scholarly journals Supporting Role of Society and Firms to COVID-19 Management among Medical Practitioners

2020 ◽  
Vol 17 (21) ◽  
pp. 7961 ◽  
Author(s):  
GholamReza Zandi ◽  
Imran Shahzad ◽  
Muhammad Farrukh ◽  
Sebastian Kot
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Negative Impact ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Path Modeling ◽  
Medical Practitioners

Measurement of job stress and employees’ commitment are few of the admired topics in the corporate world amongst business writers. With a principal aim to trial the blow of exposure to COVID-19 patients on doctors’ job stress and commitment, in Pakistan; data have been collected through 7-10 min telephonic interview from voluntary participants and a sample of 129 responses were analyzed by Structure Equation Modeling-Partial Least Square (SEM-PLS) path modeling through Smart PLS 3.2. The results of the study indicated; direct positive & significant impact of Extent of Exposure on Job Stress while direct negative, significant association with Commitment. Job Stress also observed having direct negative impact on commitment. The Extent of Exposure-Job Stress relationship was also found stronger among group of doctors having Low level of Perceived Organizational Support and weaker among group of doctors having High level of Perceive Organizational support. Perceived Organizational Support showed a moderating effect on the Extent of Exposure-Job Stress relationship; while, Social Support showed no moderation. Researchers are required to investigate more and management of the medical services providers (both hospitals and government) needs to focus on doctors’ perception about Organizational Support, as doctors show no concern about the support from society as long as their well-being is cared for by respective hospitals. This study is an effort to stimulate more empirical evidence towards the treating and handling of COVID-19 patients and the psychological well-being of doctors.

scholarly journals The Affecting Factors of Commitment to Change after Reorganization in PT PLN (Persero) UIP Sumbagut

2021 ◽  
Vol 8 (4) ◽  
pp. 435-438
Author(s):  
Ratih Sri Handayani ◽  
Isfenti Sadalia ◽  
Rulianda Purnomo Wibowo
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
P Value ◽  
Emotional Attachment ◽  
Commitment To Change

Organizational change is directed at increasing the effectiveness and improvement of organizational capabilities. PT PLN (Persero) where one of its units is PLN UIP Sumbagut reorganized in 2018 which included several business functions. The purpose of this study is to understand the factors that affect employee commitment to change after reorganization, namely through trust, emotional attachment and perceived organizational support. The data processing method in this study is to use the causality method between variables with the Structural Equation Modeling (SEM) Partial Least Square (PLS) modeling equation. The measurement results showed that the Trust variable (X1) was 0,4% & insignificant with a p-value of 0,637>0,05, the Emotional Attachment (X2) variable was 86% & significant with a p-value of 0,016<0,05 and Perceived Organizational Support (X3) of 14,3% & significant with a a p-value of 0,000<0,05 is able to directly influence Employee Commitment to Change as part of an indicator of organizational climate which is very inherent in determining organizational success. The results of the evaluation show that in an effort to build a commitment to change, management needs to increase the intensity of communication among employees both formally and informally to improve the harmony of relationships between colleagues, the generation gap can be managed specifically with a relationship-oriented approach, namely by placing between generations in one work team. To increase trust, increase employee engagement through networking programs through work networking on work experience and the use of technology, increased organizational support that is felt can be done by cerating a work system that is supported by media aspirations of employees that area evaluated regularly, empowering employees to be more active in implementing changes and conduct special training proactively. Keywords: Reorganization, Trust, Emotional Attacment, Perceived Organizational Support, Employee Commitment to Change.

scholarly journals Pengaruh organizational reward dan procedural justice terhadap perceived organizational support serta job embeddedness

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Said Muhammad Isma
Keyword(s):  
Procedural Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Job Embeddedness ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Move ◽  
Organizational Rewards

The purpose of this study is to examine and analyze the role of perceived organizational support as a mediator between organizational rewards and procedural justice against job embeddedness. Respondents studied were 214 people who were employees of the Inche Abdoel Moeis Samarinda Regional Hospital (RSUD). The analytical model used in this study uses the Partial Least Square (PLS) approach. The result of this study found the higher the organizational rewards, the more effect on job embeddedness. In other words, the organizational rewards influence employees' intention to move through the dimensions associated with job embeddedness. The higher organizational rewards, the more influential the perceive organizational support for the employees. In other words, the organizational rewards influence employees' confidence in the organization regarding the appreciation of their contribution and care for their well-being. The higher the procedural justice, the higher the embeddedness job of employees. The higher the procedural justice, it will affect the perceive organizational support. In other words, procedural justice influences employees' confidence in the organization regarding respect for their contribution and care for their welfare. This means that the higher the perceive organizational support, the higher of the job embeddedness.

scholarly journals Peran Mediasi Komitmen Organisasional Dalam Pengaruh Antara job Stress, Leader Member Exchange, Perceived Organizational support, dan Efektivitas Pengendalian Internal Terhadap Kinerja Auditor Internal Pemerintah

2020 ◽  
Vol 1 (2) ◽  
pp. 129-154
Author(s):  
Noor Riefma Hidayah
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Equation Modelling ◽  
Member Exchange

Tujuan dari penelitian ini adalah untuk menguji pengaruh langsung dan tidak langsung job stress, leader member exchange,perceived organizational support, dan pengendalian internal terhadap komitmenorganisasional dan pengaruh langsung komitmen organisasional terhadap kinerja kerja auditor internal dengan variabel mediasikomitmen organisasional. Sampel yang digunakan dalam penelitian ini adalah sebanyak 128kuesioner dari para auditor internal pemerintah daerah yang berada pada Kantor InspektoratDaerah di Provinsi Sulawesi Tengah. Hipotesis dalam penelitian ini diuji dengan menggunakanStructural Equation Modelling – Partial Least Square (SEM-PLS) dengan SoftwareWarpPLS 3.0.Hasil Penelitian ini menemukan beberapa bukti bahwa job stress, leader member exchange,perceived organizational support, dan pengendalian internal berpengaruh secara signifikanterhadap komitmen organisasional dan komitmen organisasional berpengaruh terhadap kinerjakerja. Job stressmemiliki pengaruh secara signifikan terhadap komitmen organisasional, leadermember exchangeberpengaruh positif dan signifikan terhadap komitmen organisasional,perceived organizationalsupport berpengaruh positif dan signifikan terhadap komitmenorganisasional, pengendalian internal berpengaruh positif dan secara signifikan terhadapkomitmen organisasional, komitmen organisasional berpengaruh positif dan signifikan terhadapkinerja kerja, serta komitmen organisasional memediasi secara parsial pengaruh job stress, leadermember exchange, dan perceived organizational support terhadap kinerja kerja auditor internal.Namun komitmen organisasional tidak mampu memediasi pengaruh dari pengendalian internalterhadap kinerja kerja.

scholarly journals Perceived Organizational Support and Employee Performance

2021 ◽  
pp. 35-44
Author(s):  
Taha Shabbir ◽  
Kehkashan Naz ◽  
Sunil Dutt Trivedi
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

The employee’s in-role and extra-role performance has badly effected due to prevalence of COVID-19. The aim of the study is to examine the relationship of perceived organizational support and employee performance. The role of organizational justice is examined as a moderator. A sample of 222 bank employees was selected on convenience basis.  The responses were recorded through closed ended questionnaires. The responses were analyzed through Partial Least Square Structural Equation Modeling Method. In times of COVID-19 the perceived organizational support has an antidotal effect on employee’s performance. At the same time the organizational justice has a significant role in the relationship of perceived organizational support and employee performance. The managers interested to have good performance of employees have to ensure organizational support along with justice in organizational practices. The perceived organizational support and justice induce trust among employees and compel them to work with diligence. The organizational justice has greater contributions towards performance. The study has examined the non-linear relationship between perceived organizational support and employees’ performance in bank employees in the context of COVID-19. In such times the people expect increased need for organizational support to fight out the challenges

scholarly journals The Effect Of Competence, Job Stress And Perceived Organizational Support On Employee Performance With Organizational Commitments As Intervening Variables

2021 ◽  
Vol 3 (2) ◽  
pp. 131-139
Author(s):  
Nolla Puspita Dewi ◽  
Intan Rahmadian ◽  
Jemmy Rumengan ◽  
Bambang Satriawan ◽  
Sri Y ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
City Government ◽  
Survey Method ◽  
The Relationship

This study aims to analyze the effect of Competence, Job Sress, and Perceptual Organizational Support on Performance with Organizational Commitment as an Intervening Variable on Tanjungpinang City government employees. This type of research is associative causality. This research was conducted using a survey method by distributing questionnaires from government agencies in the Tanjungpinang City Government. The population of this study was all Regional Apparatus Organizations in Tanjungpinang City Government, totaling 31 Regional Apparatus Organizations, consisting of 97 sample respondents including the Head of Financial Subdivision, Head of Program Subdivision, Program Subdivision Secretary, Secretary, Development and Development Division of Control Programs in the Planning Agency, Development, Research and Development of Tanjungpinang City, and Inspectorate auditors. Data analysis methods used are descriptive statistical analysis and Partial Least Square (SEM-PLS) analysis. The results of this study indicate that competence has a significant effect on performance, work stress and perceived organizational support has no significant effect on performance. Competence does not significantly influence organizational commitment. Job stress and perceived organizational support have a significant effect on organizational commitment. Organizational commitment has no significant effect on performance. Indirectly, organizational commitment mediates the relationship of competence and organizational support, but does not mediate the relationship between work stress and performance

scholarly journals DAMPAK IKLIM ORGANISASI TERHADAP STRES KERJA DAN KINERJA KARYAWAN

2017 ◽  
Vol 20 (1) ◽  
pp. 121 ◽  
Author(s):  
Muhammad Rasyid Abdillah ◽  
Rizqa Anita ◽  
Rita Anugerah
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Climate ◽  
Job Stress ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Head Office ◽  
The Impact

Penelitian ini bertujuan untuk menguji dampak iklim organisasi terhadap stres kerja dan kinerja karyawan. Data yang digunakan dalam penelitian ini adalah data primer dalam bentuk kuesioner dimana subjek penelitiannya adalah para 45 karyawan PT. Adei Plantation & Industry Head Office Pekanbaru Riau. Pengujian hipotesis menggunakan Structural Equation Modeling Partial Least Square. Hasil penelitian menunjukkan bahwa iklim organisasi berpengaruh terhadap stres kerja dan kinerja karyawan. Selain itu, hasil ini juga menunjukkan bahwa pengaruh iklim organisasi terhadap kinerja karyawan adalah pengaruh tidak langsung melalui stres kerja.This study aims to examine the impact of organizational climate on job stress and employee performance. The data used in this study was primary data in the form of a questionnaire in which the research subjects are 45 employees of PT. Adei Plantation & Industry Head Office Pekanbaru Riau. To test the hypothesis using Structural Equation Modeling Partial Least Square. The result suggest that organizational climate influence on job stress and employee performance. In addition, result also suggest that the effect of organizational climate on employee performance is indirect influence through job stress.

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 PEMBERDAYAAN KERJA PROFESIONAL SEBAGAI MEDIASI DUKUNGAN ORGANISASI DAN PERTUKARAN PEMIMPIN-ANGGOTA (LMX) TERHADAP KOMITMEN ORGANISASIONAL

2018 ◽  
Vol 16 (2) ◽  
pp. 209-229
Author(s):  
Suhermin Suhermin
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Leader Member Exchange ◽  
Member Exchange

Tujuan penelitian ini menguji dan menganalisis pengaruh dukungan organisasi dan pertukaran pimpinan-anggota (LMX) terhadap pemberdayaan kerja serta dampaknya terhadap peningkatan komitmen organisasional Staf Medis Fungsional Rumah Sakit Umum Pemerintah di DKI Jakarta. Penelitian dilakukan dengan menggunakan pendekatan kuantitatif. Terdapat 2 Rumah Sakit Umum Pemerintah Pusat dan 2 Rumah Sakit Umum Pemerintah Daerah, dengan unit analisis Staf Medis Fungsional (SMF). Jumlah sampel yang digunakan dalam penelitian ini berjumlah 92 SMF dengan teknik pengambilan sampel sensus. Teknik analisis data yang digunakan dalam penelitian ini adalah teknik analisis statistik deskriptif dan teknik analisis statistik inferensial dengan menggunakan PLS (Partial Least Square). Penelitian ini menemukan bahwa dukungan organisasi (perceived organizational support) dan kualitas pertukaran pimpinan-anggota (Leader Member Exchange) yang tinggi, dapat memberikan peningkatan pada pemberdayaan kerja profesional Staf Medis Fungsional (SMF)  Rumah Sakit Umum Pemerintah Pusat dan Daerah di DKI Jakarta yang akhirnya berdampak pada peningkatan komitmen organisasional. Dukungan organisasi yang dipersepsikan tinggi oleh SMF tidak dapat meningkatkan komitmen organisasional secara langsung. Namun demikian penerapan pemberdayaan kerja SMF secara profesional ditemukan dapat meningkatkan komitmen organisasional.

scholarly journals The Effect of Perceived Organizational Support on Employee Engagement

FENOMENA ◽  
2021 ◽  
Vol 29 (2) ◽  
Author(s):  
Grandita Satira Claudianty ◽  
Fendy Suhariadi
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Least Square Method ◽  
Partial Least Square ◽  
Least Square ◽  
Partial Least Square Method ◽  
One Year ◽  
Significant Direct Effect

This study aims to determine the direct effects of perceived organizational support on employee engagement. The sample used was 111 of PT X employees with more than one year work. The sampling technique used in this study was a purposive sampling. This study uses a Utretch Work Engagement Scale developed by Schaufeli and Bakker (2004) with reliability of 0,888 and Survey of Perceived Organizational Support developed by Rhoades dan Eisenberger (2002) with reliability of 0,947. Data analysis uses partial least square method with the help of Smart-PLS 3.0. software. The results show that there is a positive and significant direct effect of perceived organizational support on employee engagement.

scholarly journals Leader-member exchange affects work engagement: The role of psychological well-being mediation

2019 ◽  
Vol 4 (1) ◽  
pp. 95
Author(s):  
Winny Yus Permatasari ◽  
Fendy Suhariadi
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Partial Least Square ◽  
Civil Servants ◽  
Least Square ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Psychological Well Being ◽  
Member Exchange

Work engagement has a contribution to the success of an organization. Governmental institutions are often criticized for showing less satisfying performance and less effective services due to the misconducts of the civil servants such as coming late to work, leaving at working hours, and being less enthusiastic at work. This study aimed to examine civil servants' working conditions using three variables, namely leader-member exchange, psychological well-being, and work engagement. The measuring tools used referred to the Leader-Member Exchange Multidimensional (Liden &amp; Maslyn, 1998), Psychological Well-being Scale (Ryff, 1989) and Utrecht Work Engagement Scale (Schaufeli &amp; Bakker, 2004). There were 80 civil servants involved in this study as the subjects. They were selected using simple random sampling technique. Statistical techniques used in this study Structural Equation Modeling-Partial Least Square (SEM-PLS) with Warp PLS 5.0 Software. The result indicated that the three variables had a positive correlation with one another, and psychological well-being mediated the influence of leader-member exchange on work engagement.

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