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Background: The caring behaviors of outpatient nurses play a crucial role in improving the quality of care in hospitals. Work resources and personal psychological resources have a significant impact on nurses' caring behavior. Previous research has shown that perceived organizational support and compassion fatigue are linked to nurses' caring behaviors. However, the specific relationship among these variables is less clear in the context of outpatient nurses working in high-stress environments. Methods: A convenience sampling method was utilized to recruit 413 outpatient nurses from six tertiary hospitals in Xi'an, China, as research subjects between November 2023 and January 2024. The questionnaires used in the study included a sociodemographic questionnaire, the Perceived Organizational Support Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Chinese version of the Caring Behavior Scale. Data analysis involved descriptive statistics, Mann-Whitney U test, Kruskal-Wallis H rank-sum test, Spearman correlation analysis, and the PROCESS macro model 4. Results: A significant negative correlation was observed between the sense of organizational support and compassion fatigue (ρ=-0.547, P < 0.01). Conversely, a significant positive correlation was found between the sense of organizational support and caring behavior (ρ = 0.469, P < 0.01). Moreover, there was a significant negative correlation between compassion fatigue and caring behavior (ρ=-0.641, P < 0.01). Subsequent mediation analysis demonstrated that compassion fatigue partially mediated the relationship between perceived organizational support and caring behaviors. The overall impact of perceived organizational support on caring behavior (β = 0.363) encompasses both its direct influence (β = 0.131) and the indirect impact mediated by compassion fatigue (β = 0.232). The mediating effect accounts for 63.9% of the total effect. Conclusion: Compassion fatigue acts as a partial mediator in the relationship between perceived organizational support and the caring behavior of outpatient nurses. It is essential for nursing managers to effectively manage both the work resources and personal psychological resources of outpatient nurses to improve their caring behaviors in high-stress settings. By improving nurses' organizational support resources, we can reduce the depletion of their personal psychological resources and alleviate negative emotions such as compassion fatigue. This, in turn, can improve nurses' caring behavior and ultimately enhance the overall quality of nursing services in the hospital. [ABSTRACT FROM AUTHOR]

Aim: To evaluate the mediating roles of occupational resilience and the moderationg role of perceived organizational support in the relationship between career calling and nurse burnout. Background: Burnout is a frequent and serious problem in the field of nursing, and it poses a serious threat to both nurses' health and patient safety. Although many studies have described the links between burnout, career calling, and occupational resilience, little is known about the actual mechanisms between career calling and nurse burnout. Methods: A cross‐sectional study of 615 nurses in China was conducted using a convenience sampling method. The data were analyzed using descriptive statistics and Pearson correlation analysis. Hypotheses were tested using structural equation models and bootstrapping methods. STROBE guidelines were followed. Results: Career calling was found to be negatively associated with nurse burnout, and occupational resilience mediated the relationship between career calling and burnout. Additionally, perceived organizational support was found to play a moderating role in the relationship between occupational resilience and burnout. Conclusion: Career calling can reduce burnout by increasing nurses' levels of occupational resilience, and perceived organizational support moderates this mechanism. Hence, policies focused on encouraging and sustaining career calling should be provided by nurse managers in order to enhance stress resistance and reduce burnout. [ABSTRACT FROM AUTHOR]

The increasing turnover rate of social workers in China has garnered widespread concern despite limited evidence-based investigation at the organizational level. This study extracted data from a sample of 4,399 social workers and the extended job demands/control/support model to explore the effects of organization-level factors on social workers' turnover intention. The findings indicate that larger organizational size, diminished perceived organizational support, and a weaker sense of organizational cultural identity are predictors of heightened turnover intentions among social workers. An intriguing finding was that, in contrast to workers in smaller organizations, those in larger entities did not exhibit a significant difference in terms of job demands and job control. However, they reported markedly lower levels of perceived organizational support and organizational cultural identity compared with their counterparts in smaller settings. These insights underscore the imperative for organizational managers to proactively furnish comprehensive support systems for social workers and cultivate a robust sense of organizational cultural identity, thereby mitigating the risk of turnover intentions and fostering a more stable workforce. [ABSTRACT FROM AUTHOR]

This study is focused on an empirical investigation of the relationship between organizational support perception (POS) and organizational citizenship behaviour (OCB), and also to find out the effect of employee happiness (EH) as a mediating variable on this relationship. The data was obtained from 219 retail sector employees through the survey questionnaire. The data was analyzed with the use of structural equation modeling (SEM) carried out in AMOS 26 to test the hypotheses. The study's findings pointed out that POS predicts OCB both directly and indirectly through the mediating role of EH. The results of this study suggest that management should strive to improve the factors that influence employees' POS to raise EH at work and OCB. Human resource practices such as flexible work arrangements, training and development opportunities, wellness programs, workplace justice, etc. can contribute to strengthening the relationship between the organization and its employees, thereby enhancing the perception of organizational support. [ABSTRACT FROM AUTHOR]

Schools in Türkiye are operated by the Ministry of National Education (MoNE). MoNE frequently implements legal, structural, and curricular changes to alter the running of schools. Resistance to change has become a noticeable issue among Turkish teachers. Based on this background, we investigated the relationship between teachers' perceived organizational support and resistance to change, and the mediating effects of climate for initiative and psychological safety in this relationship. The perceived organizational support theory was used to explain the relationship between MoNE's supportive actions and teachers' resistance tendencies. We employed the sense-making theory to explain how teachers evaluate school climates and task uncertainty. We tested the relationships between the study variables and task uncertainty due to its central role in the sense-making theory. A total of 380 teachers participated in this cross-sectional study. Structural equation modeling was employed to analyze direct and indirect relationships between the variables. We found that perceived organizational support was not significantly related to resistance to change but negatively influenced it through climate for initiative and psychological safety. The findings showed that task uncertainty was positively related to perceived organizational support and climate for initiative but was not significantly related to psychological safety and resistance to change. Our findings pointed to the potential of perceived organizational support to alleviate teachers' resistance to change. Furthermore, the training of school administrators for favorable treatment of teachers, fair implementation of change policies, and the transparency of decision-making before and during the implementation of change policies were recommended. [ABSTRACT FROM AUTHOR]

Aim: To investigate the level of compassion fatigue among frontline nurses during the COVID-19 pandemic and to explore the relationship between occupational stressors and compassion fatigue among frontline nurses based on structural equation modelling. Background: Three years into the COVID-19 pandemic, nurses on the frontlines of the battle were overwhelmed by affective and emotional inputs while caring for patients, and they generally experienced varying degrees of psychological problems. High levels of compassion fatigue can affect nursing quality and patient safety and therefore should be taken seriously by nursing managers. Methods: A cross-sectional survey of 1432 frontline nurses in Sichuan Province, China, was conducted from January to March 2023 via convenience sampling methods. The General Information Questionnaire, the Nurses' Occupational Stressors Scale, the Ego-Resilience Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Perceived Organizational Support Scale were used to collect the data. Hypotheses were tested using structural equation models and bootstrapping methods. Results: Nurse occupational stressors had a significant direct effect on compassion fatigue (B = 2.429, p < 0.001). Perceived organizational support exerted a mediating effect of 11.36% between occupational stressors and compassion fatigue. In addition, ego-resilience had a moderating role in the relationship between nurses' occupational stressors and compassion fatigue, between nurses' occupational stressors and perceived organizational support, and between perceived organizational support and compassion fatigue. Multiple linear regression analysis revealed that the most influential dimension of occupational stressors on compassion fatigue was work-family conflict (β = 0.253, p < 0.001), followed by organizational issues (β = 0.153, p < 0.001), work demands (β = 0.103, p < 0.001) and difficulty taking leave (β = 0.102, p < 0.001). Conclusion: Nurse occupational stressors are positively associated with compassion fatigue and influence nurse compassion fatigue through the mediating effect of perceived organizational support and the moderating mechanism of ego-resilience. Managers can reduce nurses' compassion fatigue levels by reducing occupational stressors, promoting nurses' perceived organizational support, and fostering ego-resilience. Implications for nursing management: This study further integrated the external and internal factors affecting compassion fatigue and constructed a structural equation model of the mechanism of compassion fatigue in frontline nurses, which has implications for the early identification and intervention of compassion fatigue in nurses. [ABSTRACT FROM AUTHOR]

Background: This study aims to analyze the relationship between psychological resilience, perceived organizational support, and intention to stay among nurses. Additionally, it explores the mediating role of perceived organizational support in the relationship between psychological resilience and nurses' intention to stay. Methods: A cross-sectional survey was conducted between August and September 2023, involving 1,402 nurses from five Grade 3A hospitals in Guangdong. The survey utilized several instruments, including the General Information Questionnaire (GIQ), the Chinese version of the Connor-Davidson Resilience Scale (CD-RISC), the Chinese version of the Perceived Organizational Support Scale (POSS), and the Chinese version of the Intention to Stay Scale (ITSS). The obtained data were analyzed using descriptive statistics and Pearson's correlation coefficient, while the mediating effect of perceived organizational support was assessed using the PROCESS macro mediation model in SPSS. Results: The overall mean score for psychological resilience among nurses in the five Grade 3A hospitals in Guangdong was 60.54 ± 19.17, the overall mean score for perceived organizational support was 45.77 ± 11.49, and the mean score for intention to stay was 20.82 ± 4.65. The results of the statistical analysis revealed positive correlations between psychological resilience and intention to stay (r = 0.388, p < 0.01), between perceived organizational support and psychological resilience (r = 0.570, p < 0.01), and between perceived organizational support and intention to stay (r = 0.550, p < 0.01). Additionally, perceived organizational support was found to mediate the relationship between psychological resilience and intention to stay, with a mediation effect value of 0.067, accounting for 71.28% of the total effect. Conclusion: Psychological resilience of nursing staff directly impacts their intention to stay and indirectly influences their caring behaviors, with perceived organizational support serving as a key mediator in both relationships. Therefore, nursing managers should implement targeted interventions to enhance nurses' psychological resilience and perceived organizational support. Strengthening these factors can significantly increase nurses' intention to stay in their jobs, improve the quality of care, and contribute to building a strong and stable nursing workforce. [ABSTRACT FROM AUTHOR]

In the case study of the Surabaya High Court Decision Number 126/PDT/2021/PT Sby, a dispute arose regarding the validity of a prenuptial agreement made by a notary before the marriage between the Appellee, Lidyawati, and the late Mochamad Iming Sulaiman. This dispute led to an inheritance conflict between Appellant I, who is the late individual's sibling, and the Appellee. The agreement was not registered with the civil registry office and was not attached to the marriage certificate between the Appellee and the deceased. The research focus of this case study is on the legal consequences of a prenuptial agreement that is not registered with the civil registry office. The research purpose is to determine and analyze the legal consequences of a prenuptial agreement deed that is made and signed by a notary but not registered with the civil registry office. The research method employed is normative juridical and descriptive analytical. The findings indicate that legal consequences of a marriage contract that is not registered at the Civil Registry Office are invalid for both parties as husband and wife, as decided by the Panel of Judges at the First Level and reinforced by the Panel of Judges at the Appellate Level. [ABSTRACT FROM AUTHOR]

Based on the Conservation of Resources (COR) theory and social support theory, this study focuses on the effects of AI-induced stress on hotel employees' work engagement and examines the mediating role of psychological capital and the moderating role of perceived organizational support. A sample of five-star hotels in China was selected for the study, data were analyzed, and hypotheses were tested using SPSS 27.0 and Mplus 7.4 software. The results of the study revealed that AI-induced stress had a significant negative effect on work engagement and psychological capital mediated the relationship between AI-induced stress and work engagement. Perceived organizational support moderated the relationship between work stress and psychological capital. Specifically, the higher the perceived organizational support, the lower the negative effect of work stress on psychological capital; conversely, the lower the perceived organizational support, the higher the negative effect of work stress on psychological capital. The greater the negative impact of work stress on psychological capital, the higher the perceived organizational support, and the smaller the negative impact of work stress on psychological capital. The findings of the study not only enrich the research related to AI in the hotel industry but also have certain reference significance for managers in the hotel industry who introduce AI in managing their employees. [ABSTRACT FROM AUTHOR]

This studies goals to research and decide the simultaneous and partial affect of Instrumental, Affective, Self-Efficacy, Perceived Controllability, and Independence Commitment on External Whistleblowing Intention with Perceived Organizational Support as a moderating variable. This studies makes use of quantitative research with purposive sampling methods. This research combines internal factors in the form of personality and external factors in the form of the organizational environment as a basis for implementing external whistleblowing, to find out which factors are able to encourage whistleblowers to implement external whistleblowing. This is a primary data originating from questionnaire respondents. The questionnaire was made in electronic form, using Google Form media. Respondent data came from Senior Auditors and Supervisory Auditors of Public Accounting Firms (KAP) in Indonesia, totaling 100 respondents. SmartPLS version 3 was used for analysis. Results indicate that Instrumental variable has a positive effect on External Whistleblowing Intention. Affective has no effect on External Whistleblowing Intention. Self-Efficacy has no effect on External Whistleblowing Intention. Perceived Controllability has no effect on External Whistleblowing Intention. Independence Commitment has no effect on External Whistleblowing Intention. Perceived Controllability does not moderated by Perceived Organizational Support on External Whistleblowing Intention. Affective does not moderated by Perceived Organizational Support on External Whistleblowing Intention. Independence Commitment does not moderated by Perceived Organizational Support on External Whistleblowing Intention. Self-Efficacy does not moderated by Perceived Organizational Support on External Whistleblowing Intention. Instrumental does not moderated by Perceived Organizational Support on External Whistleblowing Intention. This research has limitations. The data was obtained from an instrument based on answers based on the respondents' perceptions and experiences. Research data can be biased, because if the respondent's answers are different from their perceptions and experiences of the actual situation, it can reduce the accuracy of the information from this research. [ABSTRACT FROM AUTHOR]

The COVID-19 epidemic not only impacted China's economy but also induced periodic anxiety among employees, especially during its peak. Even as governmental controls relaxed, enterprises seemed unaffected externally. However, beneath the surface, the lingering effects on employee mental health persisted. Many faced dual stressors concerning their job and personal well-being due to the epidemic, heightening work-related anxieties. This research, a year after China resumed work, delves into the psychological stress influencing this sustained anxiety. A survey of 516 employees helped test the hypothesis using a multiple regression model. Findings indicated heightened continuous work anxiety due to the epidemic, particularly in hard-hit areas. However, individual resilience, organizational, and social support were found to mitigate these effects. The study underscores the sustained psychological aftermath of the epidemic on employees, urging health authorities to address it. [ABSTRACT FROM AUTHOR]

Prosocial safety behavior (PSB) is a critical element of workforce participation in the promotion of safety in the workplace. This study aims to examine the influence of various antecedents on PSB. Based on an analysis of the existing literature on prosocial behaviors, we investigate whether emotional intelligence (EI) and perceived organizational support (POS) significantly influence PSB. Furthermore, we analyze the mediating role of employees' intrinsic motivation (IM) and affective commitment (AC) in these relationships. The research was conducted by administering an online questionnaire to a large sample of 488 workers employed in safety-critical industries based in the United States and the United Kingdom with the support of an online platform (N = 346; N = 142). Statistical analyses, conducted using a multi-group approach, revealed that EI had a direct effect on PSB in the two samples analyzed. In the US sample, we found that IM mediated the influence of EI and POS on PSB. In the UK sample, none of the mediation hypotheses were supported. The study provides insights into the individual and organizational factors that promote the development of a prosocial orientation in managing workplace safety issues, revealing the importance of recognizing the role of EI as a significant person-related antecedent supporting PSB. The statistical evidence from the study suggests that organizations that desire to facilitate the expression of PSB in their workforce may consider investing in training programs to enhance the EI of their employees and designing work conditions that facilitate high levels of intrinsic motivation. [ABSTRACT FROM AUTHOR]

Despite the agreement on the importance of internal marketing, the central dogma that it creates value for employees which will incite employees to in turn create value for their organization and customers lacks empirical verification and remains a contentious issue. Two separate multisource-multilevel datasets are used to illuminate the effects of hotel property department-level internal marketing (process-focused) climate on a positive, key organizationally relevant psychological outcome (i.e., perceived organizational support) and a positive, key organizationally relevant behavioral outcome (i.e., organizational citizenship behavior), which in turn engender hotel property department effectiveness and competitive excellence, respectively. Moreover, the results suggest that organizational citizenship behavior is a linchpin in the explication and illustration of the effects of hotel property department/unit internal marketing climate on hotel property department/unit effectiveness and competitive excellence. By doing so, we provide a comprehensive model that underscores the impacts of internal marketing climate on crucial employee, organization/unit, and customer outcomes in the hospitality industry. Implications, limitations of the current inquiry, and avenues for future research are discussed. [ABSTRACT FROM AUTHOR]

This research used structural equation modeling (SEM) to explore the relationship between professional commitment, self-efficacy, psychological resilience, perceived organizational support and job involvement of female teachers in Chinese primary schools. The purpose of the study was to understand how these psychological and organizational factors work together on teachers' job involvement. Based on the questionnaire survey of 596 female teachers in primary schools, the data were collected and analyzed by AMOS software. The results show that professional commitment plays a central role in teachers' job involvement, and self-efficacy and psychological resilience, as important psychological resources, significantly affect job involvement through the mediation of perceived organizational support. The model fitting indicators CFI, RMSEA and SRMR were in line with the acceptance criteria, which verified the adaptability of the hypothesis model. The findings not only reinforce the application of resource conservation theory in the field of education, but also provide school administrators with strategies to improve teachers' job involvement, especially by enhancing the importance of organizational support and resilience. In addition, the results have practical implications for the design of targeted teacher professional development programs. [ABSTRACT FROM AUTHOR]

This study investigates the complex relationship between work overload and safety behavior in South Korean organizations, examining the sequential mediating roles of meaningfulness of work and perceived organizational support (POS), as well as the moderating effect of coaching leadership. Drawing on several theories, we propose a moderated mediation model to elucidate the mechanisms through which work overload impacts safety behavior. Utilizing a three-wave time-lagged design, data were collected from 202 employees across various corporations in South Korea. Structural equation modeling results supported our hypothesized model. Work overload was negatively associated with the meaningfulness of work, which in turn positively influenced POS. POS demonstrated a positive relationship with safety behavior. The sequential mediation effect of meaningfulness of work and POS in the relationship between work overload and safety behavior was significant. Moreover, coaching leadership moderated the relationship between work overload and meaningfulness of work, such that the negative effect was weaker when coaching leadership was high. These findings contribute to the literature by illuminating the psychological mechanisms linking work overload to safety behavior and highlighting the potential of coaching leadership in mitigating the negative effects of work overload. The study offers practical implications for organizations seeking to maintain safety standards while managing high workloads, emphasizing the importance of fostering meaningful work experiences, organizational support, and effective leadership practices. Our research extends the understanding of work overload and safety behavior in the South Korean context, addressing a gap in the literature. It also demonstrates the value of incorporating positive organizational behavior constructs in occupational safety research. Future studies could explore these relationships in different cultural contexts and investigate additional moderators to further refine our understanding of the work overload-safety behavior link. [ABSTRACT FROM AUTHOR]

Presenteeism, i.e. attending work while ill, is known to be more prevalent among employees with a higher workload and/or job strain. Recently, the COVID-19 pandemic had a significant impact on the workload and strain experienced by environmental service workers (ESW). Drawing on both the Effort-Recovery Model and Organizational Support Theory, the model presented in this study evaluates the direct and indirect relationships (i.e. through depressive symptoms) between presenteeism and job satisfaction amongst ESW amid the pandemic. It also evaluates the moderating role of perceived organizational support in this first relationship. A small sample of ESW working in a Canadian hospital participated in this exploratory study by completing an electronic questionnaire. The results show three main findings. First, presenteeism was positively related to depressive symptoms and negatively related to job satisfaction. Second, depressive symptoms were found to be one of the mechanisms through which presenteeism exerted its effect on job satisfaction. Third, perceived organizational support was found to moderate the negative relationship between depressive symptoms and job satisfaction, so this relationship became weaker as perceived organizational support increased. Overall, this pilot study is one of few that have focused on the experience of hospital-based ESW, and the pandemic's effects on their well-being. [ABSTRACT FROM AUTHOR]

Background: This study aims to analyze the relationship between psychological resilience, perceived organizational support, and intention to stay among nurses. Additionally, it explores the mediating role of perceived organizational support in the relationship between psychological resilience and nurses' intention to stay. Methods: A cross-sectional survey was conducted between August and September 2023, involving 1,402 nurses from five Grade 3A hospitals in Guangdong. The survey utilized several instruments, including the General Information Questionnaire (GIQ), the Chinese version of the Connor-Davidson Resilience Scale (CD-RISC), the Chinese version of the Perceived Organizational Support Scale (POSS), and the Chinese version of the Intention to Stay Scale (ITSS). The obtained data were analyzed using descriptive statistics and Pearson's correlation coefficient, while the mediating effect of perceived organizational support was assessed using the PROCESS macro mediation model in SPSS. Results: The overall mean score for psychological resilience among nurses in the five Grade 3A hospitals in Guangdong was 60.54± 19.17, the overall mean score for perceived organizational support was 45.77± 11.49, and the mean score for intention to stay was 20.82± 4.65. The results of the statistical analysis revealed positive correlations between psychological resilience and intention to stay (r = 0.388, p < 0.01), between perceived organizational support and psychological resilience (r = 0.570, p< 0.01), and between perceived organizational support and intention to stay (r = 0.550, p < 0.01). Additionally, perceived organizational support was found to mediate the relationship between psychological resilience and intention to stay, with a mediation effect value of 0.067, accounting for 71.28% of the total effect. Conclusion: Psychological resilience of nursing staff directly impacts their intention to stay and indirectly influences their caring behaviors, with perceived organizational support serving as a key mediator in both relationships. Therefore, nursing managers should implement targeted interventions to enhance nurses' psychological resilience and perceived organizational support. Strengthening these factors can significantly increase nurses' intention to stay in their jobs, improve the quality of care, and contribute to building a strong and stable nursing workforce. [ABSTRACT FROM AUTHOR]

Background: Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout. Methods: This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis. Results: A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (β = 0.553) consisted of a direct effect (β = 0.233) as well as an indirect effect (β = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (β = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect. Conclusions: This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE. [ABSTRACT FROM AUTHOR]

A school is an organization that operates in the field of education as a place where the learning process occurs for students to obtain education from teachers. Teachers at the forefront have an important role in advancing and improving services in schools. To support optimal performance, it is very important for a school leader to have strong organizational support, good abilities in managing the school, and able to increase and maintain teacher motivation. Researchers conducted to find out how perceived organizational support, transformational leadership, and work motivation influence teacher performance at SD XYZ North Jakarta. This research uses a quantitative research approach using the PLS-SEM method to analyze the influence of path coefficients on the variables studied. The respondents of this research were all 118 teachers at SD XYZ North Jakarta who filled out a survey using saturated sample data collection via the Google Form application. The data obtained was analyzed using SEM (Structural Equation Modeling) with the PLS 3.0 application. The results of this research show that perceived organizational support, transformational leadership, and work motivation have a positive effect on teacher performance. [ABSTRACT FROM AUTHOR]

Strategic Human Resource Management (HRM) focuses on selecting employees who fit the organization's culture while enhancing its competitive advantage. However, effective HRM extends beyond role alignment; it emphasizes continuous learning, career development, and nurturing employee motivation and commitment. This study explores how work engagement mediates and organizational support moderates the relationship between the overqualification of workers and innovative work behavior. Data were collected through online surveys. A total of 416 white collar-employees participated. The findings indicate that organizational support strengthens the relations between innovation and overqualification while work engagement mediates the relationship. These findings highlight the importance of organizational context in promoting innovation, showing that even overqualified employees can contribute to innovative behaviors when they are properly supported and motivated. [ABSTRACT FROM AUTHOR]

Objectives: The research aimed to test the job demands-resources (JD-R) model on a sample of Italian oncology workers, and the role of perceived organizational support (POS) as a moderator of the effects of JD on outcomes (job satisfaction and burnout [BO]). Methods: Based on the JD-R model, a correlational study was designed to investigate the relationships between JD, POS as a job resource, self-esteem (as a personal resource), and job outcomes (BO and job satisfaction); the research involved a sample of oncology nurses (N = 235) from an Italian public hospital, who completed a questionnaire during working hours. Relationships between variables were investigated with multiple regressions and moderation analysis. Results: Results confirmed that JD predict both BO and job satisfaction; POS is a weak predictor of job outcomes, but its mediator role in the JD-outcomes relationship was confirmed: the more the nurses perceive a supportive organization, the weaker the positive relationship between JD and BO. Significance of results: Findings are consistent with other contributions that highlighted that organizational job resources may attenuate the adverse effect of JD on positive and negative outcomes: POS may play a central role in employee well-being and health, acting as a possible moderator, and somehow defusing the positive association between JD and outcomes. [ABSTRACT FROM AUTHOR]

The present study was conducted with the aim of examining the effect of job demand, role ambiguity, perceived overqualification and organizational support on employee well-being based on the job demand-resources model. This research was applied in terms of purpose and survey in terms of data collection method. The statistical population was all the employees of Razi University of Kermanshah, totaling 490, and 215 of them were selected as a sample from different faculties using Morgan's table and stratified random sampling method, which was chosen according to the sample of each faculty. The data collection tool was a questionnaire. Data analysis was conducted using structural equation modeling approach with partial least squares method through Smart PLs3 software. The findings of the research show that job demand, perceived role ambiguity and overqualification decrease the well-being of employees, while organizational support increases the well-being of employees. Improving the well-being and support of employees has led to the success of the organization. If the organization supports the employees, they feel more committed to the organization and strive to increase performance and achieve the goals of the organization. Therefore, it is necessary to find the factors affecting the well-being of employees, which can contribute to the success of the organization. [ABSTRACT FROM AUTHOR]

Taking into consideration the moderating role of perceived organizational support within the framework of the natural resource-based view (RBV) theory, the purpose of this study is to investigate the connection between corporate social responsibility (CSR) and sustainable environmental performance. Specifically, this study focuses on the roles that green capability and green transformational leadership play as mediators in this relationship. Through the use of a survey questionnaire, information was collected from 420 employees working for small- and medium-sized enterprises (SMEs) in Bangladesh. The data were analyzed with the help of AMOS and SPSS. The findings indicate that the level of CSR has a significant impact on the performance of sustainable environmental practices. To a large extent, green capability and green transformational leadership serve as mediators in the relationship between CSR and sustainable environmental performance. Furthermore, perceived organizational support plays a significant role in moderating the relationship between CSR and sustainable environmental performance. The relationship between green transformational leadership and sustainable environmental performance is also significantly moderated by perceived organizational support. This is a significant contributor to the connection. This multidimensional corporate social responsibility model can be used to assess sustainable environmental performance in both industrialized and developing countries, and it can also be extended to other service sectors, according to the theoretical conclusion that can be drawn from the research. This research demonstrates that there is a direct connection between corporate social responsibility and sustainable environmental performance. As a result, practitioners are able to develop strategies that are effective in terms of corporate social responsibility. These findings should be taken into consideration by policymakers and managers who are dedicated to promoting equitable development of the country. [ABSTRACT FROM AUTHOR]

Purpose: An expatriate is a person living outside their native country and is physically mobile across international borders for professional or personal reasons, whether for a short or long time, whether organizationally sponsored or not. In the competitive and globalized world, expatriation helps organizations to sustain international competition. Based on the social capital theory, performance theory and organizational support theory, this study aims to explore the impact of intraorganizational social capital (IOSC) and perceived organizational support (POS) on expatriate job performance (EJP) along with the intervening role of Islamic work ethics (IWE). Design/methodology/approach: Data are collected from Expatriate employees working in UAE for at least three years among various knowledge-based industries. A total of 268 filled responses were received using the convenience sampling technique. Structural equation modeling was used to test the proposed hypotheses. Findings: The results indicate that POS and IOSC positively influence most EJP dimensions except demonstrating effect dimension and IWE acts as a partial mediator. The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy can be considered in the study context and longitudinal research designs can be adapted to generalize the findings. Research limitations/implications: The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy, can be considered the study context and longitudinal research designs can be adopted to generalize the findings. Practical implications: Human resource managers need to formulate their company policies so that a recruit is given orientation and training the existing workforce on the benefits of IWE, as it can be seen as developing employee morale and ethical behavior. Onboarding an expat from different regions is an expensive initiative for the organization. The organization should consider both tangible and intangible costs that go into the recruitment, selection and onboarding of an expat. Originality/value: Very few studies have explored the role of IWE with a second-order EJP construct with the respondents from the knowledge-based industries of the UAE. [ABSTRACT FROM AUTHOR]

Introduction: Long-term care assistants are taking on more important roles in the healthcare system. The purpose of this study was to investigate what demographic factors influence the core competencies of nursing assistants, as well as to investigate the levels of organizational support, self-efficacy, and core competencies among nursing assistants in China, to explore the relationship between them. Methods: This is a cross-sectional study with prospective data collection based on a self-report questionnaire. A total of 320 long-term care assistants from two healthcare institutions. We collected socio-demographic characteristics and measured their perceived organizational support, self-efficacy, and core competency levels of the participants. Pearson correlation tests were conducted to examine the relationships among three variables, and a structural equation model was developed to test the interrelationships among these variables. Results: The results indicated that age, employment type, licensing status, monthly income, pre-job training, and training methods were associated with core competency, with nursing knowledge identified as a weak area in core competencies. There were significant associations among each dimension of perceived organizational support, self-efficacy, and core competencies (p < 0.01). The structural equation model demonstrated good fit: X2/df = 2.486, GFI = 0.974, CFI = 0.988, IFI = 0.988, TLI = 0.977, RMSEA = 0.068, SRMR = 0.013. The direct effect of organizational support on core competencies was 0.37, with self-efficacy mediating the relationship between organizational support and core competencies, yielding an indirect effect of 0.122 and a total effect coefficient of 0.492 (all p < 0.001). Conclusion: Training in core competencies should prioritize nursing knowledge. Enhanced perceived organizational support and self-efficacy among nursing assistants were associated with higher core competencies. [ABSTRACT FROM AUTHOR]

Abstract Background The caring behaviors of outpatient nurses play a crucial role in improving the quality of care in hospitals. Work resources and personal psychological resources have a significant impact on nurses’ caring behavior. Previous research has shown that perceived organizational support and compassion fatigue are linked to nurses’ caring behaviors. However, the specific relationship among these variables is less clear in the context of outpatient nurses working in high-stress environments. Methods A convenience sampling method was utilized to recruit 413 outpatient nurses from six tertiary hospitals in Xi’an, China, as research subjects between November 2023 and January 2024. The questionnaires used in the study included a sociodemographic questionnaire, the Perceived Organizational Support Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Chinese version of the Caring Behavior Scale. Data analysis involved descriptive statistics, Mann-Whitney U test, Kruskal-Wallis H rank-sum test, Spearman correlation analysis, and the PROCESS macro model 4. Results A significant negative correlation was observed between the sense of organizational support and compassion fatigue (ρ=-0.547, P

Abstract Aim To investigate the level of compassion fatigue among frontline nurses during the COVID-19 pandemic and to explore the relationship between occupational stressors and compassion fatigue among frontline nurses based on structural equation modelling. Background Three years into the COVID-19 pandemic, nurses on the frontlines of the battle were overwhelmed by affective and emotional inputs while caring for patients, and they generally experienced varying degrees of psychological problems. High levels of compassion fatigue can affect nursing quality and patient safety and therefore should be taken seriously by nursing managers. Methods A cross-sectional survey of 1432 frontline nurses in Sichuan Province, China, was conducted from January to March 2023 via convenience sampling methods. The General Information Questionnaire, the Nurses’ Occupational Stressors Scale, the Ego-Resilience Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Perceived Organizational Support Scale were used to collect the data. Hypotheses were tested using structural equation models and bootstrapping methods. Results Nurse occupational stressors had a significant direct effect on compassion fatigue (B = 2.429, p

In order to study whether employee assistance programs have a significant impact on job performance, whether psychological contract and perceived organizational support play a mediating role in job performance, and thus provide practical operational strategies for relevant enterprises to propose human resource management suggestions to promote job performance, the implementation of employee assistance programs has been the subject of practical research. The findings indicate that addressing issues related to high turnover, job burnout, and absences cannot be separated from the importance of the psychological contract, perceived organizational support, and employee performance in organizational change. By applying structural equation modeling (SEM) to the data from front-line employees of several units in China, this research tested the relationships among employee assistance programs, psychological contracts, perceived organizational support, and job performance using SPSS and AMOS. The results indicate that employee assistance programs positively affect job performance; psychological contracts and perceived organizational support play a mediating role between employee assistance programs and employee job performance (JOP). Our research suggests that an employee assistance program can optimize frontline employee assistance work, build a mechanism to stimulate frontline employees' psychological contracts, and create an organizational environment full of perceived organizational support. This study innovatively uses the structural equation model for quantitative research. In addition, most previous studies on EPA were based on a single variable, psychological contract, and POS were used as the main intermediary variables to explore the mechanism of their impact on job performance so as to enhance the explanatory power of employee job performance. Doi: 10.28991/ESJ-2024-08-05-018 Full Text: PDF

Purpose – Nurses' turnover intention has become a major issue in developing countries with high power distance cultures. Therefore, the authors attempt to investigate how turnover intention among nurses' can be reduced through paternalistic leadership (PL). The authors further investigate the mediating role of job satisfaction between the associations of benevolent, moral and authoritarian dimensions of PL with turnover intention. Finally, the authors examined perceived organizational support (POS) as a conditional variable between job satisfaction and turnover intention. Design/methodology/approach – The authors collected data from 374 nurses working in public and private hospitals of high power distance culture using a questionnaire-based survey on convenience basis. Findings – Structural equation modeling confirms that benevolent and moral dimensions of PL positively affect nurses' job satisfaction which helps them reduce their turnover intention. While the authoritarian dimension of PL negatively affects job satisfaction to further enhance their turnover intention. In addition, the authors noted POS as a conditional variable to trigger the negative effect of job satisfaction on turnover intention. Research limitations/implications – The authors used a cross-sectional design to collect responses and ensured the absence of common method variance through Harman's Single factor test. Originality/value – This study identified the mechanism (job satisfaction and POS) through which benevolent, moral and authoritative dimensions of PL predict turnover intention among nurses working in high power distance culture. 研究目的 – 護士有離職意向，在擁有高權力距離文化的發展中國家，已成為一個重大的問題。因此，我們擬探討如何可以透過採用家長式領導、把護士離職的意欲減低，繼而研究工作滿足感，在離職意向與家長式領導中仁慈、道德和獨裁這三個層面的關係中所起的中介作用。最後，我們就組織支持感，作為是工作滿足感與離職意向之間的一個條件變數，進行了研究。 研究設計/方法/理念 – 本研究透過採用在便利的基礎上進行的問卷調查，從374名在高權力距離文化的公營和私營醫院內工作的護士取得數據，進行分析。 研究結果 – 結構方程模型證實了家長式領導中的仁慈和道德這兩個層面，會對可減低護士離職意欲的工作滿足感，產生積極的影響。家長式領導中的獨裁層面、則會對護士的工作滿足程度產生負面的影響，繼而增強其離職意欲。而且，我們確認了組織支持感是一個會增強工作滿足感與離職意向之間負相聯的條件變數。 研究的局限/啟示 – 我們以橫斷面的設計法來收集回應，並透過採用哈曼 (Harman) 的單因素檢定法，來確保共同方法變異不會存在。 研究的原創性/價值 – 本研究確定了一個 (工作滿足感與組織支持感) 機制，透過這機制，家長式領導中的仁慈、道德和獨裁這三個層面可預測於高權力距離文化工作的護士的離職意向。

Abstract Background Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout. Methods This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach’s Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis. Results A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p

Small and medium enterprises (SMEs) have become a cornerstone of Indonesia's economic growth, yet employee engagement remains a significant challenge that often hampers their performance. Enhancing employee engagement is crucial for driving business success and achieving optimal results. Employee work engagement is very important in enhancing a company's success. This research constructs the relationship model that shows how employee engagement, job satisfaction, and perceived organizational support relate to employees. The study was carried out at SMEs and employees as respondents. The research used a quantitative approach. Data was collected through online questionnaires, and the data was collected from 141 respondents. Sample selection was carried out using the snowball sampling method. The data that has been successfully collected were processed by using SEM Smart PLS. The results of this study show an influence between perceived organizational support and job satisfaction. Employee work engagement is positively influenced by job satisfaction, and perceived organizational support positively impacts employee work engagement. In addition, studies have demonstrated the critical role that job satisfaction plays as a mediating factor in the relationship between employees’ perceived organizational support and worker engagement. This research has implications for improving organizational support, such as appreciation, respecting employee ideas and opinions, and paying attention to employee job satisfaction to increase employee engagement.

Abstract Background The nursing profession is characterized by high intensity and significant stress. Nurses must not only manage heavy workloads but also address diverse patient needs, engage in emotional labor, and cope with occupational exposure risks. These factors collectively contribute to substantial work-related stress for nurses. Currently, there is limited research on identifying distinct categories of nurse stress profiles and their influencing factors. Objectives This study aimed to explore the potential categories of perceived stress among nurses using Latent profile analysis (LPA) and to analyze the influence of sociodemographic factors, effort-reward imbalance, and perceived organizational support on perceived stress categories. Design Cross-sectional study Methods Data were collected via electronic surveys from 696 nurses in Shanxi Province, China, from February 18 to 28, 2023. The survey parameters included sociodemographic characteristics, nurse job stressors scale, effort-reward imbalance scale, and perceived organizational support scale. Latent profile analysis (LPA) was used to classify the perceived stress levels of nurses, and disordered multi-classification logistic regression was used to identify the influencing factors. Results The most suitable model was a three-profile model, comprising the “low perceived stress” group (10.5%), “moderate perceived stress” group (66.7%), and “high perceived stress” group (22.8%). Multi-classification logistic regression analysis showed that average working hours per day (OR = 3.022, p = 0.026), extrinsic effort (C2 vs. C1, OR = 1.589, p < 0.001; C3 vs. C1, OR = 2.515, p < 0.001), and perceived organizational support (C2 vs. C1, OR = 0.853, p < 0.001; C3 vs. C1, OR = 0.753, p < 0.001) were the factors influencing the classification of nurses’ perceived stress. Conclusions Latent profile analysis revealed that nurses’ perceived stress exhibits distinct characteristics. It is recommended that clinical administrators should identify these characteristics and the influencing factors of different nurse categories, and adopt targeted intervention strategies to reduce the levels of perceived stress.

Alongside numerous benefits in business life (such as additional business opportunities, increased labour productivity), the Internet is responsible for adverse effects like cyberloafing in the workplace. Accessing the Internet for personal purposes during work hours is a prominent reason for counterproductive employee behaviour. The current theoretical background, however, is not sufficient to explain the causes of such behaviour. The article aims to identify the role of such factors as sparking leadership and perceived organizational support in preventing employees’ willingness to use their work time to engage in nonwork-related internet activities. To do so, five dimensions of cyberloafing are discussed: sharing, shopping, real-time updating, accessing online content, and gaming/gambling. Leadership theories, social exchange theory, and organizational support theory constitute the methodological basis of the research. The methods used are confirmatory factor analysis, and the PLS-SEM technique to reach a path model revealing the direct, indirect, and total relationships between the given dimensions. The data were collected from March to September 2023 through a face-to-face survey with 95 respondents from over 40 SMEs operating in Türkiye. The results revealed that perceived organizational support mediates the relationship between sparking leadership and sharing, shopping, and real-time updating dimensions of cyberloafing. The results point to the need for reconsidering organizational practices, values, and policies in a way that would foster employees’ well-being and happiness within the organization and mitigate their cyberloafing behaviour.

Abstract Background Nursing literature suggested that patient mistreatment has significant impacts on nurses’ emotions and job burnout. Yet, further research is needed to understand the underlying mechanism and the spillover effect on nurses’ families. Leveraging the goal progress theory, this study aimed to examine the association between patient mistreatment, nurses’ emotional exhaustion, and work-family conflict, as well as the mediating role of social sharing of negative work events and the moderating role of perceived organizational support. Methods During the COVID-19 pandemic in China, a cross-sectional study was conducted with a sample of 1627 nurses from the Hematology Specialist Alliance of Chongqing from October to November 2022. Questionnaires were administered to measure patient mistreatment, perceived organizational support, social sharing of negative work events, emotional exhaustion, and work-family conflict. Hierarchical linear regression and conditional processes were used for statistical analyses. Results Patient mistreatment was positively associated with emotional exhaustion (β = 0.354, p