Level Of Organizational Support Research Articles

The impact of organizational support for human resources in enhancing sustainable competitive advantage

The current study aims to examine the effects of organizational support for human resources and their ability to enhance sustainable competitive advantage. The study also seeks to reveal the level of organizational support and sustainable competitive advantage for the sample studied in private colleges, the research sample. The importance of the current study is derived from the importance of the subject of the current study with its studied variables, and the reflection of their effects on sustainable competitive advantage. The problem of the study was raised through some questions, the most important of which was (to what extent is organizational support available to human resources and to what extent are they able to achieve sustainable competitive advantage?) The current study adopted the descriptive analytical approach as it is the optimal approach to survey the opinions of the sample. The questionnaire was the main tool for collecting data in addition to personal interviews and field visits. A random sample was selected and (160) questionnaires were distributed. (154) questionnaires were collected, of which (137) were valid. Some main and sub-hypotheses were developed, the most important of which was (there is a statistically significant correlation and influence between organizational support on the other hand and sustainable competitive advantage). The results were extracted By using some statistical techniques including correlation analysis, regression analysis and structural modeling to test hypotheses through the statistical program ((SPSS V. 28 to analyze the answers. The study reached a set of conclusions, the most important of which is that the impact of organizational support on sustainable competitive advantage, and when employees feel that they are supported by their organization, their sense of satisfaction and happiness at work is enhanced. This can lead to an increase in performance and productivity, which enhances the competitive advantage of the organization in a sustainable manner.

ВПРОВАДЖЕННЯ ПРАКТИК САМОМЕНЕДЖМЕНТУ ДЛЯ ПОКРАЩЕННЯ КОРПОРАТИВНОЇ КУЛЬТУРИ

In the course of writing the scientific article, the main stages of implementing self-management practices to improve corporate culture were determined. It was found that the effectiveness of such practices largely depends on the level of organizational support and adaptation to specific conditions. Key aspects affecting the success of self-management implementation, including personnel motivation, adaptation to military challenges, and changes in the corporate structure, are analyzed. The study showed that the implementation of self-management strategies makes it possible to increase the adaptability of organizations to the rapidly changing conditions of war, contributing to the preservation and improvement of corporate culture even in difficult and unstable conditions. The key aspects of the implementation of such practices are summarized, which is an important factor for maintaining the stability and efficiency of organizations in the conditions of a long war. The impact of self-management on various aspects of corporate culture in the context of war is systematized, in particular, on the interaction between employees, management processes and the general atmosphere in the organization. The results of the study indicate the need for full or partial integration of various self-management practices into the general management strategies of Ukrainian organizations, which allows them to effectively cope with challenges arising in crisis situations caused by war.

Correlation between organizational support, self-efficacy, and core competencies among long-term care assistants: a structural equation model.

Long-term care assistants are taking on more important roles in the healthcare system. The purpose of this study was to investigate what demographic factors influence the core competencies of nursing assistants, as well as to investigate the levels of organizational support, self-efficacy, and core competencies among nursing assistants in China, to explore the relationship between them. This is a cross-sectional study with prospective data collection based on a self-report questionnaire. A total of 320 long-term care assistants from two healthcare institutions. We collected socio-demographic characteristics and measured their perceived organizational support, self-efficacy, and core competency levels of the participants. Pearson correlation tests were conducted to examine the relationships among three variables, and a structural equation model was developed to test the interrelationships among these variables. The results indicated that age, employment type, licensing status, monthly income, pre-job training, and training methods were associated with core competency, with nursing knowledge identified as a weak area in core competencies. There were significant associations among each dimension of perceived organizational support, self-efficacy, and core competencies (p < 0.01). The structural equation model demonstrated good fit: X 2/df = 2.486, GFI = 0.974, CFI = 0.988, IFI = 0.988, TLI = 0.977, RMSEA = 0.068, SRMR = 0.013. The direct effect of organizational support on core competencies was 0.37, with self-efficacy mediating the relationship between organizational support and core competencies, yielding an indirect effect of 0.122 and a total effect coefficient of 0.492 (all p < 0.001). Training in core competencies should prioritize nursing knowledge. Enhanced perceived organizational support and self-efficacy among nursing assistants were associated with higher core competencies.

Does Organizational Support Really Influence Satisfaction and Well-Being During Enforced Working from Home?

Theoretical background: The transition to enforced working from home (EWfH) due to the COVID-19 pandemic has dramatically altered work dynamics, necessitating a reevaluation of traditional labor relations and service delivery. This shift underscores the need for comprehensive organizational support, with theoretical frameworks like the job demands-resources (JD-R) model and work-life boundary management theory highlighting the impact of remote work on employee well-being, productivity, and job satisfaction. These frameworks suggest that well-being is influenced by the balance between job demands and resources, and how individuals manage work-life boundaries, laying the groundwork for exploring how organizational support can address EWfH challenges. Purpose of the article: This article aims to delve into organizational support during EWfH and its impact on employee well-being. It focuses on identifying critical support aspects and their influence on subjective well-being, providing insights into effective remote work practices and guiding organizations in supporting their workforce post-pandemic. Research methods: Employing a mixed-methods approach, the study surveyed 429 Polish employees across different sectors, complemented by qualitative interviews for deeper insight. This methodology enabled the collection of comprehensive data on employer support perceptions and their impact on remote working well-being, analyzed through statistical and thematic analysis methods. Main findings: Key findings underscore the importance of effective communication, resource access, well-being support, and career growth opportunities as crucial organizational support aspects for remote employees. A significant correlation was found between organizational support levels and enhanced employee well-being, with higher support linked to reduced stress, improved work-life balance, and increased job satisfaction. The study also emphasizes the need for personalized support strategies, accounting for individual differences and home working environments, to foster a positive remote working experience and ensure long-term productivity and well-being. The main application of your paper, which examines the impact of company policies on employee well-being during EWfH, could be the development of a comprehensive guide or toolkit for organizations to better support their remote workforce. This application would be particularly relevant to HR departments, managers and organizational leaders.

The implementation and impacts of the Comprehensive Care Standard in Australian acute care hospitals: a survey study

BackgroundComprehensive care (CC) is becoming a widely acknowledged standard for modern healthcare as it has the potential to improve health service delivery impacting both patient-centred care and clinical outcomes. In 2019, the Australian Commission on Safety and Quality in Health Care mandated the implementation of the Comprehensive Care Standard (CCS). However, little is known about the implementation and impacts of the CCS in acute care hospitals. Our study aimed to explore care professionals’ self-reported knowledge, experiences, and perceptions about the implementation and impacts of the CCS in Australian acute care hospitals.MethodsAn online survey using a cross-sectional design that included Australian doctors, nurses, and allied health professionals in acute care hospitals was distributed through our research team and organisation, healthcare organisations, and clinical networks using various methods, including websites, newsletters, emails, and social media platforms. The survey items covered self-reported knowledge of the CCS and confidence in performing CC, experiences in consumer involvement and CC plans, and perceptions of organisational support and impacts of CCS on patient care and health outcomes. Quantitative data were analysed using Rstudio, and qualitative data were analysed thematically using Nvivo.Results864 responses were received and 649 were deemed valid responses. On average, care professionals self-reported a moderate level of knowledge of the CCS (median = 3/5) and a high level of confidence in performing CC (median = 4/5), but they self-reported receiving only a moderate level of organisational support (median = 3/5). Only 4% (n = 17) of respondents believed that all patients in their unit had CCS-compliant care plans, which was attributed to lack of knowledge, motivation, teamwork, and resources, documentation issues, system and process limitations, and environment-specific challenges. Most participants believed the CCS introduction improved many aspects of patient care and health outcomes, but also raised healthcare costs.ConclusionCare professionals are confident in performing CC but need more organisational support. Further education and training, resources, multidisciplinary collaboration, and systems and processes that support CC are needed to improve the implementation of the CCS. Perceived increased costs may hinder the sustainability of the CCS. Future research is needed to examine the cost-effectiveness of the implementation of the CCS.

Impact of second victim distress on healthcare professionals' intent to leave, absenteeism and resilience: A mediation model of organizational support.

To examine the relationship between the second victim distress and outcome variables, specifically: 'turnover intentions, absenteeism and resilience'. Furthermore, this study also assessed how organizational support mediates the relationship between second victim distress and outcome variables. Cross-sectional survey. A cross-sectional survey study using regression and mediation analysis with bootstrapping was conducted among (n = 149) healthcare professionals in two university hospitals in Finland from September 2022 to April 2023 during different time periods. The Finnish version of the revised Second Victim Experience and Support Tool (FI-SVEST-R) was used to assess second victim distress, level of organizational support and related outcomes. Psychological distress was the most frequently experienced form of reported second victim distress, and institutional support was the lowest perceived form of support by healthcare professionals. The study found second victim distress to have a significant association with work-related outcomes: turnover intention and absenteeism. However, no significant relationship was found with resilience. Mediation models with organizational support revealed a partially mediated relationship between second victim distress and work-related outcomes. The findings from this study indicate that second victim experiences if not adequately addressed can lead to negative work-related outcomes such as increased job turnover and absenteeism. Such outcomes not only affect healthcare professionals but can also have a cascading effect on the quality of care. However, the mediating effect of organizational support suggests that if comprehensive support is provided, it is possible to mitigate the negative impact of the second victim phenomenon. Raising awareness regarding the second victim phenomenon, promoting a culture of safety and shifting the paradigm from a blame to just culture helps in identifying the system flaws thus improving both patient and provider safety. The study adheres to the STROBE reporting guidelines. No patient or public contribution.

The Influence of Perceived Organizational Support and Self-Resilience on Work Engagement among Teachers of Indonesia

The study aims to measure how perceived organizational support and self-resilience affect teacher work engagement in Indonesia. A multiple regression research design using a quantitative approach was used in this study. A total of 400 teachers participated in this study spread across several province in Indonesia. Purposive sampling was the form of sampling used in this study, and was conducted using non-probability techniques based on criteria set by the researcher. The significance value of 0.000 indicates that the research findings show significant results between perceived organizational support and self-resilience with work engagement. Perceived organizational support and self-resilience accounted for 42.8% of the effective contribution of these variables to work engagement, other factors influenced the remaining percentage. This research produces new findings, that the variables of perceived organizational support and resilience when tested together with the variable of work engagement with a sample of teachers have significant results. Therefore, to ensure that teachers have high engagement at work and their efforts positively influence the learning process, it is crucial for schools to be able to maintain a good level of organizational support and it is important for teachers to have good psychological resilience.

Professional Development, School-based Management Implementation, and Organizational Support on Instructional Supervisory Practices of School Administrators

The study developed a structural model on the professional development, school-based management practices, and organizational support on level of competence in instructional supervision of school administrators. Descriptive-correlational and structural-comparative research design were used in this study. Five hundred one (501) school administrators in Divisions of Region X were chosen as participants of the study in the school year 2023-2024. Data were analyzed using frequency counts, percentage, means, correlation, and multiple linear regression analyses, and structural equation model. Professional development, school-based management practices, and organizational support in the context of educational administration. The indicators examined include professional development activities such as trainings/seminars, self-efficacy, and attainment of advance degrees. Additionally, school-based management practices encompass leadership and governance, curriculum and instruction, accountability, continuous improvement, and management of resources. Lastly, organizational support is evaluated through aspects such as training and development opportunities, performance review and appraisal systems, merit-based promotion schemes, and incentives and awards systems. The best predictor on the instructional supervision of school administrators is organizational support for training and development significantly predicts the outcome variable. Higher levels of organizational support are associated with increased training and development opportunities, highlighting the importance of supportive organizational practices in facilitating employee growth and development. KEYWORDS: Instructional Supervisory Practice, professional development, School-Based Management Implementation, Organizational Support

Wellbeing, support and intention to leave: a survey of nurses, midwives and healthcare support workers in Wales

Background/Aims Low morale and burnout is a widely acknowledged problem among healthcare professionals, with implications for staffing levels and quality of care. This study aimed to provide insight into the wellbeing of nurses, midwives and healthcare support workers, and propose strategies to support a resilient workforce and organisational development. Methods An online survey was conducted with 462 nursing and midwifery staff at one NHS health board in Wales. Validated scales were used to measure key indicators, such as workload, bullying and burnout. Descriptive analysis was undertaken of the quantitative data and content analysis of the qualitative data. Results The survey found high levels of work intensification and burnout, with considerable proportions of respondents reporting intentions to leave their job and profession. Low levels of organisational support and trust in senior management were reported, which qualitative analysis indicated was contributing to intention to leave. Conclusions Healthcare leaders need to place more importance on the wellbeing of staff and consider the impact of workplace climate. An inclusive, localised approach to challenges in the working climate is recommended to effectively promote a resilient and sustainable workforce.

Organizational support enhances nurses' work-family enrichment: a person-context interactionist perspective.

Attaining a favorable work-life balance is a complex and ongoing challenge in the nursing profession. According to a person-context interactionist perspective and the two-factor theory, this study investigated the underlying mechanism by which organizational support impacts work-family enrichment via protective factors (i.e., decent work) and depleting factors (i.e., burnout) among Chinese nurses. A descriptive cross-sectional research design was utilized in this study, employing an online questionnaire as the primary method for data collection. The study included 355 nurses who completed a self-reported questionnaire designed to measure variables such as organizational support, decent work, burnout, work-family enrichment, and demographic information. The collected data were analyzed using a chain mediation model in PROCESS macro (Model 6). The findings of the analysis revealed that nurses reporting higher levels of organizational support also exhibited a greater sense of work-family enrichment. Moreover, the study identified indirect effects of organizational support on work-family enrichment, mediated by decent work and burnout. These findings suggest that targeted interventions aimed at promoting organizational support can contribute to the overall well-being and work-life balance of nurses.

The relationship between occupational therapists’ organizational commitment, perceived organizational support, and entrepreneurial orientations

Introduction: Entrepreneurial orientation is a critical factor in the success of an organization and encourages higher performance. Individual entrepreneurial orientation can be influenced by organizational commitment and perceived organizational support. The study aimed to examine the relationship between occupational therapists’ organizational commitment, perceived organizational support levels, and their individual entrepreneurial orientation. Method: Using an online form, a cross-sectional survey study was conducted with 88 occupational therapists aged between 22 and 28. Occupational therapists completed a socio-demographic information form, the Organizational Commitment Scale, the Perceived Organizational Support Scale, and the Individual Entrepreneurial Orientation Scale. Data were analyzed using descriptive statistics and correlation analysis. Results: Significant positive correlations were found between occupational therapists’ individual entrepreneurial orientations and organizational commitment ( p = 0.015; r = 0.260) and perceived organizational support ( p = 0.045; r = 0.214). Conclusion: This study indicates that occupational therapists’ individual entrepreneurial orientation increases when their levels of organizational commitment and perceived organizational support increase. Therefore, organizations should strive to maintain high levels of organizational commitment and the support provided by the organization to enhance the entrepreneurial orientation of occupational therapists, which is important for their creativity and innovation.

인공지능시스템에 대한 호텔 종업원의 양가적(兩價的) 인식과 사용자 저항의 영향 관계

Utilizing the job demands-resources model, this study investigated the impact of hotel employees' perceptions of artificial intelligence(AI) systems (job demands) on user resistance, as mediated by switching costs (stress factors) and switching benefits (motivational factors). Additionally, it sought to explore how these relationships are moderated by the level of organizational support (job resources). To achieve the research objectives, an online survey was conducted targeting hotel employees who experienced AI systems in their work. The research findings are as follows: Firstly, employees' AI perceptions had a positive impact on switching costs but did not significantly affect switching benefits. Secondly, switching costs had a positive influence on user resistance, while switching benefits negatively impacted user resistance. Thirdly, the level of organizational support moderated the relationships between AI perceptions, switching costs, and switching benefits. These study findings contribute to deepening the understanding of hotel employees' resistance to AI systems. It confirms the significant role of the level of organizational support when introducing AI systems. Consequently, this study suggests theoretical and practical implications for developing effective employee resource management strategies for hotel organizations that have introduced or plan to use extended AI systems.

Interaction Influence of Organisational Support on the Educators’ Acceptance, Personality Traits, and Technological Competence towards Intention to Adopt the Virtual Learning Environment

In the contemporary educational landscape of rapid technological advancements, understanding the factors influencing the intention to adopt the virtual learning environment (VLE) is imperative. This study intended to examine the interaction influence of organisational support on individual technology acceptance behaviours, personality traits, and technological competency toward their intention to adopt VLE. Utilising a sample of 450 respondents with 232 valid responses, Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed to analyse these moderation effects. The findings reveal a significant moderating role for organisational support in the relationship between perceived usefulness, perceived ease of use, attitude, neuroticism and technology competency toward intention to adopt VLE. Interestingly, high levels of organisational support mitigate the negative impacts of neuroticism, fostering more positive perceptions of the VLE and enhancing behavioural intention. This result argues the conventional insight that neuroticism is a barrier to the intention to adopt the VLE. Instead, this study underscores the importance of creating supportive organisational environments to facilitate the effective integration of technology for individuals with high neuroticism. This research contributes to the growing body of literature on technology acceptance, personality traits and technological competence by demonstrating the pivotal role of organisational support in strengthening educators’ acceptance and competencies while mitigating the negative perception of neuroticism. The findings offer valuable insights for educational policymakers and practitioners seeking to optimise technology adoption strategies. Finally, several limitations and future directions of the study are also discussed.

Relationships Among Teachers’ Level of Organizational Support, Psychological Capital, Emotional Labor, and Organizational Engagement

Bu araştırmada devlet okullarında görev yapmakta olan öğretmenlerin algılanan örgütsel destek, duygusal emek, psikolojik sermaye ve örgütsel adanmışlık düzeyleri arasındaki ilişki incelenmiştir. Araştırmaya Diyarbakır ili Bismil ilçesi tüm kademelerde görevli, uygun örnekleme ile belirlenen, 181 erkek ve 510 kadın olmak üzere toplam 691 öğretmen katılmıştır. Araştırmada dört farklı ölçek kullanılmıştır. Bunlar sırasıyla “Örgütsel Destek Ölçeği”, ‘’Duygusal Emek Ölçeği’’ ‘’Psikolojik Sermaye Ölçeği’’, “Örgütsel (Mesleğe) Adanmışlık Ölçeği’’ şeklindedir. Araştırma kapsamında elde edilen verilerin çözümlenmesinde ANOVA, Pearson Korelasyonu ve çoklu regresyon analizinden yararlanılmıştır. Örgütsel destek ve psikolojik sermaye ile öğretmenlerin çalıştıkları kademe arasında anlamlı farklılık yokken duygusal emek ve örgütsel adanmışlık ile öğretmenlerin çalıştıkları kademe arasına anlamlı farklılık vardır. Örgütsel destek ile psikolojik sermayenin genel toplamı arasında pozitif yönlü orta düzeyde ve anlamlı bir ilişki söz konusudur. Psikolojik sermaye ve örgütsel adanmışlık arasında orta düzeyde, pozitif yönlü, anlamlı ilişki vardır. Psikolojik sermaye ile duygusal emek arasında pozitif yönlü, zayıf ve anlamlı ilişki vardır. Her üç değişken bir arada iken bağımlı değişken üzerinde anlamlı bir yaratıcılık düzeyine sahiptir. Her üç değişkenin bağımlı değişkeni yordama düzeyi %19,3’tür.

Exploring the impact of technostress on work behaviors: Empirical evidence and interventions for enhanced workplace well-being

Due to advancements in information and communication technology, which have led to the digitalization of work environments, technostress has become increasingly common in modern workplaces. However, there is a lack of empirical research focusing on how technostress specifically affects employees’ work behaviors and effective strategies for reducing its negative effects. This study aims to fill this research gap by examining the relationships between technostress and work behaviors and proposing interventions to alleviate its adverse consequences. The researchers conducted a survey and performed multiple regression analyses using data from 256 Korean employees and their supervisors. The findings of the study indicate that workplace technostress is negatively associated with both organizational citizenship behaviors and deviant workplace behavior. Moreover, the study revealed a stronger negative correlation between workplace technostress and organizational citizenship behaviors/deviant workplace behavior among employees who perceive low levels of organizational support, compared to those who perceive high levels of organizational support. By uncovering the mechanisms through which technostress impacts employee well-being, this research contributes to the development of evidence-based interventions and policies aimed at creating healthier and more productive work environments.

The stress of nursing: exploring communicatively restricted organizational stress (CROS), effort-reward imbalance, and organizational support among a sample of U.S. working nurses

BackgroundNurses experience a constellation of negative outcomes such as lost productivity, based on their high levels of organizational stress. Following recommendations for best practices in health communication can dramatically improve the organizational climate for nurses and can have a significant effect on patient outcomes. In this study, we evaluate the impact of Communicative Restricted Organizational Stress (CROS) and effort-reward imbalance (ERI).MethodsA mixed-methods approach was employed. A professional survey research vendor was contracted to obtain an appropriate national sample (N = 299) of working nurses in the United States of America. Participants completed an online closed-ended questionnaire for the quantitative portion of the study. Qualitative data were gathered from member-checking follow-up interviews.ResultsResults of the quantitative analysis indicated that nurses experience CROS, that these experiences are distressing, that CROS functions as an effort in the effort-reward-imbalance model, and that CROS and ERI contribute to negative outcomes such as insomnia, productivity lost, and poor general health. Specifically, a moderated moderation model accounted for 53% of the variance [F (7,290) = 47.363, p < .001] indicating that nurses with high levels of CROS distress and low levels of organizational support experienced the highest level of ERI in the presence of high nursing stress, t (296) = 3.05, p = .03, 95% CI [0.0038, 0.0178]. These findings were validated through member-checking qualitative interviews and specific overarching themes were explicated.ConclusionsCROS is an important variable in understanding the experience of nursing stress. Furthermore, CROS serves as an effort in the ERI Model and serves to exacerbate nursing stress. We recommend practical implications for the improvement of psychosocial stress in an occupational environment for nurses.

The effects of perceived organizational support on attitudes toward medical errors in surgical nurses: A cross-sectional study.

This study aims to determine the effects of perceived organizational support on attitudes toward medical errors in surgical nurses. Nurses exhibit high performance in a work environment that supports, satisfies, and motivates them. Organizational support is one of the factors affecting the work environments of nurses. A strong nursing and hospital leadership supports the daily professional practices and well-being of nurses and is important in creating a positive work environment for nurses. The population of this cross-sectional study was composed of nurses (N = 414) in the surgical clinics of the Turgut Özal Medical Center. To reach the necessary sample size, the purposive sampling method, which is a nonprobability sampling method, was used. The data were collected using a personal information form, the Perceived Organizational Support Scale and the Scale of Attitudes toward Medical Errors. It was determined that 91.1% of the participants had positive attitudes toward the importance and reporting of medical errors and moderate perceived organizational support (3.04±0.67). The organizational support perceived by the participants did not have a statistically significant effect on their attitudes toward medical errors (β=0.015; p=0.865). The multiple linear regression model established in the study revealed that education level and previous medical error status were significant predictors of the attitudes of the participants toward medical errors. It was determined that surgical nurses had positive attitudes toward the importance and reporting of medical errors and moderate perceived organizational support levels, and perceived organizational support did not significantly affect attitudes toward medical errors in surgical nurses. In this study, it was determined that the perceived organizational support levels of surgical nurses did not have a significant effect on their attitudes toward medical errors. Assuming that adequate organizational support will reduce medical error rates, it is considered important to develop and implement policies to increase organizational support levels. Likewise, the use of safety reporting systems should be expanded to reduce medical error rates, reports should be used only to prevent and reduce risks, and systems and strategies should be developed instead of blaming individuals. In addition to the reporting of confirmed medical errors to ensure patient safety, the reporting of so-called "near misses" is also very important. For this reason, institutional support should be provided regarding the importance of "near miss" events in error reporting. Necessary practices should be provided to identify, report, correct, and prevent these events.

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 &lt; 0.01), but was negatively correlated with depression (r = -0.238, P &lt; 0.001), anxiety (r = -0.287, P &lt; 0.01), and stress (r = -0.213, P &lt; 0.01); the level of organizational support of ICU nurses was also negatively correlated with depression (r = -0.452, P &lt; 0.01), anxiety (r = -0.410, P &lt; 0.01), and stress (r = -0.490, P &lt; 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 role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

AbstractThis study uses Conservation of Resources Theory, to explain Street‐Level Bureaucrats’ (SLBs) workplace behavioural responses to threats to their well‐being. We examine whether authentic leadership within street‐level organisations positively impacts employee well‐being by increasing SLBs’ perception of personal resources, and reducing their perceptions of work harassment. The research design comprises a survey that solicited quantitative and qualitative data from 163 healthcare SLBs working in Australian hospitals during the pandemic in April 2020. Analysis of the means indicates low levels of satisfaction with leadership and low levels of well‐being for SLBs. The structural equation modelling findings show that poor leadership is associated with higher levels of work harassment and lower levels of employee well‐being. Qualitative data support these findings. As healthcare workers were already listed as over‐represented in the stress‐related workers compensation statistics, one strategy may be to improve the level of organisational support by upskilling managers in authentic leadership behaviours with the aim of increasing their perception of support so as to increase employee well‐being. This will benefit employees and their families, and the community they service.Points for practitioners Street‐Level Bureaucrats (SLBs) have been increasingly experiencing the public sector gap (demand outstripping supply of resources) because of the dominance of the austerity‐driven managerialist paradigm. The recent COVID‐19 crisis amplified the severity and impact of the public sector gap causing increased perceptions of work harassment and reductions in SLBs’ well‐being. However, SLBs with high levels of Psychological Capital had a natural buffer in place to protect their well‐being, and as such, they perceived less work harassment and erosion of their well‐being. The way forward is to complement the austerity‐driven managerialist paradigm in management decision‐making with authentic leadership behaviours focused on maximising the well‐being of SLBs and the public.

Racial disparities in the workplace: The impact of isolation on perceived organizational support and job satisfaction.

Prior research indicates Black employees may be particularly vulnerable to job dissatisfaction and that social support at work is a potential resource that could influence employee outcomes. This study examined racial differences in workplace social networks and support, and how these factors may contribute to perceived organizational support and, ultimately, job satisfaction among mental health workers. Using data from an all-employee survey in a community mental health center (N = 128), we assessed racial differences in social network supports, hypothesizing that Black employees would report smaller and less supportive social networks, and lower levels of organizational support and job satisfaction compared to White employees. We also hypothesized that workplace network size and support would be positively associated with perceived organizational support and job satisfaction. Hypotheses were partially supported. Compared to Whites, Blacks had smaller workplace networks that were less likely to include supervisors, were more likely to report workplace isolation (naming no workplace social ties), and were less likely to seek advice from their social ties at work. Regression analyses showed that Blacks and employees with smaller networks were more likely to perceive lower levels of organizational support, even after controlling for background variables. However, race and network size did not predict overall job satisfaction. These findings suggest that Black mental health services staff are less likely to have rich, diverse workplace networks than their White colleagues, which may put them at a disadvantage in terms of accessing support and other resources. (PsycInfo Database Record (c) 2023 APA, all rights reserved).