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.

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.

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.

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.

Reducing turnover intention: Perceived organizational support for frontline employees

Frontline employees are generally under great pressure,and carry out repetitive and mundane daily tasks,leading to burnout and a high turnover intention among them.To identify ways to reduce this turnover intention,this study examines the effect of perceived organizational support(POS)on burnout and turnover intention in the Chinese context and adds to the literature on frontline employee burnout.Using data from a survey of the frontline employees of a gas station in Beijing,we examine the mediating effects of frontline employee burnout on their POS and turnover intention.This study shows that POS has a significant negative impact on burnout and turnover intention,and that job resources cannot substitute POS.

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

当俯看隐藏的行为时，研究人员们注意了辱骂性的管理引起的各种各样的明显的行为的结果。我们在自主理论上绘画建议辱骂性的管理导致隐藏的下属破坏行为，也就是疏忽。这研究由在三个方法上集中相互作用模型检验关系。用多波浪设计，我们在一个中国领先的石油化学的公司收集了数据。我们发现了在辱骂性的管理和疏忽之间的积极协会。如此的协会被下属内部的人地位和组织上的支持影响。理论、实际的含意，限制和未来研究方向被讨论。

组织文化认同对铁路工程企业员工建言行为的影响研究

为激发铁路工程企业员工建言行为的发生,研究以组织文化认同为切入点,在文献理论分析基础上,基于社会认同理论和自我决定理论,引入情感投入和感知组织支持作为组织文化认同和建言行为间关系的中介变量和调节变量,探究组织文化认同对铁路工程企业员工建言行为影响机理。使用组织文化认同和建言行为等成熟量表,以中国铁道建筑总公司、中国铁路工程总公司,中国交通建设集团有限公司企业员工为研究对象进行问卷调查;运用Mplus8.0和SPSS27.0等分析软件对收集数据进行验证性因子分析、相关性分析;在验证性因子分析和相关性分析的基础上,将建立的结构方程模型通过运用Mplus8.0进行路径假设检验;运用fsQCA3.0进行前因变量对建言行为模糊定性比较分析。结构方程模型检验结果表明,组织文化认同显著正向影响情感投入;情感投入正向影响建言行为;即情感投入在组织文化认同和建言行为影响关系中起中介作用;组织文化认同显著正向影响建言行为;感知组织支持显著正向调节情感投入对建言行为的影响。fsQCA分析结果表明,有5种组态可以发生建言行为,其中组织文化认同3个维度为核心存在条件,与结构方程模型检验结果相符合。以上结果丰富了建言行为边界机制和作用条件,基于“想做”和“能做”二元视角,揭示了组织工作氛围中,组织文化认同对员工产生“想建言”的心理动机产生重要影响,感知组织支持(“能建言”)正向促进了员工将建言的动机转化为实际的建言行为,为铁路工程企业管理者在实践中提供建议和启示。

服务型领导对知识型员工创新绩效的影响——组织支持感和创造性思维的作用

基于社会信息加工理论和特质激活理论,构建了一个被调节的中介模型,利用调查问卷的形式收集了201名员工的有效数据对假设进行实证检验,研究结果表明:服务型领导对知识型员工创新绩效有显著的正向影响;组织支持感在服务型领导与知识型员工创新绩效间起到部分中介作用;创造性思维正向调节组织支持感与知识型员工创新绩效之间的关系;创造性思维正向调节服务型领导通过组织支持感影响知识型员工创新绩效的中介过程。

医务人员组织支持感的研究现状及展望

采用文献综述的方法,梳理医务人员组织支持感的研究现状。通过梳理发现,在结构与测量方面,现有组织支持感测量工具呈多样化趋势,但局限于一般场景或消极场景下的组织支持,无法测量积极场景下的组织支持;影响因素方面,现有研究主要从人力资源实践、组织氛围、个人特质等方面探讨医务人员组织支持感的前因;影响效果方面,医务人员感知到组织支持对其工作态度、行为和身心健康有积极影响,有助于改善其福祉和推动医院发展。未来研究应进一步完善组织支持感的测量工具和探讨医院积极情境下的组织支持。

父母自主支持与职业使命感-有调节的中介模型

目的以自我决定理论为理论基础,构建有调节的中介模型,探讨成年初显期(18-29岁)父母自主支持对职业使命感的影响机制。方法采用线上匿名问卷调查的方式对377名被试进行测量。结果(1)父母自主支持与职业使命感呈显著正相关;(2)个人成长主动性在父母自主支持和职业使命感之间起中介作用;(3)组织支持感正向调节个人成长主动性和职业使命感的关系;(4)组织支持感正向调节个人成长主动性的中介作用。结论父母自主支持通过个人成长主动性影响职业使命感,且组织支持感越高该中介机制越强。

师徒关系对徒弟工作态度的作用机制:来自元分析的证据

为厘清师徒关系对徒弟工作态度的作用机制和边界条件,运用元分析方法对包含103项独立研究、126个效应值及33617个研究样本的101篇文献进行了定量整合,结果表明:(1)徒弟组织支持感、自我效能感均能中介师徒关系对徒弟工作满意度和组织承诺的正面影响。进一步通过中介效应差异检验发现,徒弟组织支持感的中介作用显著大于徒弟自我效能感。同时,师徒关系也通过徒弟组织支持感、自我效能感的链式中介间接影响徒弟工作满意度和组织承诺。(2)文化情境调节了师徒关系与徒弟工作态度的关系。具体来看,集体主义、高权力距离、长期导向文化中师徒关系对徒弟工作满意度、组织承诺的积极影响强于个人主义、低权力距离、短期导向文化中师徒关系对二者的积极影响。以上结论不仅有助于深入理解师徒关系的积极作用,而且为师徒关系的实践提供了一定的指导。

组织支持感对新生代幼儿教师工作绩效的影响——基于潜在剖面分析

基于个体中心对526位新生代幼儿教师的组织支持感进行潜在剖面分析。结果显示:新生代幼儿教师组织支持感可分为不均衡支持型、中等支持型和高支持型3种;3种类型的新生代幼儿教师在工作绩效的总分,以及任务绩效、人际促进、工作奉献的得分上差异显著。为进一步提升新生代幼儿教师的工作绩效,建议合理提高他们的薪资待遇,增强教师情感支持;营造支持性的组织氛围,提高教师工作自主性;实施差异化策略,全面提升新生代幼儿教师的组织支持感。

算法控制与创新行为关系研究——基于资质过剩感的中介作用

随着零工经济的发展,以在线劳动平台为依托的算法控制越来越普遍,方便零工工作者完成给定的任务就能获得报酬。研究通过对233份样本数据进行分析,从组织行为学视角实证考察了算法控制影响零工工作者创新行为的作用机制及边界条件。结果表明,算法控制负向影响零工工作者的创新行为;资质过剩感在算法控制与创新行为关系中起中介作用;组织支持感在资质过剩感和创新行为间起调节作用。结论启示企业在管理实践活动中应优化管理方式,注重员工组织支持感及数字能力的提升,从而激发员工创新行为。

组织支持感在临床护士个人-组织契合度与创新行为间的中介作用

目的探讨临床护士个人-组织契合度(P-O Fit)、组织支持感(POS)及护士创新行为(IB)之间的关系,为提升临床护士创新行为提供理论依据。方法2022年10月便利选取四川省德阳市3所三级医院的337名临床护士作为研究对象。采用一般资料问卷、个人-组织契合度量表、组织支持感量表、创新行为量表进行问卷调查。采用AMOS 23.0进行中介效应检验。结果所调查护士P-O Fit得分为(162.18±34.68)分,POS得分为(50.86±11.53)分,护士IB得分为(31.49±8.32)分;P-O Fit、POS与临床护士IB呈正相关,P-O Fit与POS呈正相关(P<0.001);POS在P-O Fit与护士IB间起部分中介作用,中介效应占比为42.06%。结论护理管理者可以通过提高临床护士的P-O Fit水平,增强护士POS水平,从而提高临床护士的IB水平。

中庸价值取向对个体绿色创新行为的影响--知识共享与组织绿色创新支持感知的作用

绿色创新源于一定的文化情景,根植于文化情景的价值取向对绿色创新具有重要影响,然而,关于我国根深蒂固的中庸价值理念对绿色创新影响的研究尚未形成统一而明确的结论。基于个体视角探讨中庸价值取向对绿色创新行为的影响机理,剖析知识共享的中介作用和组织绿色创新支持感知的调节效应,并采用层次回归分析法,建立多元回归模型,对346份高新技术企业科研人员有效样本数据进行实证分析。结果显示:中庸价值取向对个体绿色创新行为具有正向影响;知识共享在中庸价值取向与个体绿色创新行为之间具有部分中介作用;组织绿色创新支持感知正向调节中庸价值取向对知识共享、绿色创新行为的积极影响。

顾客参与对员工越轨创新的影响机制

如何充分利用顾客参与激发员工创新性表现尚未得到很好的解答。基于压力认知评价理论,构建顾客参与影响员工越轨创新的中介调节模型,采用476份员工问卷研究发现,员工亲社会动机、组织支持感能够增强顾客参与对创新过程投入的积极作用,当亲社会动机和组织支持感都处于高水平时,顾客参与对创新过程投入的正向影响最大;创新过程投入正向影响员工越轨创新,亲社会动机、组织支持感和顾客参与的交互作用通过创新过程投入正向影响越轨创新。研究有助于丰富顾客参与和越轨创新的理论研究,并为企业实践者把握顾客参与、提升员工创新活力提供启示。

临床护士组织支持感和积极应对方式在主动性人格与创新行为间的链式中介效应

目的探讨组织支持感、积极应对方式在主动性人格对护士创新行为影响机制中的多重中介作用。方法采用一般资料调查问卷、主动性人格量表、组织支持感量表、积极应对方式量表、护士创新行为量表对311名护士进行调查,构建并检验链式中介模型。结果本组护士主动性人格总分为(60.29±10.76)分,组织支持感总分为(47.41±10.43)分,积极应对方式总分为(25.77±5.64)分,护士创新行为总分为(34.79±7.68)分。护士创新行为与主动性人格、组织支持感、积极应对方式均呈正相关(均P<0.05)。护士主动性人格对创新行为的间接效应成立,总间接效应值为0.257,其中组织支持感和积极应对方式的特定中介效应分别占14.00%和27.57%,两者的链式中介效应成立,占总间接效应的比例为14.66%。结论组织支持感、积极应对方式在主动性人格与护士创新行为间的链式中介效应成立。建议管理者应重视培养护士的主动性人格,采取个性化方案提供相应支持,同时引导护士采取积极的压力应对策略,进而提高护士创新行为水平。

组织支持感对消防员心理应激的影响:共情疲劳的中介作用

目的:了解消防员的组织支持感、共情疲劳和心理应激现状,并探讨共情疲劳在消防员组织支持感和心理应激之间的中介作用。方法:采用组织支持感量表、专业生活品质量表和军人心理应激自评量表对894名消防员进行问卷调查。结果:消防员组织支持感处于中上水平,64.3%的消防员出现共情疲劳,心理应激T≥70分即较高的消防员占比4.25%。组织支持感与消防员的共情疲劳(r=-0.308,P<0.001)、心理应激(r=-0.377,P<0.001)呈显著负相关,共情疲劳与心理应激(r=0.429,P<0.001)呈显著正相关。组织支持感和共情疲劳能有效预测心理应激(F=148.830,P<0.001)。结论:共情疲劳在消防员的组织支持感和心理应激之间具有部分中介作用。

弯道超车还是弯道翻车:延展性目标与员工不道德行为的双调节模型

基于情绪认知评价理论,引入员工失败学习和组织创新支持感的双重补偿手段,构建了一个延展性目标引发不道德行为的两阶段被调节中介模型。通过对8家企业的390个样本分析后表明,组织延展性目标的极端困难和极端新颖会加重员工职场焦虑进而引发不道德行为,而员工失败学习和组织创新支持感能够缓解员工的威胁感知并使其获得情感支持和资源补偿,从而弱化延展性目标对员工不道德行为的负面效应,抑制不道德行为的蔓延。本研究揭示了延展性目标的黑暗面并为企业将其化危机为契机提供了理论和实践启示。