Search results for "organizational support"
showing 10 items of 14 documents
Well-being among Italian medical oncologists: An exploratory study
2013
<b><i>Background:</i></b> Recently, attention has been focused on physicians' stress and quality-of-life improvement. Due to their relationship with patients, oncologists in particular are overloaded physically, emotionally and psychologically. Previous studies showed that training of communication skills improves the satisfaction and well-being of physicians and patients. <b><i>Aims:</i></b> Our research investigates the relationship between work stress and engagement and personal well-being in physicians working in Italian hospitals. <b><i>Materials and Methods:</i></b> 176 physicians were included. Doctors filled out…
Online Academic Networks as Knowledge Brokers: The Mediating Role of Organizational Support
2018
Placing online academic networks in the framework of social, cultural and institutional “deterritorialization,” the current paper aims at investigating the functionality of these new forms of transnational and trans-organizational aggregations as knowledge brokers. The emphasis is laid on the influence of human collective intelligence and consistent knowledge flows on research innovation, considering the role of organizational support within higher education systems. In this respect, the research relied on a questionnaire-based survey with 140 academics from European emerging countries, the data collected being processed via a partial least squares structural equation modelling technique. E…
Associations of Job Insecurity With Perceived Work-Related Symptoms, Job Satisfaction, and Turnover Intentions: The Mediating Role of Leader–Member E…
2020
This study wants to examine effects of job insecurity on several work-related outcomes (perceived work-related symptoms, job satisfaction, and turnover intentions) by developing a moderated mediation model. The model emphasizes the role played by the quality of leader–member exchange (LMX) in mediating the relation between perceived job insecurity and outcomes related to work, and the moderating role of perceived organizational support (POS) in influencing the mediation. Survey data from 510 workers at Italian organizations were collected, and regression was used to evaluate the hypotheses. After age, gender, education, and organizational tenure were controlled, results showed that perceive…
Negative work reflection, personal resources, and work engagement: the moderating role of perceived organizational support
2018
This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflec...
Supporto organizzativo percepito e benessere. Una rassegna della letteratura recente (Organizational perceived support and well-being: A review of th…
2019
Negli ultimi decenni numerosi studi sono stati dedicati alla relazione tra Perceived Organizational Support (POS) e benessere e l’articolo presenta una rassegna dei principali contributi sull’argomento con la finalità di fornire un quadro delle principali aree di ricerca e dei possibili sviluppi futuri. Gli articoli passati in rassegna sono stati individuati grazie alle banche dati PsycInfo e PubMed inserendo come chiavi di ricerca “perceived organizational support” e “well-being” o “wellbeing” o “well being”. Gli iniziali 95 contributi individuati sono stati ridotti a 48 dopo l’esclusione di tesi di dottorato, capitoli di libri, studi che non avevano un focus specifico sul benessere e rice…
Job demands and psychological well-being among Gabonese civil servants: The mediating role of perceived organizational support
2021
The working conditions observed in public administration organizations have deleterious effects on the psychological well-being of employees. Professional resources can predict the relationship bet...
The role of organizational facilitators in promoting job-related mental health and group service effectiveness: a two-wave analysis
2016
This study aimed to add to knowledge by providing a more systematic integration of work characteristics, workers’ health and performance. The two-wave multi-source study was conducted to test the relationship over time between the healthy states of groups of service-oriented workers and their service effectiveness when their organizations provide facilitators such as training, technical support and autonomy. The study takes healthy states to be a composite of affective-motivational and competent collective states (collective vigour and service competence) and service effectiveness. Service effectiveness was a combination of service quality as assessed by customers and their loyalty intentio…
High commitment HR practices, the employment relationship and job performance: A test of a mediation model
2016
Abstract Purpose This study outlines and tests a high commitment model of human resource (HR) practices and its association with outcomes through a path including employee perceptions and attitudes, thereby seeking a new way of opening the so-called ‘black box’ between human resource management (HRM) and performance. Methodology Data were collected through a questionnaire survey with responses from 835 Spanish workers from three sectors (services, education and food manufacture). In order to test hypotheses, we conducted a path analysis. Findings High commitment HR practices were related to employee performance through the mediating effect of perceived organizational support, a fulfilled ps…
Temporary workers: the role of Corporate Image on Work Engagement
2012
Introduction: A great deal of attention has been given recently on relations between the employees and organization: if this relation is not healthy, it decreases the likelihood of turnover (European Agency for Safety and Health at Work, 2009); employers are unlikely to invest in organizational commitment and motivation to work for temporary workers (Allen, Meyer, 1990; Becker, 1993; Amuedo-Dorantes, 2000; De Cuyper et al., 2008). In order to be successful, organizations should strategically aim to fit the individual values with corporate values (Bellotto, 1997). Value conflicts decrease employees' involvement in their work. Employees experience a de-motivating situation in which they are d…
Self-esteem and Occupational Self-efficacy as Mediators of the Associations between Perceived Organizational Support, Work Engagement and Job Satisfa…
2012
Introduction: Previous research has documented greater vulnerability and exposure to stress among temporary workers due to labor uncertainty, especially in cases where temporary workers are considered peripheral workers in whom employers are unlikely to invest foster long-term organizational commitment and motivation to work (Becker, 1993; Amuedo-Dorantes 2000; De Cuyper & De Nitte, 2005; De Cuyper at al., 2008). Many characteristics of temporary employment adds to the vulnerability of temporary workers: poor job characteristics, highly monotonous work (Hall 2006), lower influence on workplace decisions (Aronsson et al. 2002; Parker et al. 2002), lower job satisfaction and lower organizatio…