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.

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

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.

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。

校长领导力与乡村教师情感承诺的关系——组织认同的中介和组织支持感的调节作用

为探索校长领导力与乡村教师情感承诺的关系、作用机制和边界条件,研究利用中西部三省6525份乡村教师调查数据,构建一个有调节的中介效应模型。结果发现,校长领导力对乡村教师情感承诺有显著正向积极影响;组织认同在校长领导力与乡村教师情感承诺之间起部分中介作用;组织支持感正向调节了校长领导力与乡村教师组织认同之间的关系,并进一步调节了组织认同在校长领导力与乡村教师情感承诺之间的中介效应。基于研究结果,从提升校长领导力、涵育教师组织认同以及夯实教师组织支持三个方面给出建议。

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。

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。

组织支持感知对交流轮岗教师工作投入的影响——有调节的中介效应分析

教师交流轮岗政策实效性取决于教师工作效能的发挥和学校育人能力的提升,但交流轮岗教师所处“流出校-流入校”双重组织环境对于其工作投入的影响机制并不明确。基于工作要求-资源理论等,构建了组织支持感知与交流轮岗教师工作投入之间有调节的中介效应模型,并通过S市5个县区650名交流轮岗教师进行了实证检验。研究发现:组织支持感知对交流轮岗教师工作投入产生正向影响;交流轮岗教师对流出校和流入校的双重组织情感承诺链式中介了组织支持感知对其工作投入的影响。交流轮岗教师在流入校的内部人身份感知调节了感知组织支持与情感承诺间的关系。为提升交流轮岗教师的工作投入,需要多维度丰富交流轮岗教师工作资源、多主体参与交流轮岗教师服务管理、多角度提升交流轮岗教师身份感知。研究结果为提升交流轮岗教师工作投入,进而提高其教学效能和质量提供了改进的方向和路径,为“县管校聘”制度下构建“政府-流出校-流入校”的新型教师供给体系和联合管理服务体系提供了初步思考和启示。

护士职业紧张与抑郁情绪的关系:组织支持感和心理资本的作用路径

背景由于工作的特殊性,护士易产生抑郁情绪。抑郁情绪不仅危害护士的身心健康,还会在一定程度上影响护理质量。职业紧张是护士出现抑郁情绪的影响因素之一,然而探索二者内在作用路径的研究有限。目的探究组织支持感和心理资本在护士职业紧张与抑郁情绪之间的作用路径,为改善护士因职业紧张而产生的抑郁情绪提供参考。方法于2019年3月—8月,采用分层随机抽样法选取山东省某三级甲等医院的720名护士为研究对象。采用付出-回报失衡问卷(ERI)、组织支持感量表(POS)、心理资本量表(PCQ)以及流调中心用抑郁量表(CES-D)进行评定。采用Pearson相关分析考查各量表评分之间的相关性。采用SPSS 26.0宏程序Process 3.3插件中的模型6,通过Bootstrap法进行中介效应分析。结果共658名(91.39%)护士完成有效问卷调查。ERI评分与CES-D评分呈正相关(r=0.499,P<0.01),与POS评分和PCQ评分均呈负相关(r=-0.318、-0.275,P均<0.01);POS评分与PCQ评分呈正相关(r=0.455,P<0.01),与CES-D评分呈负相关(r=-0.401,P<0.01);PCQ评分与CES-D评分呈负相关(r=-0.567,P<0.01);职业紧张对抑郁情绪影响的总效应为0.466(95%CI:0.399~0.534);组织支持感(间接效应值为0.027,95%CI:0.006~0.057)和心理资本(间接效应值为0.059,95%CI:0.013~0.120)均为职业紧张与抑郁情绪之间的作用路径,且组织支持感和心理资本是职业紧张和抑郁情绪之间的链式作用路径(间接效应值为0.051,95%CI:0.031~0.082),链式路径效应占比为10.94%。结论职业紧张是护士产生抑郁情绪的影响因素,职业紧张既可以直接影响抑郁情绪,也可以通过组织支持感和心理资本的独立作用路径或链式作用路径影响抑郁情绪。

融合教育背景下幼儿教师的工作家庭冲突对职业成功的影响:组织支持感的中介作用

为了探讨在融合教育背景下,幼儿教师的工作家庭冲突、组织支持感与职业成功之间的关系,对幼儿教师进行问卷调查,结果表明:1)工作家庭冲突与组织支持感、职业成功呈现显著负相关;2)组织支持感正向预测职业成功;3)组织支持感在工作家庭冲突与职业成功之间起到部分中介作用。研究结果为幼儿教师在融合教育背景下提升自身对职业发展中积极心理体验的塑造提供了启示与思路。

新入职硕士学历护士离职意愿的纵向调查及其影响路径分析

目的了解新入职硕士学历护士入职不同时间离职意愿的现状及其多因素影响路径。方法采用便利抽样法,以我国52所医院新入职的500名硕士学历护士为研究对象,分别于入职3个月、6个月、12个月采用一般资料调查表、护士职场适应度量表、护士工作满意度量表、护士组织支持感量表、护士职业获益感量表、离职意愿量表进行3轮调查。结果464名新入职硕士学历护士完成3轮调查。入职3个月、6个月、12个月硕士学历护士的离职意愿得分分别为(15.10±3.05)、(18.89±3.05)、(16.98±3.08)分。回归分析结果显示,入职不同时间的职场适应度、工作满意度、职业获益感、组织支持感对离职意愿有显著影响(均P<0.05)。组织支持可直接影响离职意愿,职场适应度、职业获益感、护士工作满意度在组织支持与离职意愿间的中介作用占总效应的92.47%。结论新入职硕士学历护士的离职意愿总体处于较高水平,并随时间变化呈先升后降的动态变化趋势,入职6个月最高;组织支持感、职场适应度、职业获益感、工作满意度对新入职硕士学历护士离职意愿存在直接或间接效应。

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。

员工敬业度、感知组织支持与心理资本对广西民办高校教师离职倾向的影响

采用随机抽样法对广西地区民办高校教师进行问卷调研,探讨员工敬业度、感知组织支持与心理资本对广西民办高校教师离职倾向的影响。结果表明,高度敬业的教师更倾向于留在学校,学校可通过激发其工作热情、提供专业发展机会与认可其贡献来增强教师的敬业度。教师感受到组织支持时更可能选择留在学校,学校可建立支持性的组织文化,关心教师需求,为其提供资源与支持。拥有较高心理资本的教师更倾向于留在学校,学校可通过心理健康培训与提供心理咨询服务来培养教师具备更强大的心理素质。管理者应关注教师情绪耗竭症状,加强沟通与互动,并提供心理健康支持,以维护教学正常运转与教师队伍稳定性。