The role of organisational support and justice in predicting teachers well-being: a study in Turkish public schools

Little is known about the role of organizational or administrative support in implementation of health promotion interventions, particularly outside of school settings. The purpose was to determine the change in fruit and vegetable (FV) intake among children living in residential children's homes (RCHs) and assess the relationships among change in organizational support, intervention implementation, and child nutrition outcomes. Data were collected from 29 RCHs and 614 children living in RCHs, as part of a group randomized design with delayed intervention, at three cross-sectional waves: 2004, 2006, and 2008. RCH staff made environmental changes to increase intake of FV. Implementation and organizational support data were collected from staff at the RCHs. Child FV intake were measured via 24-h dietary recalls. A two-way (condition by time) repeated measures ANOVA was conducted to test whether FV intake increased in response to the intervention. A two-level path analysis with a robust maximum likelihood estimator was used to explore the relationships among organizational support, intervention implementation fidelity, and child FV intake. There was a significant increase in FV intake within all RCHs from 2004 to 2006 (P = 0.022 for the intervention group, P = 0.015 for the control group). This increase was maintained in both groups from 2006 to 2008 (post-intervention mean servings: intervention = 3.2 vs control = 3.4). Increases in organizational support resulted in greater overall implementation fidelity. When RCH staff, supervisors, and the RCH CEO were perceived to be supportive of the intervention, more environmental changes were made to encourage eating FV. Fostering organizational support may improve implementation of interventions.

The role of organisational support in teleworker wellbeing: A socio-technical systems approach

This study explores the crucial role of the work environment and organisational support in sustainable employee retention among IT professionals in the southern districts of Tamil Nadu. The study involves the collection and analysis of both primary and secondary data. A convenience sampling method was employed to select a sample of 150 employees from the Information Technology sector across various locations within the southern districts of Tamil Nadu. Statistical analysis like paired t-tests, revealed that improvements in physical workplace conditions, work-life balance, effective communication, and supportive managerial practices lead to significantly higher retention rates. The role of organisational support in improving employee retention was examined using the weighted average ranking method. It is inferred that career growth, recognition of employee contributions, and supervisory support were identified as the top organisational support factors, whereas promotion policies were perceived as needing improvement. The findings emphasize the importance of targeted HR strategies focused on professional development, recognition, and work environment enhancement to reduce attrition and build a stable, engaged IT workforce in the emerging regions of the southern districts of Tamil Nadu.

This study aims to identify the role of organizational support represented by its dimensions (organizational justice, behavior of the leaders in support of subordinates, and support and assertiveness among workers) on creative orientation represented by its dimensions (appropriate environment for innovation, the impact of innovation, implementation of innovation), from views a sample of lecturers at the Koya university in Kurdistan Region/Iraq. A questionnaire has been designed and developed as well as it distributed to a sample of lecturers at the university which numbered (82) lecturers in order to verify the two main hypotheses and the sub- hypotheses that derived from them in order to address the study problem. The most important of the outcomes of this study was the exits of a weak correlation and a significant positive but weak impact between the organizational support and creative orientation. Based on the outcomes, this study recommends that necessitate for the university administration seeks to provide a suitable atmosphere for creativity, encourage subordinates to voice their opinions and ideas of creative abilities of subordinates and put it in appreciated and valued concern.

Purpose:The aim of the article is to indicate the role of organizational support as an important factor influencing the well-being of employees.Building the well-being of key employees in the organization is a priority task for many companies today.Design/methodology/approach: The aim of the literature research is to analyze the achievements to date in the field of the role of organizational support in creating a manager's well-being.The analysis of the literature on the subject was enriched with research based on interviews concerning the perception of the organizational support in the context of the tasks performed.Findings: Managers expect more psychological support from specialists in psychology and sociology of work.This applies to the ability to deal with difficult, non-standard situations, solving unusual problems, conflicts, building appropriate relationships, atmosphere and cooperation.Out of concern for the safety and well-being of the manager and the team, there is an increasing need to pay attention to the behavior of people in the managed team and the ability to identify such behavior. Research limitations/implications:The analysis is based on respondents' subjective declarations.The research results and practical recommendations can be useful to the managerial staff and HR departments in the process of designing work and implementing programs that enhance the well-being of managers.Social implications: The research results can help in creating a higher quality of life not only for managers but also for lower-level employees, indicating the role of organizational support in the process of creating employees' well-being.Originality/value: The article is addressed to HR departments as well as managers who have an impact on management processes and procedures in the organization.

Work-family conflict is always considered to have a positive influence on job burnout and turnover intentions. But things may be different for Chinese police, who may be less likely to leave their job because of their firm beliefs and higher welfare. Considering this, we use Beijing police as the sample of our research, and explore the impact of work-family conflict on turnover intentions under the roles of organizational support and job burnout. By analyzing 316 valid questionnaires surveyed from the Beijing public security system, we get the following conclusions: work-family conflict and job burnout have a significant and positive correlation with turnover intentions; job burnout plays a partial mediating role in the relationship between work-family conflict and turnover intentions; organizational support plays a moderating role between work-family conflict and job burnout.

The purpose of this qualitative study is to examine teachers’ and school counselors’ experiences educating Syrian refugee students in Turkish public middle schools. Accordingly, this investigation has explored the opinions of 20 teachers and nine school counselors in Istanbul. The data were collected in 2019 using the semi-structured interview method. The research findings have revealed Syrian students in Turkish schools to experience the following common hardships: language barrier, curriculum, cultural differences, lack of prior education, socio-economic factors, behavioral problems, community pressure, and parental indifference. Supporting a multicultural school climate with high expectations for all has become a central point in educating students with different backgrounds.

The aim of this study was to test three alternative models – additive, interactive, and reciprocal – of the relationship between personal coping strategies and formal organizational family-friendly supports in mitigating work-family conflict (WFC). Altogether 474 employees in Israel having a partner and children and representing diverse professions and organizations were surveyed. The additive model, that is, personal coping and organizational supports together, were associated with decreased WFC, received support. However, the reciprocal model was also supported, as WFC decreased when individuals perceived the investments between their efforts in personal coping strategies and the organization's efforts in organizational supports as equal. The interactive model, namely personal coping and organizational supports compensate each other in decreasing conflict, received marginal support. Nevertheless, in each model personal coping strategies proved a better approach to mitigating WFC than formal family-friendly supports. The findings suggest that the role of organizational support is important in decreasing WFC when employees lack the personal coping strategies required or when they perceive the organization's efforts to be unfair in relation to their own coping efforts.

Workplace bullying is an anti-social behaviour which is defined as continuous harassment or “mobbing” of individual employee experienced for a relatively longer period of time. This may take several forms such as constant abuse, offensive remarks or teasing, ridicule, social exclusion, harassment, physical violence etc. The situation may be damaging to the wellbeing and job performance of the employee. However, if the organisation provided necessary support to the employee the effect of bullying could be mitigated. The paper examines these issues in selected Malaysian organisations. A sample of 231 employees representing different industry, size, gender, age, experience and job position responded to a self-rated questionnaire which measured the study variables, namely workplace bullying, psychological strain, self-rated job performance, and organisational support. Result indicated that nearly 14 % employees faced bullying incidents either weekly or daily. Such incidents resulted in higher psychological strain and lower job performance. Role of psychological support was positive in promoting performance and reducing strain.

The core aim of this research is to empirically investigate the impact of work place incivility on knowledge sharing behaviour (KSB). Additionally, a mediating role of organisational support was also assessed. Data were collected with the help of pen and paper survey, and a total of 450 questionnaires were sent to the employees working in IT, and telecommunication industries, out of which 380 survey questionnaires were received back. Partial least square structural equation modelling technique was used to test the developed hypotheses. Results of the statistical analysis showed that there is a significant relationship between incivility and KSB and also revealed a significant mediation effect of POS. Several implication and contribution of the study are discussed. This study contributed to the theory by bonding two opposing poles of social exchange theory in one framework. Especially, the role of incivility and organisational support in knowledge sharing has not yet been investigated in one model.

Organizational support is a key factor that may influence and moderate compassion fatigue among nurses. Therefore, this descriptive-analytical study aimed to explore the relationship between organizational support and compassion fatigue in emergency department nurses. The research population consisted of all nurses in the emergency departments of educational hospitals in Urmia, Iran in 2024. A total of 150 nurses were randomly selected based on the inclusion criteria for the study. Data were collected through three questionnaires including a demographic information form, Eisenberger’s Organizational Support Scale, and Figley’s Compassion Fatigue Scale. Data analysis was performed using SPSS software version 15. The results indicated a significant negative relationship between organizational support and compassion fatigue (r=0.45 and p< 0.05). The mean score for organizational support among emergency department nurses was 21.13± 0.54. Moreover, the mean scores for compassion fatigue, compassion satisfaction, and secondary traumatic stress were 27.73 ± 8.54, 38.73 ± 1.81, and 28.45 ± 4.82, respectively. The overall mean score for the nurses' job quality was 31.93 ± 4.32. Given the results of the present study and the role of organizational support in reducing compassion fatigue among nurses, it is crucial for nursing managers and policymakers to take certain measures such as improving working conditions and addressing the needs of nurses to enhance organizational support, consequently helping to reduce and mitigate compassion fatigue among nurses.

PurposeAn important objective of human resource (HR) research is to understand how HR practices can influence employee attitudes and behaviors in order to help achieve organizational goals via employee performance. The paper studies the relationship between High Performance Work System (HPWS) and employee service performance (ESP) via organizational support (OS) and organizational identification (OI). On one hand, this may help understand the “black box” between HPWS practices and ESP. On the other hand, while OS refers to employees' evaluations of favorable treatment from the organization and HPWS represent a significant channel the organization uses to communicate its support to employees, OS and OI literatures have not comprehensively examined the effect of HPWS practices on employee OS and OI beliefs.Design/methodology/approachThis study takes a quantitative approach and employs hierarchical regression from a sample of 467 employees in 10 commercial banks in Sierra Leone.FindingsThe results show a positive relationship between HPWS practices and ESP and at the same time OS and OI partially mediate the relationship, suggesting that employees draw inferences from the HPWS-related treatment they receive in assessing the supportiveness of the organization.Research limitations/implicationsIn this study, the authors put forth an innovative conceptual model of performance management by testing the relationships which have not been tested before, especially in a new context of banking industry in Sierra Leone. By implementing HPWS practices that demonstrate the organization cares about the employees' well-being and values their contribution, organizations are likely to be perceived as offering high levels of support for the employees.Originality/valueThe results of this study add to our knowledge about the antecedents of OS and OI. Moreover, while OS and OI research has been largely rooted in the organizational behavior literature, this study bridges the human resource literature and the organizational behavior literature, by combining HPWS, OS, OI and ESP.

The dynamic nature of security risks confronting the global aviation industry necessitates a deeper understanding of the factors influencing job-crafting behaviors among airport security officers. Grounded in the Job Demands-Resources model, this study aims to investigate the impact of perceived organizational support, work engagement, and social courage (SC) on job crafting among airport security officers. Data were collected from 379 airport security officers at Antalya Airport, Turkey’s busiest airport, through face-to-face surveys conducted between January and December 2022. The findings indicate that organizational support positively influences job crafting, with work engagement mediating this relationship. Furthermore, SC moderates both the relationship between work engagement and job crafting and the strength of the mediating effect of work engagement on the relationship between organizational support and job crafting. This study addresses gaps in the literature by providing a detailed framework that illustrates how organizational support, work engagement, and SC impact job crafting among airport security officers in a non-Western context. Promoting organizational support and fostering employees’ SC can enhance job-crafting behaviors, leading to a more adaptable and resilient workforce capable of addressing the evolving security challenges in the aviation industry.

Orientation: The manufacturing sector in South Africa faces a variety of human resource challenges that necessitate leadership and employee resilience that enables organisation performance despite these circumstances. Research purpose: This study explored the relationship between authentic leadership (AL) and psychological well-being (PW) in this sector while considering the potential indirect effect of organisational support (OS). Motivation for the study: The labour intensity of this industry necessitates a leadership style that will create an environment that enhances employee behaviour, experiences and performance during uncertain times. Positive, value-driven leadership styles such as AL can assist in addressing many of these challenges. Research approach/design and method: A quantitative cross-sectional survey design was utilised, incorporating the AL Inventory and selected items from the Job Demands-Resources (JD-R) and Flourishing-at-Work Scales (FAWS). Main findings: The study revealed that AL was significantly and positively associated with PW both directly and indirectly through OS, with the indirect effect via OS being statistically more pronounced than the direct effect on PW. Practical/managerial implications: Authentic leadership can, directly and indirectly, enhance employees’ PW significantly, and the effect is strengthened by OS, notwithstanding challenging work conditions. Contribution/value-add: By underscoring the facilitative role of OS, the findings enable leaders to enhance employees’ PW, ultimately contributing to workforce performance as well as organisational and sector growth.

PurposeThe mergers and acquisitions impact the firm’s marketing strategy to target the potential market. To compete with conventional banks, Shariah banks have accommodated financial technology (Fintech) and digitalisation to retain existing customers and attract potential customers. Furthermore, this study aims to analyse the role of organisational trust and commitment in mediating the effect of perceived organisational support and managers’ perceptions of the readiness for Shariah-compliant Fintech adoption.Design/methodology/approachTo obtain information, 115 managers from Shariah bank in Indonesia were surveyed. The data were then analysed using PLS-SEM with SmartPLS software.FindingsPerceived organisational support became crucial in improving readiness to adopt the digitalisation initiative and adhere to Shariah norms. Moreover, organisational trust and commitment fully mediated the effect of perceived organisational support and manager’s readiness to change towards Shariah digital bank.Practical implicationsAdopting Fintech and its services can offer better value to customers. Digital technology has supported the merger acquisition of Shariah bank to reduce operational costs and improve productivity and service quality. The Fintech adoption in Shariah banks needs to align with a marketing strategy that can add value, offer efficient services and ensure that all transactions are safe, transparent and Riba-free (interest charged on financial transactions).Originality/valueFrom Shariah bank’s perspective, the role of organisational support in Fintech adoption is limited, and there is a lack of studies investigating managers’ readiness to change in post-merger and acquisitions. This study sheds new light on how Shariah banks must offer Fintech services and adopt digital technology to remain relevant and competitive. This study provides evidence of Shariah-compliant bank readiness and organisational support and commitment enablers using two mediating mechanisms. Properly adopting Fintech can provide superior service and Shariah-compliant banking services.