THE RELATIONSHIP BETWEEN EMPLOYEE WELL-BEING, BURNOUT AND PERCEIVED ORGANIZATIONAL SUPPORT IN HEALTHCARE PROFESSIONALS

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

European Journal of Training and Development ◽

10.1108/ejtd-09-2014-0066 ◽

2015 ◽

Vol 39 (2) ◽

pp. 143-160 ◽

Cited By ~ 9

Author(s):

Abdul Rahim Zumrah

Keyword(s):

Public Sector ◽

Service Quality ◽

Organizational Support ◽

Transfer Of Training ◽

Perceived Organizational Support ◽

Well Being ◽

Mediating Effect ◽

Content Type ◽

Public Sector Organizations ◽

The Relationship

Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.

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Research on the Relationship Between Job Competence and Job Well-Being in Service Industry—Based on the Mediating Effect of Job Insecurity

International Business Research ◽

10.5539/ibr.v13n1p1 ◽

2019 ◽

Vol 13 (1) ◽

pp. 1

Author(s):

Yan-Hua Diao ◽

Chun-Shuo Chen

Keyword(s):

Organizational Support ◽

Perceived Organizational Support ◽

Service Industry ◽

Positive Impact ◽

Job Insecurity ◽

Well Being ◽

Mediating Effect ◽

Job Competence ◽

The Relationship ◽

Positive Effect

This paper takes 328 questionnaires of supervisors and employees in the service industry as samples and verifies the mechanism of the relationship between job competence and job well-being from the perspective of mediating effect of job insecurity and moderating effect of perceived organizational support. The results show that job competence has a significant positive impact on job well-being, the stronger job competence is, and the higher job well-being will be. And the positive effect of job competence on job well-being is mediated by job insecurity. Job competence has a positive effect on job insecurity, job insecurity has a significant negative effect on job well-being，and perceived organizational support moderates the relationship between job insecurity and job well-being, with the increase of perceived organizational support, the negative influence of job insecurity on job well-being decreased. It provides new ideas for the service industry to strengthen care and support for employees to reduce job insecurity, improve employee happiness and motivate employees.

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Core self-evaluations, perceived organizational support, and work-related well-being

Personnel Review ◽

10.1108/pr-04-2018-0128 ◽

2019 ◽

Vol 48 (3) ◽

pp. 659-671 ◽

Cited By ~ 3

Author(s):

Hui-Hsien Hsieh ◽

Yung-Chuan Wang ◽

Jie-Tsuen Huang

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Organizational Support ◽

Perceived Organizational Support ◽

Well Being ◽

Job Burnout ◽

Content Type ◽

Work Related ◽

Core Self ◽

The Relationship

Purpose The purpose of this paper is to propose a moderated mediation model involving core self-evaluations (CSE), perceived organizational support (POS) and work-related well-being in terms of job burnout and job satisfaction. Drawing on conservation of resources theory, the authors examine the mediating effect of job burnout on the relationship between CSE and job satisfaction, while also investigating the moderating role of POS on the above effect. Design/methodology/approach Survey data were collected from a sample of 396 full-time employees from four restaurant and food service companies in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. Findings The results show that job burnout partially mediates the relationship between CSE and job satisfaction. Moreover, the results indicate that POS moderates the negative relationship between CSE and job burnout, as well as the mediated relationship between CSE and job satisfaction via job burnout. Specifically, both the CSE-job burnout relationship and the CSE-job burnout-job satisfaction relationship become stronger for employees with high POS than for those with low POS. Practical implications The results highlight the importance of raising employees’ POS by creating a supportive work environment in organizations, because it can serve as an important job resource that complements the impact of employees’ CSE on their work-related well-being. Originality/value This study contributes to the literature by suggesting that work-related well-being should be viewed as the results of interplay between personal characteristics and perceptions of the work environment, highlighting the importance of the person-environment interaction in explaining employees’ work-related well-being.

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The Effect of Emotional Intelligence on Turnover Intentions; The Role of Employee Well-being, Engagement and Perceived Organizational Support

Jinnah Business Review ◽

10.53369/skye6894 ◽

2017 ◽

Vol 5 (2) ◽

pp. 69-80

Author(s):

M. Waheed Akhtar ◽

◽

Hafiz Ghufran ◽

Tasneem Fatima ◽

◽

...

Keyword(s):

Emotional Intelligence ◽

Organizational Support ◽

Perceived Organizational Support ◽

Turnover Intentions ◽

Sampling Technique ◽

Simple Random Sampling ◽

Well Being ◽

Managerial Implication ◽

The Relationship

This study investigated the mediating role of employee well-being and engagement in the relationship between emotional intelligence and turnover intentions. It also investigated the interactional effect of perceived organizational support in the relationship between emotional intelligence and mediators (employee well-being and engagement). Stratifying simple random sampling technique was used for data collection. 450 questionnaires were distributed among the employees of different banks at Islamabad and Rawalpindi. Data were analyzed through reliability testing, correlation and regression analysis. The results showed that employee well-being and engagement mediate the relationship between emotional intelligence and turnover intentions; whereas, perceived organizational support positively moderates the relationship between emotional intelligence and mediators as well. Managerial implication, limitation and direction for future studies are included in the paper.

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

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v26i1.119-147 ◽

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.

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