surface Acting ◽  
Deep Acting ◽  
Content Type ◽  
The Relationship

Purpose – Based on two studies on different occupational groups, the purpose of this paper is to examine the relationship between perceived organizational support (POS) and different forms of emotional labor. Drawing from social identity theory, the present study extends the social exchange theory to provide an alternate explanation to the above relationships. Design/methodology/approach – The survey design following questionnaire in English language was physically administered among medical sales employees and subsequently among employees in the hospitality industry. Findings – The study found that POS is positively related to deep acting and negatively related to surface acting. The study further found that organizational identification mediates the relationship between POS and deep acting where as there was no mediation effect of organizational identification on the relationship between POS and surface acting. Research limitations/implications – The research relies on a cross-sectional design with a single source of data collected from two sources at different time periods. Practical implications – With the emergence of service economy there is an increasing emphasis on the performance of emotional labor. The present study suggests that organizations need to focus on organizational practices as employees’ perception of organizational support is related to the way they express their emotions during customer interactions. The finding of the study suggests that on what the organizations should do to motivate employees to perform expected emotional labor. Originality/value – The literature is relatively silent on the relationship between POS and different forms of emotional labor. The present study adds to the existing body of knowledge by explaining POS as an important antecedent of emotional labor. Further, the study contributes by exploring the mediation effect of organizational identification on the relationship between POS and different forms of emotional labor.

scholarly journals The relationship of perceived organizational support and deviant behavior in the workplace

2013 ◽  
Vol 26 (1) ◽  
pp. 119-147
Author(s):  
Ahra Oh ◽  
Kyungkyu Park ◽  
Hyunju Yong
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Deviant Behavior ◽  
Well Being ◽  
Self Esteem ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

In this study, the effect of perceived organizational support on affective commitment, in order to investigate the effects of perceived organizational support on employees' deviant behavior in the workplace, is firstly verified. Then the effect of affective commitment on employees' deviant behavior in the workplace(organizational deviant behavior and interpersonal deviant behavior) is verified. In addition, the mediating role of affective commitment on the relationship between perceived organizational support and deviant behavior is revealed. Organization-based self-esteem as the moderating variable that can strengthen the relationship between affective commitment and deviant behavior is verified. 252 employees were participated in the study and structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, affective commitment increases as perceived organizational support increases. In other words, the higher employees' perception for organizational support are, the higher affective commitment are. Second, deviant behavior in the workplace decreases as affective commitment increases, that is affective commitment have contributed to the decrease in employees' organizational deviant behavior and interpersonal deviant behavior. Third, affective commitment was empirically verified to have a mediating effect between perceived organizational support and deviant behavior in the workplace. Also, the moderating effect of Organization-based self-esteem was verified in the relationship between affective commitment and interpersonal deviant behavior in the workplace. Based on these findings, it was determined that perceived organizational support is a significant antecedent of affective commitment and perceived organizational support can be recognized as the motive of affective commitment. The exchange between the employee and employer is positively related to employees' feelings of perceived organizational support and affective commitment to the organization and reciprocation in the form of lower levels of deviant behavior. Therefore, results also revealed that employees' perceptions of organizational support have an influence on their attitudes and behavior. Our findings emphasize the importance of valuing employees and investing in their well-being in the workplace.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

2021 ◽  
Vol 7 (1) ◽  
pp. 105
Author(s):  
Sherly Sherly ◽  
Darwin Lie ◽  
Vivi Candra ◽  
Dolly Miduk Siallagan ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Teacher Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Sampling Formula ◽  
Principal Supervision ◽  
The Relationship

This research aims to determine the role of job satisfaction as a mediator of the relationship between principal supervision and compensation for teacher performance. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To test the mediating effect of satisfaction and the relationship between principal supervision and compensation on teacher performance, a structural equation modeling (SEM) approach is used using partial least squares. Under the research results, It was found that the fact that principal supervision had a significant effect on job satisfaction and teacher performance. Then compensation also has a significant effect on job satisfaction and teacher performance. The findings of the mediation effect state that job satisfaction successfully mediates the relationship between principal supervision and compensation for teacher performance

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