Level Of Organizational Support Research Articles

Work-Family Supportive Strategy: A Perfect Remedy to Manage Human Resources in Indian Health Care Organizations

Purpose: Main motto of this study is to find out the influence of work- family supportive strategies used by the health care organizations on the quality of care provided by medical professionals and their organizational commitment. The study examined differences in the perceived level of work-family supportive organizational strategies in the form of perceived organizational support and its effect on quality of patient care and organizational commitment of medical professionals in private and public hospitals. It was expected that the relationship between perceived organizational support and these outcome variables were more likely to be positive. Sample and Method: The study was conducted on a sample of 253 medical professionals from a large public hospital (N=127) and a large private hospital (N=126) in north India using questionnaire method. Finding: Correlation and stepwise regression analysis of the data revealed that amongst the workplace process factor, 'perceived level of organizational support' of medical professionals emerged as a positive predictor of quality of patient care and organizational commitment in both the hospitals equally. Implication and Value: The study has important implications for Indian hospitals in the private and public sector which are currently facing problems of providing quality of care to their patients and maintain organizational commitment of medical professionals due to staff perceptions of inadequacy of their workplace environments and job conditions. Data also showed that HR management strategies of West, to manage Indian employees are not always applicable and suitable for Indian context.

An Analysis of Auditing and Accounting Professionalss Work-Life Balance in the Post-Sarbanes-Oxley Era

The Sarbanes-Oxley Act (SOX) of 2002 fundamentally changed the accounting profession and dramatically increased the workload of accounting professionals, resulting in lower work-life balance for a large segment of the accounting profession (Gullapalli 2005). At the same time, work-life balance has surpassed compensation and benefits as the most important factor in employee job satisfaction for accounting professionals (AICPA 2004). Yet, despite the importance of work-life balance issues in the accounting profession (AICPA 2011), prior research has not examined work-life balance perceptions across different segments of the accounting profession. In this study, we survey 1,063 accounting professionals from a wide range of organizational contexts to (1) empirically compare accounting professionals’ perceptions of work-life balance issues (i.e., work-family conflict, burnout, and AWAs) across large and small public accounting firms; (2) to compare audit professionals’ perceptions of work-life balance issues to the perceptions of tax professionals; and (3) to compare public accounting professionals’ perceptions of work-life balance issues to private accounting professionals’ perceptions. We find that accounting professionals at larger firms perceive higher levels of work-family conflict and job burnout compared to accounting professionals at smaller firms. Furthermore, although accounting professionals across all firm types (i.e., Big 4, mid-sized, and local firms) generally perceive similar levels of organizational support for AWAs, Big 4 accounting professionals perceive significantly lower levels of viability regarding the use of AWAs (i.e., Big 4 accounting professionals are less likely to believe that they could remain effective employees while using AWAs). We also find some evidence of within-firm workload stability given that we observe no significant differences between the perceptions of audit and tax professionals across our work-life balance measures. Finally, using open-ended participant responses, we offer several recommendations for firms to improve their work-life balance efforts.

The Relationships among Job Demands, Work Engagement, and Turnover Intentions in the Multiple Groups of Different Levels of Perceived Organizational Supports

The purpose of this article was to investigate the relationships among job demands, work engagement, and turnover intention in the multiple groups of different levels of perceived organizational support. Data were collected from 890 professional nurses working in the private hospital industry of medical tourism in Thailand. The statistical methods employed were confirmatory factor analysis, multiple groups analysis, and structural equation modeling. The results revealed that there was a significant, work engagement had mediating effects on the relationship between job demand and turnover intention. Meanwhile, work engagement mediated the relationship between perceived organizational supports and turnover intentions. The second objective was to examine the moderating effects of the multiple groups of perceived organizational support levels on the relationship between job demands and work engagement. The results showed that multiple groups of different levels of perceived organizational support had no moderating influence. Therefore, it could be concluded from this study that perceived organizational support had an indirect influence on turnover intention through work engagement but had no moderating effects.

Creating Positive Employee Change Evaluation: The Role of Different Levels of Organizational Support and Change Participation

Organizations are faced with fast-paced change and the need to ensure ongoing change intervention success. There is, however, evidence that employees who have experienced poor change management in the past are more likely to resist new changes. This is because poor change management is likely to create more adverse attitudes towards new changes, such attitudes in turn are likely to increase employees' resistance to change, a key factor for change failure, which can further contribute to an employee's perception of poor change management. We, in response to this, identify key elements which create positive change evaluations and adopt a socio-cognitive approach, the schematic approach, in discussing these. Bootstrapped mediation analysis of survey data collected from 228 employees suggests that different types of organizational support and change participation are key in creating a positive change evaluation. Specifically, the analysis shows that the relationships between perceived organizational support and supervisor support and change evaluation are mediated respectively fully and partially by change participation. Co-worker support, further, is directly related to employee's change evaluations. These very elements of the change process, we argue, are directly modifiable by change agents and are, therefore, of real practical value when seeking to increase future change intervention success.

The Relationship between Organizational Support Perceptions and Self-Sufficiencies of Logistics Sector Employees

This study was performed in order to examine the relationship between organizational support perceptions and self-sufficiency levels of logistics sector employees and to determine whether organizational support perceptions and self-sufficiency levels of employees differ according to some specification. The questionnaire form consisting of perceived organizational support scale in accordance with the purpose, general self-sufficiency scale and personal information form, was applied to 124 employees of 3 separate logistics firms operating in Istanbul. The data obtained from the questionnaire were analyzed using SPSS17.0 statistical software package on computer. In the assessment of data, descriptive characteristics of employees were determined by frequency and percentage statistics and the self-sufficiency and perceived organizational support levels by the mean and standard deviation statistics. The t test, Tukey test and one-way Anova tests were utilized in determining employees' self-sufficiency and perceived organizational support levels differentiation according to descriptive characteristics, and correlation analysis was utilized in determining the relationship between self-sufficiency and perceived organizational support levels of employees. In conclusion, it was determined that there was statistical relationship between organizational support and self-sufficiency levels perceived by logistics sector employees. Accordingly, when employees' perceived organizational support levels increase then self-sufficiency levels also increase, and when perceived organizational support levels decrease then self-sufficiency levels also decrease.

Transforming care through leadership and research alignment

Transforming care through leadership and research alignment

Boom or Bust? U.S. Television News Industry is Booming But Burnout Looms for Some

Studies indicate that U.S. television newsrooms are booming with increases in staff size, news content and profitability. In light of the changes, a survey of 887 examines burnout levels of television journalists, and their workload and perceived organizational support. Results indicate that TV news workers are experiencing average rates of burnout, however 22% (n = 196) show signs of burnout with high levels of exhaustion and cynicism as indicated by the Maslach Burnout Inventory-General Survey. Results also show that those experiencing signs of burnout are overburdened by their workload and do not perceive high levels of organizational support.

The simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: does organizational support matter?

This study examines the simultaneous effects of employees' fit with their organization, job and supervisor on their job satisfaction, organizational commitment and turnover intention in Turkish banks by paying special attention to the moderating role of perceived organizational support (POS) in these relationships. Survey data collected from 213 employees who work in five different banks operating in Istanbul, Turkey, show that employees' value fit with their organization increases their job satisfaction and organizational commitment significantly while having no direct effect on their turnover intention. The results also suggest a positive association between employees' fit with their job (needs–supplies fit) and their job satisfaction along with the negative, direct impact of job fit on turnover intention. The hypothesized relationships between employees' value fit with their supervisor and selected employee outcomes are not supported. With respect to the moderating role of POS, the overall findings indicate that a high level of organizational support suppresses the effects of employees' value fit with their organization on their job satisfaction and organizational commitment as well as reducing the relationship between their job fit and job satisfaction and turnover intention.

Job Frustration in Substance Abuse Counselors Working With Offenders in Prisons Versus Community Settings

Substance abuse counselors who work with offenders are facing increasing caseloads, which puts them at higher risk of job frustration. The purpose of this study was to explore differences between substance abuse counselors employed in prison versus community settings in terms of level of organizational support and job frustration. This study also investigated whether organizational support was associated with job frustration after controlling for counselor characteristics and workplace setting. This was accomplished utilizing data that were collected from 267 counselors as part of the Criminal Justice Drug Abuse Treatment Studies research cooperative. Results indicated that counselors employed in community settings, as compared with those employed in prisons, are more likely to report higher levels of perceived organizational support. In addition, ordinal logistic regression results reveal that counselors who are non-White and have greater levels of organizational support have less job frustration, after controlling for counselor characteristics and workplace setting. The researches to practice implications are discussed.

Teachers as mental health promoters: a study of teachers' understanding of the concept of mental health

Based on results from a mixed method approach, using focus group interviews (N = 15) and survey research (N = 1575, this paper explores Norwegian K12 teachers' understanding of the concept of mental health. The theoretical framework of analysis is a socio-ecological and systemic perspective, seeing conceptual understanding as a result of a complex interplay between factors on individual, organizational and state/society levels. Existing research indicates that mental health is an unfamiliar term in a school context, and often negatively loaded. Our results support this, but show significant differences in school type, where teachers in higher grades report more frequent use of the term, more positive term-loading and less tendency to prefer ‘well-being’ as a substitute, rather than as a complementary term to mental health. These teachers also report significantly higher levels of organizational support on mental health promotion. At individual level, experience and further education were important for dif...

Achieving organizational change: findings from a case study of health promoting hospitals in Taiwan

The Taiwanese Network of Health Promoting Hospitals (HPH) has been in place since 2006 and developing rapidly. The criticism of inadequate evaluation of the HPH approach taken elsewhere also holds true for the Taiwan HPH Network. Organizational change is a key to sustainable and effective health promotion, and it is also an important aspect in the European HPH movement. Therefore, this study aims to evaluate changes in organizational capacity for the implementation of HPH in Taiwan. All 55 HPH coordinators were invited to participate in the study, and 52 of them completed the questionnaires. The survey covered seven dimensions of HPH organizational capacity, and a total score of each dimension was calculated and converted to a figure on a scale of 10. This study has shown that HPH made a positive impact on HP hospitals in Taiwan regarding organizational change in capacity building for HPH. Leadership, organization culture and mission and strategy received the top three highest mean scores (8.19 ± 1.25, 8.08 ± 1.39, 7.99 ± 1.42), while staff participation received the lowest score (7.62 ± 1.26). The high level of organizational change was associated with the high satisfaction levels of organizational support from the viewpoint of the HPH coordinators. Based on a cluster analysis, a majority of the HP hospitals in Taiwan seemed to have adopted the addition model in putting the HPH initiative into practice; a few hospitals appeared to have accepted HPH initiative well through the integration model. These results presented evidence that HPH contributed to organizational capacity building of hospitals for health promotion.

Organisational Support and Employee Commitment in Sri Lanka

AbstractThis study explores employees’ perceptions of organisational support, commitment, job satisfaction and turnover intentions in Sri Lanka Telecom (SLT). Organisational support involves the provision of valued financial benefits along with employees’ perceptions of support from supervisors and co-workers, and procedural fairness in decision-making. We found strong evidence that high levels of organisational support lead to employee reciprocity via increased affective commitment and job satisfaction and reduced turnover intentions. We also found evidence, albeit weaker, of a positive relationship between economic exchange and continuance commitment, where employees may be dissatisfied but stay because they have too much invested in firm specific knowledge and skills. The firm provided above average compensation and benefits and with limited alternative job opportunities in the formal economy in Sri Lanka the costs of leaving the organisation are likely to have outweighed the costs of staying.

Can social and community service organisations embrace tobacco control for their disadvantaged clients?

High smoking rates among the disadvantaged lead to inequalities in health, quality-of-life and financial well-being. Non-government social and community service organisations (SCSO) are a promising setting for tobacco control interventions targeting disadvantaged smokers. Financial grants were provided to twenty SCSO in New South Wales to support multi-level changes in service culture, smoking related policies and cessation support between 2007 and 2009. Evaluation was conducted using a mixed-methods approach that included key informant interviews, document analysis and staff survey data. SCSO working with disadvantaged clients can feasibly implement tobacco control activities, including smoking-related policy changes and cessation support. Tobacco control activities were generally acceptable to staff and clients, and staff pessimism regarding their clients' ability to quit reduced, as did the acceptability of staff smoking with their clients. Improvements in levels of organisational support for cessation training and resources, smoking policies and provision of free nicotine replacement therapy (NRT) were reported. Within mental health SCSO there was a positive response from staff to cessation support, financial benefits of quitting and the role of NRT. The evaluation pointed to the acceptability and feasibility of engaging disadvantaged smokers by SCSO, and that tobacco policy and attitude changes can be achieved by small investments, such as grant programs.

The temporal effect of training utility perceptions on adopting a trained method: The role of perceived organizational support

AbstractThe current study examined the temporal effect of perceived training utility on adoption of a trained method and how perceived organizational support influences the relationship between perceived training utility perceptions and adoption of a trained method. With the use of a correlational‐survey–based design, this longitudinal study required participants to complete questionnaires immediately after training and 6 months posttraining. The results showed that perceived organizational support interacted with the immediate posttraining utility perceptions, such that regardless of whether trainees' initial utility perception was low or high, trainees' perceptions of training utility measured 6 months posttraining were high when there was a high level of organizational support. Training utility perceptions measured 6 months posttraining mediated the relationship between initial utility perceptions and organizational support and training adoption.

Evidence-based practice implementation: The impact of public versus private sector organization type on organizational support, provider attitudes, and adoption of evidence-based practice

BackgroundThe goal of this study is to extend research on evidence-based practice (EBP) implementation by examining the impact of organizational type (public versus private) and organizational support for EBP on provider attitudes toward EBP and EBP use. Both organization theory and theory of innovation uptake and individual adoption of EBP guide the approach and analyses in this study. We anticipated that private sector organizations would provide greater levels of organizational support for EBPs leading to more positive provider attitudes towards EBPs and EBP use. We also expected attitudes toward EBPs to mediate the association of organizational support and EBP use.MethodsParticipants were mental health service providers from 17 communities in 16 states in the United States (n = 170). Path analyses were conducted to compare three theoretical models of the impact of organization type on organizational support for EBP and of organizational support on provider attitudes toward EBP and EBP use.ResultsConsistent with our predictions, private agencies provided greater support for EBP implementation, and staff working for private agencies reported more positive attitudes toward adopting EBPs. Organizational support for EBP partially mediated the association of organization type on provider attitudes toward EBP. Organizational support was significantly positively associated with attitudes toward EBP and EBP use in practice.ConclusionThis study offers further support for the importance of organizational context as an influence on organizational support for EBP and provider attitudes toward adopting EBP. The study demonstrates the role organizational support in provider use of EBP in practice. This study also suggests that organizational support for innovation is a malleable factor in supporting use of EBP. Greater attention should be paid to organizational influences that can facilitate the dissemination and implementation of EBPs in community settings.

Cultural differences in organizational citizenship behavior: a comparison between Chinese and American employees

The present study examined the differences in the perceptions of organizational citizenship behavior (OCB) between Chinese and American employees. Survey responses concerning the presence of OCB in their organizations were collected from a total of 393 employees. Analyses showed that Chinese and American employees reported similar levels of personal support and conscientious initiative in their organizations, but Chinese employees reported higher levels of organizational support in comparison with American employees. In addition, results indicated that perceptions of personal support, organizational support, and conscientious initiative were a function of job/hierarchical level such that management reported lower levels on all three dimensions of OCB. Finally, the results showed that country and job/hierarchical level do not interact to influence perceptions of organizational citizenship behavior. Implications and directions for future research on cultural differences in organizational citizenship behavior are discussed.

Reliability and Validity of an Instrument to Describe Burnout Among Collegiate Athletic Trainers

The existing investigations of professional burnout among certified athletic trainers (ATs) were conducted before 2000. Since 2000, several educational and legal changes have redefined the job duties and responsibilities of the AT working in collegiate athletics. To develop an instrument to determine factors that contribute to burnout in ATs employed within the collegiate athletics setting. Descriptive study. National Collegiate Athletic Association (NCAA) Division I-A universities. Instrument design experts and ATs employed in various NCAA Division I-A athletic programs. The Athletic Training Burnout Inventory (ATBI) included the Maslach Burnout Inventory (18 items) plus 45 new items to address established factors that lead to burnout and to address workload issues specific to athletic training. We initially developed 3 constructs (emotional exhaustion and depersonalization, level of stress, and level of organizational support) and included them in the 2 field tests and first pilot test of the ATBI. For the second pilot test, the instrument comprised 4 constructs: emotional exhaustion and depersonalization, administrative responsibility, time commitment, and organizational support. The 2 field tests were conducted to establish face and content validity of the ATBI. Reliability analyses were conducted twice on the 2 separate pilot tests using a Cronbach alpha set a priori at .70 and an item-to-total correlation. The second pilot test of the ATBI with the 4 constructs was determined reliable (emotional exhaustion and depersonalization, alpha = .85; administrative responsibility, alpha = .82; time commitment, alpha = .86; and organizational support, alpha = .80); however, some items within 2 constructs appeared suspect with low item-to-total correlations (<0.25). The second administration of the ATBI produced an acceptable response rate. All 4 constructs were reliable; however, the suspect items within the constructs need further investigation. Researchers need to evaluate the conceptual worth of these items to the entire instrument.

Training Non-native Second Language Teachers: The Case of Anglophone FSL Teacher Candidates

Abstract:This study documents the experiences of anglophone French as a second language (FSL) teacher candidates during their pre-service program. The authors describe how this group of non-native FSL teacher candidates felt about the adequacy of their FSL skills, their need for some level of second language (L2) support, and the maintenance of their L2 skills during their teaching careers. Participants represented three teaching divisions (elementary through secondary school), interviewed separately in focus groups. Most students felt that their L2 skills were adequate. In all cases, students expressed a need for some form of FSL support; although they felt responsible for maintaining their L2 themselves, they recognized the need for some level of organizational support. Results are similar to those of studies of non-native ESL teachers and raise many issues that should be addressed in a wider forum to ensure the continuation and improvement of quality FSL education.

The international business traveller: a neglected but strategic human resource

There has been considerable research over the past two decades into the various aspects of traditional expatriate assignments. However, this research has overlooked an important category of international operator: the international business traveller, also known popularly as globetrotter or frequent flier. In this paper, we report on the results of a study of ten Australian and Danish international business travellers (IBTs). The aim was to explore the roles and activities of IBTs and the factors, such as level of organizational support that may intervene in the performance of their roles. We conclude that IBTs often are a neglected resource, particularly in terms of skills and knowledge transfer.

The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support.

Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance.