A Study on the Correlations between Musculoskeletal Disorders and Work-Related Psychosocial Factors among Nursing Aides in Long-Term Care Facilities

Background: Among the nursing aides employed at long-term care facilities (LTCFs), those with musculoskeletal disorders (MSDs) are most likely to experience disability or develop an intention to leave. The purpose of this study was to investigate the association of work-related psychological factors among nursing aides in LTCFs with MSDs in Taiwan. Methods: Purposive sampling was used in this cross-sectional study to enrol 308 nursing aides from residential LTCFs in Taiwan as research subjects. A demographic and job background survey, a job content questionnaire (JCQ), and the Nordic musculoskeletal questionnaire (NMQ) were used to collect data. Results: Lower job control associated with higher psychological job demands, and lower social support was associated with more severe MSDs for the nursing aides (p < 0.001). Among the MSDs reported by nursing aides in LTCFs, lower back pain was the most serious. In addition, nationality, age, exercise habits, chronic diseases, worksite, lack of rest time, lack of assistive devices, low coworker support, and high psychological job demands were significant factors affecting MSDs. In total, 42.1% of the variance in MSDs among nursing aides in LTCFs was explained. Conclusions: Work-related psychological factors among nursing aides in LTCFs have an important association with MSDs. For nursing aides, coworker support should be improved, and their psychological demands at work should be reduced.

The link between extraversion and service outputs: a moderated mediation model of work vigor and coworker support

PurposeBased on the broaden-and-build theory, this study aims to clarify that the relationship between extraversion and service outcomes will be mediated by work vigor, and that, in turn, this mediating effect will be moderated by coworker support. Specifically, the authors examine vigor as an attitudinal resource to drive organizational performance.Design/methodology/approachThis research collected 181 valid questionnaires from service industries through a two-wave survey. The authors used hierarchical regression analysis to conduct each hypothesis test. Owing to the conditional mediating effect, the authors differentiated each variable centering and used the fractional number and the product as the predictor variable, moderator, and interaction effects after centering.FindingsThe relationships between extraversion and customer orientation and service performance mediated by work vigor in that the indirect relationships are stronger when perceived coworker support is higher than is lower.Research limitations/implicationsFuture studies are suggested to probe into different forms of social support (e.g. family support), mechanisms of coworker support (e.g. task-related vs. non-task-related assistance), and different workplace contexts.Practical implicationsExtraversion, as a personality trait, is a significant reference index to examine an applicant's qualifications during recruitment, particularly in service organizations. Appropriate job assistance and emotional conciliation from coworkers can effectively facilitate employees' work vigor and service outputs.Originality/valuePrevious studies suggested the influence of different personality traits on different dimensions of work engagement. Accordingly, investigation indicates that extraversion can effectively predict work vigor which is an important attitude of willingness to put personal efforts at work to facilitate frontline service outcomes.

Readiness for change: which source of justice and support really matters?

PurposeAlthough justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice fosters employee's preparedness to face change within his/her organization. The aim of this study is to examine the simultaneous influence of three sources of justice, namely the organization, the supervisor and the coworkers, on RFC through perceived organizational support, perceived supervisor support and perceived coworker support, respectively.Design/methodology/approachThree different sets of data were collected from employees in the United States and in Europe. Path analyses were performed to test the hypotheses.FindingsThe results indicated that perceived organizational support mediates the relationship between organizational justice and RFC. Conversely, however, the effect of supervisory justice and coworkers justice on RFC was not mediated by perceived supervisor support and perceived coworker support.Originality/valueThis study is the first to examine the simultaneous influence of organizational, supervisory and coworkers justice on RFC. In doing so, it highlights the need to consider justice stemming from the organization as a priority when considering implementing an organizational change, as opposed to justice emanating from the supervisor and coworkers. In addition, this study responds to long-standing calls for the simultaneous examination of multiple sources of justice and the exploration of the largely neglected role of justice stemming from coworkers.

Benefits of psychological capital on host country nationals’ support and burnout of Chinese expatriates in Thailand: the moderating effect of personal characteristics

PurposeAnchored on the conservation of resources (COR) theory, this study examines the direct impact of psychological capital (PsyCap) on the level of burnout experienced by Chinese expatriates working in Thailand. The social support offered by host country national (HCN) coworkers is postulated as the mediator that might transfer the impact of PsyCap on burnout. In addition, this study taps whether Chinese expatriates' personal factors, including gender and host language proficiency, might intensify or attenuate the role of PsyCap on HCN coworker support.Design/methodology/approachFrom the Chinese expatriates who are working for 15 Chinese subsidiaries in Thailand, 413 valid questionnaires were collected. Partial least squares structural equation modeling (PLS-SEM) was employed for data analysis.FindingsThe result confirms a negative linkage between PsyCap and burnout, with HCN coworker support as the partial mediator. Furthermore, the moderation estimation reports that the positive role of PsyCap on HCN coworker support is particularly attenuated for the Chinese expatriates who are female and who have a high level of host language proficiency.Originality/valueThe finding of this study offers additional knowledge to the literature by utilizing the COR theory to elucidate the mechanism under which PsyCap can protect the expatriates from burnout through the mediator of HCN coworker support. The study also reveals that the beneficial role of PsyCap in facilitating the availability of HCN coworker support could be contingent on some personal factors relating to the Chinese expatriates.

The relationship between job satisfaction and turnover intention among nurses in federal territory of Labuan: Coworker support as a moderator

With the ongoing worldwide COVID-19 pandemic, nurses have become among the prominent frontliners working together to prevent its pervasiveness and manage the treatment for the infected. The high-pressuring working environment subsequently affects their satisfaction towards their job and eventually influences their decision to stay. Besides, coworker support has been associated with the enhancement of one’s work-life outcomes. This study is conducted to investigate the moderating role of coworker support in the relationship between job satisfaction and turnover intent among nurses. A sample of 200 nurses working at several health institutions around Labuan FT was involved in this quantitative study. Results from data collected were analysed using Smart-PLS. The findings show that among nurses, coworker support can help to mitigate the relationship between job satisfaction and intention to leave the profession. According to the study results, improved working conditions for nurses and a focus on their psychological well-being might assist in lowering the retention rate to cope with the lack of nursing professionals.

“I am OK when you are with me” – Understanding the well-being and innovative behavior in the digitized workspace

PurposeThe study aimed at understanding the relationship between supervisor and coworker support, psychological contract fulfillment, work engagement, well-being (different forms) and innovative behavior in the digitized workspace during the coronavirus disease 2019 (COVID-19) pandemic.Design/methodology/approachData were collected via a structured questionnaire through Google Docs from 239 respondents working in the sales department of the consumer durable industry through snowball sampling.FindingsSupervisor and coworker support was positively contributing to psychological contract fulfillment. Further, psychological contract fulfillment was positively contributing to work engagement. Along with innovative behavior, four forms of well-being, i.e. emotional, psychological, workspace and life were studied as outcome variables. Work engagement positively contributes to innovative behavior and well-being.Research limitations/implicationsThe study examined the relationship between various organizational variables in consumer durable industry. Future work should involve studying the effect in other industries and functional areas.Practical implicationsThe study examined how the supervisor and coworker act as an enabler in fulfilling the psychological contract in the digitized workspace. Organizations also understand the importance of work engagement in maintaining well-being and innovative behavior.Originality/valueThe paper initiates the important debate on well-being and innovative behavior in the digitized workspace for the sales employees of the consumer durable industry.

Physical Disability at Work: How Functional Limitation Affects Perceived Discrimination and Interpersonal Relationships in the Workplace

Adults with disability have significantly lower rates of labor force participation relative to persons without disability, although it is unclear whether this disparity extends to subjective workplace experiences. Using data from the 2004 to 2006 wave of the National Survey of Midlife Development in the United States (n =2,030), we evaluate: (1) whether U.S. workers with physical disability report higher levels of perceived job discrimination and unequal workplace opportunities and lower levels of supervisor and coworker support and (2) whether these patterns differ by sex, age, and occupation group. We find that workers with physical disability fare significantly worse on all four outcomes net of covariates. Disability takes a particularly large toll on men’s perceived workplace opportunities and white-collar employees’ relationships with coworkers. Young adult workers (ages 30–39) with disability report significantly more support from their supervisor relative to their counterparts without disability. We discuss implications for research and policy.

Does meaningful work encompass support towards supervisory, worker and engagement relationship?

PurposeThis study aimed at examining the influence of two important elements of social supports, namely supervisor support and coworker support, on work engagement among employees in the university setting. The study also further examined the mediating potentials of meaningful work on the relationships between the former and the latter.Design/methodology/approachThe sample study comprised academic and managerial staff members from a public-sector university in Malaysia. Out of the 420 distributed questionnaires, 216 were received back from which 177 were found useable and hence were taken further for final data analysis. Statistical software of SPSS and Smart PLS 2.0 M3 were used to perform data analysis.FindingsSupervisor support and coworker support were found to be significant predictors of work engagement. Further, meaningful work was found mediating these relationships.Originality/valueThe findings enrich literature of social support, work engagement, and meaningful work. The study is one of the foremost empirical works examining the mediating potential of meaningful work on the relationships between two social resources (supervisor support and coworker support) and work engagement. The issue of work engagement is evident in several mainstream work sectors alongside the education sector. Hence, the research findings are worthy to help understand work engagement issues and how to tackle it in the education setting.