Caring for the carers: Organizational support, job crafting, and job satisfaction in a unionized worker cooperative

Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nations. Hence, teacher performance, and the determinants thereof, are vital to understand.Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing.Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting.Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours.Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.

This exploration of the relationship between job satisfaction and job crafting amongst nurses within public sector healthcare within Jordan has a particular emphasis upon the moderating impact from perceived organisational support (POS). Drawing upon a sample comprising 421 nurses that were working within public institutions of healthcare, there was analysis of the data through use of Smart PLS 4. The hypothesis of the study is that there is a significant and positive impact from job crafting upon job satisfaction. That hypothesis is supported by the findings, with it revealed that those nurses that engage in behaviours of job crafting report job satisfaction levels that are higher. Moreover, it is demonstrated by the study that POS plays a moderating role that is significant within that relationship, thereby enhancing the positive impact that job crafting has upon job satisfaction. To be specific, nurses that have the perception of a higher degree of organisational support have a tendency to experience a connection between job satisfaction and job crafting that is stronger, and that suggests that organisational support could amplify the benefits from job crafting. The results make a contribution to understanding of the ways in which job crafting may improve the levels of job satisfaction, and the results highlight the importance that POS has in the fostering of a more satisfied and engaged nursing workforce within public sector healthcare.

This study investigates the mediating role of job crafting in the relationship between perceived organizational support (POS) and resistance to change (RTC) among employees in the Turkish private sector. Drawing upon Social Exchange Theory and Self-Regulation Theory, the research proposes that when employees perceive high levels of organizational support, they are more likely to engage in job crafting behaviors—specifically task, relational, and cognitive crafting—which in turn reduce their resistance to organizational change. Data were collected from 202 employees through validated survey instruments and analyzed using structural equation modeling. The findings confirm that POS is negatively associated with RTC and positively related to all three dimensions of job crafting. Moreover, job crafting significantly mediates the relationship between POS and RTC, highlighting its critical role as a proactive strategy for adaptation during organizational change. The results provide both theoretical and practical implications by emphasizing the value of supportive environments and proactive employee behavior in managing change effectively.

Recently, scientific theories on career satisfaction (CS) have been promoted worldwide. Research on the subject has become more and more popular, especially during the COVID-19 pandemic. This study adds to the existing literature by investigating the impact of organizational support on career satisfaction through the mediation role of job crafting and work engagement among Chinese teachers. A diverse sample of teachers (n = 3147) was drawn from various schools in Zhejiang province (P.R. China), from June to September 2021. SPSS 26 software with PROCESS macro and JASP was used to analyze the data. The findings demonstrate that perceived organizational support (POS), job crafting (JC), and work engagement (WE) have a significant and positive relation with teachers’ career satisfaction. POS was serially associated with JC (b = 0.34, p = 0.001), CS (b = 0.40, p = 0.001), and WE (b = 0.49, p0.001). The residual direct pathways for JC → CS (b = 0.55, p = 0.001, 95% CI = [0.51, 0.60]) and for WE → CS (b = 0.47, p = 0.001, 95% CI = [0.44, 0.50]) were significant. Sequentially, JC and WE mediated the relation between POS and CS. The multiple mediation model supported our general hypothesis that JC and WE mediate the relationship between POS and CS.

Safety culture, perceived organizational support, and quality of healthcare: the views of nurses and patients in Saudi Arabia

PurposeThe purpose of this paper is to examine the relationship between perceived organizational support (POS), organizational commitment and job satisfaction among special education teachers in Pakistan. The data were collected from 85 special education teachers from different special education centers in Punjab, Pakistan. POS was measured using a survey of POS developed by Eisenberger et al. (1986). Affective continuance and normative commitment are measured by affective continuance and normative commitment scales developed by Meyer and Allen’s (1984) and Allen and Meyer (1990), respectively. Results of the current study show that POS and job satisfaction are positively correlated with affective and normative commitment. POS and job satisfaction are not associated with continuance organizational commitment. This suggests that a teacher’s commitment can be improved by increasing organizational support, underprivileged working environment and job satisfaction. Limitations and implication of the study are discussed.Design/methodology/approachIn the current study, cross-sectional research design and non-probability purposive sampling technique were used. A sample of 85 special education teachers was collected from different special education institutes of Punjab and federal, Pakistan. Inclusion criteria were teacher with specialization in all disabilities (mentally challenged, deaf, blind, physical handicapped and slow learners), informed consent and age range 20‒55 years, at least 6-month teaching experience in special education. Exclusion criteria were teaching experience less than 6 months and age less than 20 or more than 55 years. The demographic characteristics of teachers are presented in Table II.FindingsFindings of the present study suggest a positive association between POS, affective commitment, normative commitment and job satisfaction, whereas there is no association between POS and continuance commitment as well as between job satisfaction and continuance commitment among special education teachers in Pakistan. Organization should consider the exclusive support of the special education teachers.Research limitations/implicationsThe current study also has some limitation. The sample size is very small. In the current study, data are collected from 85 special education teachers from federal and few cities of Punjab, Pakistan. Hence, data are not true representative. Data for current study are collected through self-reported scales and only collected from academic staff.Practical implicationsIn the current study, special education teachers have identified factors that promote organizational support, commitment and job satisfaction, such as reasonable workloads, sound working environment, unbiased and fair working conditions, and administrative support. It has been found that decreased level of POS, commitment and job satisfaction damage the organization, special educators and special students. Therefore, special education department should develop and implement policies that strengthen these dimensions. A broad recommendation can be made on the basis of these findings: affective and normative commitment increases when individuals have satisfying experience with organization. Thus, this may be improved by providing special educators with the opportunity to work in a better work environment, with proper work load, as it would increase emotional and normative attachment of the individuals with their institutes. The current study would be helpful for policy makers in the field of education and administration in order to work on these dimensions to increase the teacher’s job satisfaction and organizational commitment. It would also create awareness among the general public about the potential problems of special education teachers in Pakistan affecting the quality of life of children with special needs. Results suggest that by providing organizational support, appropriate work load and unbiased attitude, a teacher’s commitment can be improved.Social implicationsThe current research helps academics and administration to improve social functioning of special education teachers by improving their job satisfaction and organizational support.Originality/valueThe prevalence rate of children with disabilities is increasing rapidly in Pakistan. Since stigma is associated with individuals with disabilities, parents hide disabilities of their children so that other relatives may not face any problems, such as being doubted of carrying defective genes. Families have to cope with financial crises due to lack of institutional support, extra expense to deal with disabled person and loss of work. In such circumstances, special education institutions are only hopes for such people to assist them in dealing with their disabled children. However, the strength of teachers in these institutions is not enough to fulfill needs of such children. A number of researches have examined the role of organizational support, job satisfaction and organizational commitment of teachers in western countries (Makanjee et al., 2006; Alijanpou et al., 2013; Batool and Ullah, 2013). However, to the best of the authors’ knowledge, no study has yet investigated this serious issue in Pakistan. This study provides valuable information on organizational support, commitment and job satisfaction among special educators, and recommendation on how organizational commitment can be improved.

Antecedents and consequences of job crafting: Evidence from a multinational travel corporation in Taiwan

This study aimed to investigate the role of predictive perception of organizational support and job satisfaction of school principals in the falcon took place. The purpose of applied research is descriptive. For this purpose, the city school principals falcon 92 patients (31 female and 61 male Director) has stratified random sampling using sampling table Morgan (1976) were chosen as examples. The data collected in this study, perceived organizational support questionnaire Eisenberger et al (1986) and job satisfaction scale Smith, Kendall and Hyvlyn (1969), respectively. Content validity of the professors and their reliability was confirmed by Cronbach's alpha and correlation between questions. The findings indicate that school principals' perceptions of organizational support of average and above average job satisfaction scale. Between perceptions of organizational support and job satisfaction in the significant relationship (p <0.005) there. The findings also indicate that a significant relationship between perceived organizational support and job satisfaction based on demographic variables gender, age, education level and work experience there. Conclusion: Due to the positive and significant relationship between organizational support and job satisfaction managers, decision-makers in education is necessary to pay attention to organizational support toward school administrators with strategies to promote and improve, otherwise reduce organizational support cause that the managers reduced job satisfaction.

Purpose: The global health and fitness industry has experienced significant growth, particularly in China, where Beijing serves as a central hub for fitness enterprises. However, high employee turnover remains a pervasive issue, threatening service quality, customer loyalty, and long-term business sustainability. This research seeks to explore the issue of employee retention within the health and fitness sector by investigating how Perceived Organizational Support (POS) influences turnover intention. Specifically, it examines the mediating roles of organizational commitment and job burnout, while also considering the moderating effect of Person–Organization Fit (P–O Fit). By exploring these dynamics within the unique cultural and organizational context of Beijing, China, this research sought to provide industry-specific insights into reducing turnover and enhancing employee retention. Introduction/Background: The global fitness industry has experienced rapid growth, with China emerging as a significant market. However, high employee turnover threatens business sustainability and service quality. While POS has been extensively studied in Western contexts, its role in reducing turnover intention within China's fitness sector remains underexplored. Furthermore, the interplay between POS, organizational commitment, job burnout, and P–O Fit requires empirical validation to inform retention strategies in this unique industry. Methods: A quantitative research approach was used, with survey data from 401 fitness employees in Beijing. Purposive sampling was used, ensuring that respondents worked in fitness organizations and resided in Beijing. Data was collected through an online questionnaire, which included validated scales for POS, organizational commitment, job burnout, turnover intention, and P–O Fit. Structural Equation Modeling was used to test direct, mediating, and moderating effects. Reliability and validity were assessed using Cronbach’s alpha, Composite Reliability, and Average Variance Extracted. Hierarchical regression analysis was conducted to examine the moderating role of P–O Fit. Findings: The study presents several research findings. First, POS negatively affected turnover intention, indicating that employees perceiving higher organizational support were less likely to leave. Second, POS positively influenced organizational commitment, reinforcing employees' loyalty. Third, POS negatively impacted job burnout, suggesting that higher organizational support reduces employee exhaustion. Fourth, organizational commitment negatively affected turnover intention, affirming that committed employees were less likely to leave. Next, job burnout positively influenced turnover intention, indicating that burnout contributes to employees' desires to leave. Furthermore, organizational commitment mediated the relationship between POS and turnover intention, implying that POS enhanced commitment, which subsequently reduces turnover intention. In addition, job burnout mediated the negative relationship between POS and turnover intention, showing that POS reduces burnout, which in turn lowers turnover intention. Finally, P–O Fit moderated the relationship between POS and turnover intention, revealing that when employees’ values align with organizational values, the impact of POS on reducing turnover intention is stronger. Contribution/Impact on Society: This study extended organizational behavior research by applying established theories to the fitness industry, a sector often overlooked in retention studies. It provides empirical evidence on how POS, organizational commitment, and job burnout interact to shape turnover intention, while also introducing P–O Fit as a crucial moderating variable. For organizations, the findings highlight the necessity of fostering a supportive work environment, strengthening organizational commitment, and mitigating burnout to enhance employee retention. Recommendations: First, organizations should implement career development programs, mentorship initiatives, and mental health resources to improve POS. Moreover, structured interventions, such as flexible work schedules and workload management, should be introduced to reduce burnout. Furthermore, hiring strategies should prioritize candidates with high P–O Fit to ensure long-term alignment with organizational values. Lastly, leadership training focusing on emotional intelligence and communication should be implemented to enhance employee engagement. Research Limitations: This study had certain limitations, one of which was its geographical focus on Beijing, potentially restricting the applicability of the findings to other regions. Additionally, the use of self-reported survey data may have led to potential biases, such as social desirability bias. The study also did not explore other potential moderating or mediating factors, such as leadership style or work-life balance, which could provide further insights into turnover intention. Future Research: Future studies should expand the geographic scope to include multiple cities or countries for cross-cultural comparisons. Researchers should explore additional moderating factors, such as leadership style and job embeddedness, to develop a more comprehensive model of turnover intention. Longitudinal studies could also be conducted to track the long-term effects of POS on employee retention in dynamic industries like fitness.

Grounded in the Job Demands–Resources (JD-R) theory, this study investigates how ChatGPT, a generative artificial intelligence tool, mediates the relationships between Perceived Organizational Support (POS), Job Crafting (JC), Low Self-Esteem (LSE), and Job Satisfaction (JS) in Pakistan’s rapidly evolving IT sector. As AI tools such as ChatGPT become increasingly embedded in knowledge work, their dual role as job resources and psychological stressors raises critical questions regarding employee well-being. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 310 IT professionals reveal that ChatGPT significantly mediates the effects of POS, JC, and LSE on JS. Specifically, ChatGPT strengthens the positive effects of POS and JC on JS while buffering the negative psychological implications associated with LSE. This study contributes to the growing literature on AI-enabled work design in emerging economies and advances JD-R theory by conceptualizing generative AI as a cognitive and behavioral job resource rather than a purely technical tool.

The goal of this study was to investigate the influence of task identity and perceived organizational support(POS) on the relationship between job crafting and meaningful work. Specifically, the mediating effect of task identity and the moderating effect of POS were examined in the relationship between job crafting and meaningful work. The survey was conducted on 300 adults who have been working for at least six months. Supporting the hypotheses, task identity partially mediated the relationship between job crafting and meaningful work. Also, POS moderated the relation between job crafting and task identity significantly, suggesting that job crafting was more strongly associated with task identity as POS was strengthened. In addition, the mediating effect of task identity was moderated by POS in the relation between job crafting and meaningful work, suggesting that POS moderated the mediating effect of task identity on the relationship between job crafting and meaningful work. Based on the results, implications, limitations, and future research directions of this study were discussed.

High turnover rates and declining engagement among nurses remain critical challenges in healthcare institutions, particularly in the face of rising job demands and burnout. Psychological traits, such as grit, and proactive behaviors, such as job crafting, have gained attention as potential factors that enhance nurses’ organizational effectiveness. This study examined whether nurses’ grit influences organizational commitment and job satisfaction through the mediating role of job crafting. A cross-sectional survey design was employed, and convenience sampling was used to recruit 228 nurses from a general hospital in South Korea. Grit was assessed using the 12-item Grit Scale developed by Duckworth et al, which comprises 2 core dimensions: consistency of interest and perseverance of effort. Job crafting, defined as the proactive modification of job boundaries to align with individual strengths and values, was measured using the 15-item Korean Job Crafting Scale. Data were collected using self-reported questionnaires between June 1 and June 22, 2020, and analyzed using SPSS 26.0 and AMOS 26.0, including structural equation modeling. Grit was significantly associated with job crafting (β = .669, P = .006), which positively affected organizational commitment (β = .465, P < .001) and job satisfaction (β = .176, P = .048). Grit had no direct effect on either outcome, but job crafting fully mediated its influence. Cultivating grit and encouraging job crafting behaviors may improve organizational commitment and job satisfaction among nurses, offering valuable insights for nurse workforce retention strategies. This study is the first attempt to apply organizational-level grit within Korean healthcare institutions, serving as a foundational effort in organizational management to align an institution’s overarching objectives with the actual activities of teams and individuals.

Purpose– The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training.Design/methodology/approach– The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling.Findings– The findings reveal that job satisfaction mediates the relationship between POS and transfer of training.Originality/value– This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.

Purpose – Perceived organizational support is a concept which is important in terms of revealing the relationship between employer and employee in enterprises. It is an undeniable fact that those who have high perception of organizational support exhibit higher organizational commitment behavior. Therefore, in this research is aimed to determine the factors that constitute the perception of organizational support in employees, the relationship between this perception and organizational commitment and mediating role of job satisfaction in this relationship. Design/methodology/approach – The existence of a large number of researches in enterprises, but an important sector such as education, the lack of number of studies related to the subject in an important profession such as teaching was effective in determining the universe of this study. Survey method was applied as a method. Simple random sampling method was chosen considering cost and time. The sample of the research consisted of 300 teachers working in public and private high schools in Konya. Within the context of collected data; was made validity and reliability analysis of the scales, Chi-square analysis, Anova tests, normality tests, factor analysis and structural equation modeling. Hypotheses are supported. Findings: As a result of the analyzes it was found that there was a mutual and positive effect between job satisfaction and organizational commitment perception, and there was a mutual and positive effect between job satisfaction and organizational support perception. According to the results of the structural equation model, the fit indexes were found to be close to the good fit level and It was concluded that the model-data compatibility. Discussion – In this study; areas of teachers' most job satisfaction and the perception of high organizational support; the profession has been the opportunity to guide students and give them a feeling of doing something for others. Promotion opportunities were found to be among the factors reducing job satisfaction.

The literature has extensively demonstrated the pivotal role of Talent Management Practices (TMP) and Perceived Organizational Support (POS) across various sectors, serving as fundamental catalysts for both Employee Performance (EP) and Organizational Performance (OP). TMP encompasses a spectrum of strategies, including recruitment, training, development, and retention, aimed at nurturing talent within organizations. Effective TMP fosters enhanced employee skills, motivation, and overall performance. On the other hand, POS reflects an Employee's Perception of Organizational Value and Support, leading to increased commitment, Job Satisfaction, and Performance when Adequately Perceived. This research investigates the effects of TMP and POS on EP and OP within Saudi Arabia Telecommunication Companies, with a specific emphasize the importance of mediation in the TMP-EP/OP relationship. Data were collected from 397 employees across Four Telecommunications Firms in Saudi Arabia, utilizing a cross-sectional survey design. Structural equation modeling, facilitated by Smart-PLS software, was employed for data analysis. Results indicate substantial and favorable influences of both TMP and POS on EP and OP. Additionally, TMP significantly influences POS, while the interaction between TMP and POS exhibits a notable positive effect on EP and OP, highlighting POS as a mediator between TMP and both EP and OP. This research enhances the understanding of organizational support theory by elucidating the interplay and significance of TMP and POS on EP and OP within Saudi Arabia telecommunication companies. It offers actionable insights for HR managers to optimize TMP and POS strategies, thereby enhancing EP and OP. Acknowledging the limitations of the cross-sectional design and self-reported measures, the study suggests avenues for upcoming research to explore the causal and longitudinal effects of TMP and POS on EP and OP, including the mediating mechanisms and boundary conditions of this relationship.