Mediating Effect of Perceived Organizational Support on the Resilience and Mental Health of ICU Nurses

Objective:To investigate the mediating effect of organizational support on the relationship between resilience and anxiety-depression-stress by researching ICU nurses.Methods:A total of 675 ICU nurses in Shaanxi Province were surveyed using the organizational support scale,the resilience evaluation scale for medical staff,and the Depression-Anxiety-Stress Scale(DASS-21).Results:The resilience of ICU nurses had significant correlation with the level of organizational support(r=0.448,P<0.01),but was negatively correlated with depression(r=-0.238,P<0.001),anxiety(r=-0.287,P<0.01),and stress(r=-0.213,P<0.01);the level of organizational support of ICU nurses was also negatively correlated with depression(r=-0.452,P<0.01),anxiety(r=-0.410,P<0.01),and stress(r=-0.490,P<0.01).The sense of organizational support played a mediating role between the resilience of ICU nurses and their depression-anxiety-stress,the mediating effect accounted for 78%of the total effect.Conclusion:The perceived organizational support and resilience is an important external protective factor for the mental health and ability of ICU nurses.The management departments should continue to pay attention to the mental health of ICU nurses,take effective measures to improve the sense of organizational support and resilience of nurses,and ensure the good mental health of ICU nurses.

The relationships among perceived organizational support,intention to remain,career success and self-esteem in Chinese male nurses

Aim:The purpose of this study was to investigate the relationships among perceived organizational support,intention to remain,career success and self-esteem in male nurses in China.Background:Recently,turnover is considered increasingly more normal.Male nurses could be stabilized by improving their perceived organizational support,career success and selfesteem.Design:A cross-sectional design was used in the present study.Method:405 full-time male Registered Nurses,from Grade A hospitals in Tianjin,were surveyed.Pearson correlation,Cronbach's alpha coefficient and structural equation modelling were conducted in the study.Results:The results illustrated that self-esteem mediated the relationship between perceived organizational support and career success.Career success mediated the relationship between self-esteem and intention to remain.Conclusion:Hospitals should pay more attention to the benefits of positive personality trait on working motivation.It is meaningful to enhance perceived organizational support,career success and self-esteem in the working process so that nurses are willing to stay in the current employment.

Relationship of Job Satisfaction with Perceived Organizational Support and Quality of Care among Saudi Nurses

Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.

Effect of Perceived Organizational Support on Fatigue of Chinese Nurses during the COVID-19 Pandemic: Resilience as a Mediator

As working for the nurse is believed to be one of the most stressful professions,nurses are particularly at risk of experiencing fatigue.Especially during the COVID-19 pandemic,fatigue among nurses may affect physical and mental health seriously,which is attracting increasing attention of researchers and clinical practitioners tofind effective prevention measures to alleviate nurses’fatigue.This study aims to investigate the mediational effect of resilience on the relationship between nurses’perceived organizational support and fatigue.A total of 476 nurses from secondary and above hospitals in Hebei province,China during March and April in 2020,were investigated with Perceived Organizational Support Scale,Resilience Scale and Work Fatigue Inventory.Structural equation modeling was conducted to explore the mechanisms of nurses’perceived organizational support on fati-gue.Results revealed that perceived organizational support can decrease the nurses’mental/physical/emotional fatigue through the mediating role of resilience.Thesefindings guide for hospital managers to identify effective prevention strategies to alleviate the fatigue of clinical nurses.

Job Satisfaction： Linking Perceived Organizational Support, Organizational Justice with Work Outcomes in China

This study develops and tests a full mediation model that examines the mediating role of job satisfaction in the Chinese context, based on a survey of 424 employees in three small and medium sized enterprises. Data analysis shows a good fit with the full mediation and all four classes of antecedents （i.e., perceived organizational support, procedural, distributive, and interactional justice）. Particularly, procedural justice contributes to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent- consequence relationships, except the two between perceived organizational support （POS）--turnover and procedural justice--consequences. Furthermore, there are only four direct links, including POS to citizenship behaviors directed at individuals, distributive justice to turnover intention, interactional justice to citizenship behaviors directed at organizations and turnover. These direct links suggest that job satisfaction does not fully mediate the relationships.

Abusive Supervision and Neglect： The Effects of Leader-Based Perceived Insider Status and Perceived Organizational Support

Researchers have noted various obvious behavioral outcomes caused by abusive supervision while overlooking hidden behaviors. We draw on self-determination theory to propose that abusive supervision leads to subordinates＇ hidden destructive behavior, namely neglect. This study examines the relationship by focusing on a three way interaction model. Using multi-wave design, we collected data in a Chinese leading petrochemical corporation. We found positive associations between abusive supervision and neglect. Such associations are influenced by subordinates＇ insider status and organizational support. Theoretical and practical implications, limitations and future research directions are discussed.

Teamwork and Physician Burnout: The Moderating Role of Perceived Organisational Support

Burnout is an important issue which has attracted the attention of physicians and health practitioners. Several studies have reported the negative effect of physician burnout and the adverse effect it has on the individual and health institutions. This study therefore examined the moderating effect of perceived organizational support on the relationship between teamwork and physician burnout in the Chinese context. Using a survey data consisting of a sample of physicians from hospitals within the Jiangsu Province of China, we estimated three models in a hierarchical framework and identified that in the presence of respondent’s demographic characteristics as control variables, perceived organizational support, play a very vital role in improving teamwork while reducing burnout among physicians.