Determinant of Covid-19 Prevention Behavior in The Community in Pamulang, South Tangerang in 2021

Coronavirus Disease 2019 (COVID-19) is an infectious disease caused by SARS-CoV-2. Preventive behavior in the community is important to maintain health during a pandemic. This study aims to determine the determinants of COVID-19 prevention behavior in the community in Bambu Apus, Pamulang in 2021. The approach was conducted in RW. 001 Bambu Apus in June-July 2021 with 180 respondents and using the Probability Proportional to Size Sampling (PPS) sample method. Characteristics of respondents found that the majority of respondents were 36-45 years old (33.3%), with female gender (59.4%), high school education (51.1%), work as private employees (40.6%). Based on the results of univariate analysis, it was found that respondents aged 40 years (55.6%), female (59.4%), had higher education (92.8%), worked (62.2%), good knowledge ( 80%), positive attitude (78.3%), sources of information sourced from social networks (60%), good family support (55%), good health worker support (61.1%) and COVID-19 prevention behavior good (85%). Based on the results of the bivariate analysis, it was found that there was a significant relationship between knowledge (p-value = 0.000), attitudes (p-value = 0.000), family support (p-value = 0.000), health worker support (p-value = 0.000) and behavior. prevention of COVID-19. However, there was no relationship between age (p-value = 0.529), gender (p-value = 0.848), education (p-value = 0.417), occupation (p-value = 0.155), source of information (p-value = 1,000 ), with COVID-19 preventive behavior. Suggestions related to the results of the research are expected that RW administrators can work together with health workers to increase knowledge, attitudes, and family support related to COVID-19 prevention behavior by encouraging, reminding, and educating the public regarding COVID-19.

Let’s take it outside: Seeking alternative targets for expressing dissent at work when voice is suppressed

This study examines what workers do when their supervisor is not responsive to their voice. Based on mobilization theory and theories on organizational dissent, the authors hypothesize alternatives for workers expressing discontent when their initial complaints are ignored or punished by their supervisor under various co-worker support conditions. The hypotheses are tested using a large- N dataset while applying a vignette design. The findings show that workers are less likely to (repeat) voice within the organization and more likely to seek help outside the organization when a supervisor threatens to punish future voice endeavours. Co-workers’ supportive and participative responses to voice increase the likelihood that workers keep their voice within the organization and have mixed effects on the likelihood that workers seek support elsewhere.

Explaining job satisfaction and voluntary assistance among Nigerian police officers

PurposeThis study aims to assess the direct relationships between internal support and job satisfaction and voluntary assistance and their indirect connections through work–family conflict among Nigerian police officers.Design/methodology/approachSurvey data were collected from police officers in a midsized state police command in Ebonyi state in Nigeria. Structural equation modeling (SEM) was used to assess the connections between supervisor support, peer support, work–family conflict, job satisfaction and voluntary assistance.FindingsPolice officers with stronger supervisor and co-worker support are more inclined to express higher job satisfaction, whereas such support is not linked to officers' willingness to help fellow officers. Work–family conflict mediates the relationship between co-worker support and voluntary assistance. Stronger peer support is accompanied by higher work–family conflict, which then is linked to greater helping behavior.Originality/valueDespite many studies on police job satisfaction, research on correlates of job satisfaction in an African context remains severely under-investigated. This study represents one of the first attempts to assess police proactive helping behavior and job satisfaction in Nigeria.

Psychological contract and work outcomes during COVID-19 pandemic

PurposeThe purpose of the current research is to examine the impact of psychological contract fulfillment on work outcomes i.e. organizational commitment and job satisfaction during the COVID-19 pandemic. It also aims to check the mediating role of co-worker support and work engagement on organizational outcomes.Design/methodology/approachThe current study has adopted a quantitative approach and a cross-sectional research design has been used with a snowball sampling technique. Data were collected via a structured questionnaire through Google Docs from 926 respondents working at different capacities in the service sector. The study includes those respondents who are working from home during the COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM).FindingsResults indicated that psychological contract fulfillment was positively impacting work outcomes i.e. organizational commitment and job satisfaction. Co-worker support and work engagement positively mediated the relationship between psychological contract fulfillment and work outcomes during the COVID-19 pandemic situation. Multi-group analysis proved that there was a difference in opinion regarding the impact of psychological contract fulfillment on organizational commitment and job satisfaction amongst males and females.Originality/valueThe novel contribution of the study is integrating social exchange theory, organization support theory and social information processing theory during the pandemic situation. The results highlighted meticulous empirical evidence, which answers the question as to how the met expectations cause an advantageous effect on the employees as well as the organizations in this COVID-19 pandemic situation.

Job stress and loneliness among remote workers

Background: To prevent the spread of coronavirus disease 2019 (COVID-19), physical distancing and isolation are crucial strategies in society. However, this response to the pandemic promotes loneliness. Previous studies have reported an increase in loneliness since the outbreak of COVID-19, but there is little evidence on the relationship between job stress and loneliness among remote workers. Aims: To assess the relationship between job stress and loneliness among remote workers. Methods: This study is a part of nation-wide cross-sectional online survey evaluating the impact of the COVID-19 pandemic in Japan. A total of 27,036 full-time workers completed the self-administrated questionnaire in December 2020. We extracted data on 4,052 desk workers who indicated that they were doing remote work. Loneliness was assessed using a single question and job stress was measured using the Job Content Questionnaire. Multiple logistic regression was performed. Results: Frequency of remote work was moderately associated with loneliness (adjusted odds ratio [AOR] = 1.60, 95% confidence interval [CI]: 1.04-2.46, P = 0.033). Participants who reported of having a low level of co-worker or supervisor support had greater odds of feeling lonely than those who were highly supported (co-worker support: AOR = 4.06, 95% CI: 2.82-5.84, P <0.001; supervisor support: AOR = 2.49, 95% CI: 1.79-3.47, P <0.001). Conclusions: Co-worker support and supervisor support were strongly associated with loneliness, whereas frequency of remote work was moderately associated with feeling lonely. Support from co-workers and supervisors may be crucial factors to prevent loneliness caused by remote work.

Curvilinear Moderation of Perceived Co-Worker Support on Bullied Health Professionals: Timelag Study

Objectives. The research highlights the role of co-worker’s support in bullied health professionals. Investigating the extend of support, firstly, how it helps the bullied professionals not to quit their jobs. Secondly, how the continued constant and increased support from co-workers drastically change it to higher turnover intention. Material and Methods. Data was gathered from 300 health professionals working in different hospitals in two time-lags with the lapse of almost 6 weeks using convenience sampling technique. Results. Data analysis revealed the strong positive connection between workplace bullying and turn over intention posing alarming challenge for health professionals and organizations as well. Further the research proved the strong impact of lower and higher levels of perceived co-worker support in manipulating the decision of bullied professionals to turnover. Conclusion. Workplace bullying is on alarmingly rise affecting the health sector as well and it is the worst type of social stress being evident at workplaces causing serious medical errors and list goes on. This Research helps to understand the role of co-worker’s support on victims opening new avenues, adding new variable for future research on bulling culture.