Coworker Support Research Articles

Integrative Review of the Impact of Coworker Support on Nurses’ Job Motivation: Associations with Job Satisfaction, Stress, and Intention to Stay

Background. Staff shortages in healthcare, especially nurses, are a worldwide problem with negative effects for both nurses and patients. Supporting nurses is important for job motivation and to strengthen connectedness and intention to stay. Extensive research has been performed in the past on managerial support, but this is not the case for coworker support for nurses. Therefore, it is important to gain knowledge about areas of focus of coworker support impacting nurses’ motivation to prevent the loss of motivation and turnover. Aim. To provide an overview of the current insights regarding coworker support’s impact on nurses’ motivation. Evaluation. A review was conducted using three computerized databases, Web of Science, CINAHL, and PsycINFO. A total of 15 studies matched the inclusion criteria (association between nurses’ motivation and perceived coworker support and participants fulfilling the role of nurse). Coworker support was one of the main focuses of the included papers. Review Methods. Whittemore and Knafl’s (2005) method of the integrative literature review was used, together with the critical appraisal tool by Hawker et al. (2002) to guide the methodological rigor appraisal of the included research studies. Result. Three main themes regarding associations related to the effect of perceived coworker support on nurses were identified, namely, job satisfaction, intention to stay, and stress. Conclusions. This review shows multiple areas of focus where coworker support is important for the perceived support of nurses, with emphasis on job satisfaction, intention to stay, and stress. Support foresees job satisfaction. With the intention to stay, the effect of experienced support is especially seen among the newly qualified nurses, where lack of support increases the likelihood of leaving their jobs prematurely. Experienced support from coworkers also has a stress‐reducing effect. Implications for Nursing Forum. Support from coworkers is essential for nurses, as it has a positive effect on work satisfaction, intention to stay, and stress reduction. It is important to create a work environment that offers room for coworker support.

Influence of Job Stressors on The Quality of Work Life Among Coaches and Chaperone

This study aimed at determining domains in the job stressors that significantly influence the “quality of work life among coaches and chaperone. The non-experimental quantitative research was utilized in this undertaking. There were 150coaches and chaperone who are also teachers in Mati City Division with distinct range of working experiences and level of academic achievements from one year and above, who participated in this study as respondents. The Mean, Pearson-r and Regression Analysis were used as the statistical tools employed for the interpretation of the data gathered. The result of this undertaking revealed that the level of job stressors was high among coaches and chaperone in terms of job stress scale, co-worker support, role expectation conflict, and work life balance. Also, it was revealed that the level of quality of work life was high in terms of work environment, relation and cooperation, job satisfaction and job security, organization culture and climate, training and development, compensation and reward, autonomy of work, adequacy of resources, and facilities. Moreover, the result revealed that job stressors were significantly related to quality of work life among coaches and chaperone. It was also found that job stress scale and coworker support as job stressors were significantly influenced the quality of work life.

Professional coping among tax officials: Focus on co-workers support, working engagement, job satisfaction

This study seeks to investigate and clarify the influence of support from colleagues on professional coping mechanisms, work engagement, and job satisfaction among Vietnamese tax officials. Grounded in foundational theories of professional coping, stress, and coping strategies built upon and continuing the understanding from previous research results, this article provides a specific contextual analysis of the professional coping of tax officials in the context of the Vietnamese Government’s strong administrative reform aimed at developing and effectively managing human resources. The survey process and evaluation of results gathered from 251 observations have confirmed and supported our research hypothesis, demonstrating that support from colleagues has a positive impact on the professional coping of tax officials in Vietnam. Furthermore, this professional coping process significantly contributed to work engagement and job satisfaction among tax officials today. Based on the research findings, we have proposed practical recommendations and policy suggestions tailored to the tax sector in Vietnam.

How and When Leader Job Insecurity Influences Engineer In-Role and Extra-Role Behaviors

This article investigates how and when leader job insecurity influences engineer job performance and organizational citizenship behavior (OCB). By integrating social information processing perspective and dual-path model, this article hypothesizes that leader job insecurity influences engineer job performance and OCB negatively via engineer job frustration and occupational self-efficacy. Moreover, drawing from social support resource theory, we hypothesize that coworker support moderates the impacts of leader job insecurity on engineer job frustration and occupational self-efficacy. We test these hypotheses using data from a sample of 266 leader-engineer dyads. Consistent with our theoretical framework, we find that engineer job frustration and occupational self-efficacy mediates the negative and indirect effect of leader job insecurity on engineer job performance and OCB. In addition, coworker support moderates the relationship between leader job insecurity and mediators (i.e., job frustration and occupational self-efficacy) as well as the indirect impacts of leader job insecurity on engineer job performance and OCB.

A Study on the Effect of Abusive Supervision on Knowledge Hiding: Mediated by Emotional Exhaustion and Moderated by Coworkers Support

This study was conducted to assess the effects of abusive supervision on knowledge hiding, taking into account the moderating influence of coworker support and the mediating function of emotional exhaustion. The current study's model suggests that when supervisors are abusive, people become emotionally exhausted and hide knowledge. Our study proposed that employees who experienced abusive behaviors were more likely to withhold information and knowledge from others in the organization. There was a strong association between abusive supervision and emotional exhaustion. This means that employees who experienced abusive behaviors from their supervisors were more likely to feel emotionally drained and depleted. Another purpose of the research was to know whether coworker support moderates the relationship between abusive supervision and emotional exhaustion. Coworker support may offer a sense of support and social connection, which can help employees cope with the stress associated with abusive supervision. The model was supported by Social exchange theory. Convenience sampling was used to gather data from 181 workers in the telecom sectors of firms in Rawalpindi and Islamabad. Adapted questionnaires with five-point Likert scales for each variable were used. Results indicated that abusive supervision has a positive and significant relationship with knowledge hiding. The mediating role of emotional exhaustion between abusive supervision and knowledge hiding was also supported by results. However, contrary to expectations, moderating the role of coworkers’ support, between abusive supervision and emotional exhaustion gained no acceptance. By incorporating specific training on recognizing and avoiding abusive behaviors from the outset, organizations can set clear expectations for supervisory conduct and create a culture that discourages abusive practices. Regular policy reviews will help the organization adapt to evolving challenges and best practices in preventing abusive supervision, ensuring that policies remain relevant and contribute to a positive work environment. Limitations and future directions are also provided.

Factors That Predict Early Return to Work After Myocardial Infarction: Importance of Coworker Support.

Aim Myocardial infarction (MI) affects the working-age group and cause many absences and lost days of work. Some occupational factors effect in the prognosis of MI patients. The objective of this study was to determine predictors of early, late and no return to work (RTW) after MI.Material and methods In this cohort study, 240 pre-employed, male patients with MI from April 2020 through February 2022 provided data about their demographic, occupational, psychosocial, and medical information. Data was also collected about the treatment they received as patients, their feelings about socioeconomic support, and RTW time. RTW within two weeks after MI was defined as early RTW. The relationships of these variables and with early RTW and with late or no RTW were analyzed.Results Ninety-four patients (39.6 %) returned to work within two weeks after MI, whereas 207 patients (87.3 %) returned to work by the end of six months. Many variables, including coworker support, were associated with early RTW in a univariate analysis. Regression analysis revealed that age, coworker support, marital status, the patient's own estimated RTW time, the number of the vessels with occlusion, and comorbidity were predictors of early RTW. Of these factors, only coworker support would be subject to modification.Conclusions This study indicates that improving support from coworkers can increase early RTW after MI.

How tyrannical leadership relates to workplace bullying and turnover intention over time: The role of coworker support.

In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning. More specifically, this longitudinal study (two data collections over a 3-month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors. Results from cross-lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention. The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time.

Coworker support amplifies strain in the COVID-19 pandemic for working parents.

The COVID-19 pandemic directly threatened our health and safety, while contradictory scientific and media reports generated uncertainty. Social information processing theory suggests that employees may have relied on their coworkers, via coworker support, to make sense of the confusion. Because previous research shows that coworker support can counterintuitively increase strain, we investigated the effects of coworker support on strain during the pandemic. Specifically, we collected data from a heterogeneous US sample of 314 working parents in May 2020 to illustrate the path from personal traits (i.e., optimism, generalized self-efficacy, and internal locus of control) to COVID-19 anxiety to workplace outcomes (i.e., self-rated performance, emotional exhaustion, and work-family conflict) in a multiphasic study design. Employees with low levels of these traits reported more COVID-19 anxiety, and in turn, more decrement to their workplace outcomes. This mediation is moderated by coworker social support, such that the indirect effect is exacerbated by coworker social support. This is consistent with social information processing theory, which states that coworker social support can unintentionally corroborate and amplify employee stress perceptions. We therefore recommend that, when faced with significant adversity, organizations provide communication training oriented toward increasing positive coworker interactions and guiding social information.

Evidence for a Negative Loss Spiral between Co-Worker Social Support and Burnout: Can Psychosocial Safety Climate Break the Cycle?

Previous research suggests that co-worker social support predicts burnout, but this relationship may be far more complex, with the potential for a reciprocal cycle of loss. Leading research on loss spirals has explicitly called for more research on interindividual factors such as social support and, by extension, how interventions that operate on these interpersonal resources could play a role in primary and secondary prevention (i.e., intervening in cycles of loss). In this study, we explore the reciprocal relationship between burnout and co-worker social support, with psychosocial safety climate (PSC) as an upstream predictor and moderator of this relationship. Using hierarchical linear modelling (N = 380 frontline healthcare workers, nested within N = 63 teams) on longitudinal data, we found a reciprocal relationship between burnout and co-worker support, which was both triggered and moderated by PSC. These findings provide initial evidence for a social support-burnout loss spiral, wherein individuals with poor co-worker support are more likely to become burnt-out, and in this depleted state they are subsequently less likely to reach out for those social supports when available, which would, in turn, lead to further burnout. This social support-burnout loss spiral is exacerbated when working in a low-PSC context, as the environment does not send positive safety signals about resource scarcity and replenishment. Therefore, PSC may be a potential target for intervention both in primary prevention (i.e., stopping the loss spiral in the first instance) and in secondary intervention, as high PSC signals to workers already in the burnout-support loss cycle when it is safe to reinvest resources or engage in recovery behavior.

Links connecting organizational socialization, affective commitment and innovative work behavior

PurposeThis study aims to investigate the relationships between affective commitment (AC), innovative work behavior (IWB) and organizational socialization strategies (training, coworker support, understanding and future prospects) to ensure the viability and prosperity of businesses in Iraq.Design/methodology/approachThe methodology includes demographic analysis, confirmatory factor analysis and structural equation modeling.FindingsAn analysis of survey data based on a random sample of participating employees shows that training, understanding and future prospects all significantly and positively affect employee AC. Coworker support does not significantly affect AC. Employees’ AC to their companies significantly positively affects their IWB. Employees’ AC to their companies significantly mediates the relationships between training, understanding, future prospects and IWB. Company practices regarding training, understanding, coworker support and future prospects do not affect employees’ IWB.Research limitations/implicationsThe authors conducted the study in Sulaymaniyah. The results may not apply to Iraq and other nations. Researchers from various industries and countries can evaluate the model. The research ignores company age, size and fit between individuals and organizations.Originality/valueThe study closes a research gap in organizational behavior by exploring the association between managerial socialization strategies, AC and creative work behavior in Iraq.

Work engagement and associated factors among Japanese registered dietitians and dietitians: a cross-sectional study.

Healthcare services provided by registered dietitians and dietitians have been changing because of evolving lifestyles and population dynamics, leading to subsequent changes in the occupational status and experiences of these professionals. However, few studies have examined occupational stress among registered dietitians and dietitians. This study involved a cross-sectional survey to investigate the status and associated factors of work engagement among registered dietitians and dietitians, whose professions differ based on licensing processes and scope of work. A total of 3,593 questionnaires were distributed, 1,890 responses were received, and 1,654 valid questionnaires were analyzed. Work engagement was measured using the Utrecht Work Engagement Scale. Multiple regression analysis was conducted to examine the associations between work engagement and each factor. The work engagement scores of dietitians were significantly lower than those of registered dietitians. Further, work engagement was associated with age, workplace, coworker support, and effort-reward ratio for both registered dietitians and dietitians. However, exercise habit was a significant factor associated with work engagement only among dietitians. Work engagement among registered dietitians was comparable to that of typical Japanese workers, whereas it was lower among dietitians. The findings highlight the importance of considering associated factors to improve work engagement further, especially among dietitians.

성과압박이 비윤리적 친조직 행동에 미치는 영향: 상사 및 동료지원인식의 조절효과

In today's performance-driven competitive environment, employees’ unethical
 pro-organizational behavior has received increasing attention in academia and practice due
 to the seriousness of organizational misconduct and cheating. Accordingly, based on
 Conservation of Resources and Social Information Processing theories, this study examines
 the effects of performance pressure on employees' unethical pro-organizational behavior.
 Moreover, we investigate the moderating role of perceived supervisor and coworker
 support in the relationship between performance pressure and employees' unethical
 pro-organizational behavior. Based on a survey of 225 police officers in the Chungbuk
 Provincial Police Agency, the results are as follows. First, performance pressure is
 positively related to employees' unethical pro-organizational behavior. Second, perceived
 supervisor support moderates the relationship between employees' performance pressure
 and their unethical pro-organizational behavior. Specifically, the positive relationship
 between performance pressure and employees' unethical pro-organization behavior is
 weaker when perceived supervisor support is high than when it is low. Third, unlike the
 result for perceived supervisor support, the interaction term of perceived coworker support
 with performance pressure is not significant for employees' unethical pro-organizational
 behavior. Based on these findings, this study aims to provide theoretical and practical
 implications by identifying antecedents of employees' unethical pro-organizational behavior, which has been occurring in recent organizational contexts and can have
 destructive effects on organizations and society as a whole, and suggesting ways to
 effectively mitigate it.

Are You So Good That They Cannot Ignore You? Effect of Coworker Support on Knowledge Sharing Through an Affective Events Theory Perspective

Drawing on affective events theory, this study considers knowledge sharing as an outcome of emotional responses resulting from an individual’s experience of workplace events. This study aimed to empirically examine how coworker support as a work event encourages employees’ knowledge contribution and knowledge-seeking behaviors through feelings of vitality. A structured, questionnaire-based survey was administered to 430 employees of knowledge-based organizations in India. The retrieved data were further analyzed using structural equation modeling. The results indicate that perceived coworker support positively influences the knowledge contribution and knowledge-seeking behavior of individuals in the workplace. Furthermore, vitality mediated the positive association between perceived coworker support and knowledge sharing. This implies that the perception of coworker support in the workplace augments employees’ feelings of vitality, which further motivates them to contribute to and seek knowledge from coworkers. Therefore, this study critically underscores the existence of a “performance loop” in knowledge sharing, as coworkers find it difficult to bypass an employee because of their outstanding performance and the fact that the same virtuous cycle elicits greater knowledge sharing by coworkers. Such perceived goodwill makes employees so good that they cannot be ignored within an organizational setting. This is a pioneering study investigating how coworker support in the workplace stimulates knowledge sharing among employees by considering the mediating effect of feelings of vitality. This study also contributes to the positive psychology and knowledge management literature by revealing the implications of vitality for extra-role behaviors such as knowledge sharing.

My supervisor distresses me! Examining three-way interaction in the hospitality setting

PurposeThis paper examines the moderated-moderation model of reciprocity belief and fear of negative evaluation between supervisors' abusive reactions and subordinates' distress.Design/methodology/approachThe authors obtained 412 valid responses from Egyptian hotel employees and analyzed them using PROCESS model 3.FindingsThe three-way interaction findings proved that when employees have high reciprocity beliefs and low fear of negative evaluations, the abusive supervision-psychological distress relationship is dampened.Practical implicationsOrganizations have the opportunity to implement human resource development (HRD) strategies focused on cultivating reduced apprehension toward negative evaluation and fostering a robust sense of positive reciprocity. To achieve this, HRD and HRM initiatives can encompass elements such as bolstering organizational and coworker support, promoting cultural assimilation and redefining work practices.Originality/valueThis paper adopts a comprehensive approach that recognizes the intricate interrelationships within the workplace by identifying subtle dynamics of abusive supervision and its impacts. It also explores the complex nature of such relationships rather than taking a purely causal perspective.

The scope of psychosocial factors among resident physicians and their links to occupational burnout

Abstract Background High work demand, low authority and decision-making latitude and constantly changing situations put residents’ physicians under increased pressure, causing burnout resulting in reduced workability and wellness. The awareness of the most critical factors is crucial for the development of preventive occupational interventions to reduce burnout and stress. Methods A cross-sectional study was conducted. Data were collected with the Job Content Questionnaire (JCQ) and Copenhagen Burnout Inventory (CBI) from 233 hospital resident physicians. Results The descriptive analysis showed that the psychosocial work environment was negative in the resident physicians’ population - about a third (35.5%) of respondents had low job skill discretion and 40% complained about weak decision-making authority therefore 45% were classified as having low job control. More than one-third (39.1%) of respondents had high job demands and about a quarter had weak co-worker and supervisor support (24.9% and 24.5% respectively) and 37% felt insecure at work. The statistical analysis showed a high frequency of personal (PB), work-related (WB) and client-related burnout (CB) - 53.6%, 62.2%, and 33% respectively. The multiple stepwise regression models for each burnout dimension revealed that job skill discretion was found to have a buffering effect and reduced personal and work-related burnout odds by an average of 12% and 16% respectively. Each one-unit increase in job demands score increased the probability of all burnout dimensions by an average of 9% (PB), 13% (WB) and 18% (CB). The increase in scores of insecurity at work increased the probability of PB (B = 1.2) and CB (B = 1.3). The co-workers’ support reduced the probability of CB by 20%. Conclusions The result of this study indicated that promoting job skills discretion and co-workers’ support and reducing job demands and insecurity at work could be the most effective way to reduce occupational burnout among young physicians. Key messages • Physicians residents are particularly vulnerable to occupational burnout. • In solving the issue of professional burnout among young doctors, the focus must be directed to ensuring work control and optimizing workload.

Job characteristics and employee green behavior

Pro-environmental or “green” behavior is an increasingly studied topic in the work context. Research on the relations between job characteristics and employee green behavior generally suggests that positive features of work contexts free psychological resources that lead to higher levels of employee green behavior. However, knowledge on these associations is so far limited in the literature, and most findings are based on single time point (i.e., cross-sectional) research designs. Such designs are not well-suited for understanding the unique contributions of within- and between-person variability in job characteristics to the prediction of employee green behavior. Here, we adopt a four-wave longitudinal research design, with data collected from n = 307 employees across 1.5 years. Based on predictions from job design theories, we model within- and between-person levels of important job characteristics (i.e., job demands and autonomy, as well as coworker and supervisor support), along with baseline levels of pro-environmental attitudes, as predictors of three forms of employee green behavior (i.e., task-related, proactive, and counterproductive). We also consider interactions between pro-environmental attitudes and job characteristics over time. Although the pattern of relationships we anticipated was generally observed, it was neither consistent across job characteristics nor across between-versus within-person levels of analysis. The strongest predictor of task-related and proactive employee green behavior was between-person level coworker social support, whereas the strongest predictor of counterproductive employee green behavior was between-person job autonomy. The results of this study have implications for the development of job design interventions to encourage (discourage) positive (negative) employee green behavior.

MEASURING THE IMPACT OF CO-WORKER SUPPORT ON JOB SATISFACTION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR

The success of an organization also depends heavily on collaboration and knowledge sharing among team members. It is important that employees can count on the support of their colleagues, as this facilitates their functioning and coping with work demands, because the employee is one of the most valuable assets in an organization. Co-worker support plays an important role in the organization because an employee must cooperate and build a good teamwork with a colleague in order to achieve positive behavior among employees. Therefore, this study examines the relationship between co-worker support and employee behavior from an Islamic perspective as previous research has shown, co-worker support could have a significant impact on employee behavior in the workplace. In this study, a cross-sectional method was used. Data from 300 respondents working as government employees in Peninsular Malaysia were randomly collected and the Partial Least Squares Structural Equation Model (PLS-SEM) was used to assess the quality of the measurement model and test the hypotheses for the study model. The results of the structural equation model confirm that co-worker support is positively related to job satisfaction and organizational citizenship behavior. This result is an important recommendation for organization to understand the nature of employees and ensure the sustainability of the company in times of global economic competition.

An Exploratory Study of Employee Engagement in Human Service Agencies

Given research suggesting that engaged employees demonstrate greater workplace performance, employee engagement has been one of the highest trending topics in the management and human resource literature over the past 20 years; yet there is minimal empirical research focused specifically on employee engagement in nonprofit organizations. The purpose of this study was to explore antecedent factors that contribute to employee engagement in the human services sector, using a convenience sample of staff in human service agencies in the New York City region. Organizational trust, satisfaction with supervisor, and coworker support were significant predictors of employee engagement.

Effects of Nurses’ Perceptions of Patient Safety Rules and Procedures on Their Patient Safety Performance: The Mediating Roles of Communication about Errors and Coworker Support

Aim. This study aimed to (a) examine the relationship between staff nurses’ perceptions of patient safety rules and procedures and their patient safety performance and (b) investigate potential mediators of this relationship. Background. Implementation of effective management interventions to improve patient safety requires knowledge of the extent to which nurses’ perceptions of a hospital’s rules and procedures regarding patient safety affect their patient safety performance. Methods. This correlational study involved a secondary analysis of cross-sectional survey data collected from 1,053 staff nurses in South Korea. Structural equation modeling was employed to test the proposed mediation model. Five standardized measures were used to assess key study variables: patient safety compliance, patient safety participation, nurses’ perceptions of patient safety rules and procedures, communication about errors, and coworker support. Cronbach’s alpha values for the scales ranged from 0.82 to 0.90. Results. Nurses’ perceptions regarding the usefulness and effectiveness of rules and procedures about patient safety were positively related to their patient safety performance, measured in terms of safety compliance and participation behaviors. Communication about errors and coworker support showed significant mediating effects on these relationships. Conclusions. The findings indicate that the implementation of effective and useful rules and procedures for improving patient safety would facilitate error communication and coworker support, enhancing nurses’ patient safety performance. Implications for Nursing Management. Hospital administrators and nurse managers should consider how they can foster conditions in which nurses perceive rules and procedures regarding patient safety as useful and effective.

Exploring The Impact of Platform Leadership on Innovative Behavior: A Sequential Explanatory Mixed Method

Platform leadership is a new leadership model characterized by "empowerment," "growth," and equal sharing. As the Chinese economy transitions to innovation-driven high-quality development, the innovative capabilities of employees directly impact the long-term development of companies. It is worth further exploring how Platform leadership influences employee innovation behavior and capability. This study adopts a mixed research method, starting with quantitative analysis followed by qualitative analysis.Drawing upon social exchange theory, social learning theory, and the ability-motivation-opportunity theory, this study introduces organizational learning, knowledge sharing, coworker support, and psychological empowerment as mediating variables, constructing a multiple mediation model of Platform leadership's influence on innovation behavior. Study One analyzes the questionnaires of 550 employees using a structural equation model and verifies the multiple mediating effects of the model using bootstrap. Study Two conducts semi-structured interviews with 24 employees, and through data mining analysis using tools like Python and the open-source tool "Weiciyun," explores the underlying mechanisms between Platform leadership and innovation behavior. Finally, the conclusions from Study One and Study Two are compared. Platform leadership has a positive and significant influence on organizational learning, knowledge sharing, coworker support, and psychological empowerment. Organizational learning, knowledge sharing, and psychological empowerment have a positive and significant influence on innovation behavior. Platform leadership influences innovation behavior through organizational learning, knowledge sharing, and psychological empowerment, with organizational learning having the greatest mediating effect. The mediating effect of coworker support and the influencing mechanism between platform leadership and innovation behavior require further research and verification.