Level Of Organizational Support Research Articles

Shared transformational leadership and safety behaviours of employees, leaders, and teams: A multilevel investigation

We investigate the extent to which transformational leadership behaviours enacted by team members – shared transformational leadership – relate to safety behaviours of team members, teams, and team leaders. We also consider the role of perceived organizational support in moderating the relationships between shared transformational leadership and safety behaviours. We collected data from 2,139 crew members (‘team members’) and 98 chief engineers (‘team leaders’) working on merchant shipping vessels (‘teams’). Team members’ perceptions of shared transformational leadership positively related to team members’ safety compliance and safety participation. Shared transformational leadership became less effective in relation to team members’ safety compliance under conditions of high levels of perceived organizational support. Shared transformational leadership at the team level related to higher levels of safety participation of teams. Teams’ shared transformational leadership was positively related to team leaders’ safety participation, but only under low levels of perceived organizational support. Taken together, our findings demonstrate the important role of shared transformational leadership in relation to safety behaviours and suggest that the effectiveness of shared transformational leadership might vary depending on perceived organizational support.Practitioner points Transformational leadership behaviours exercised by team members – shared transformational leadership – are associated with higher levels of mandated and discretionary safety behaviours of team members. Teams that have higher levels of shared transformational leadership demonstrate higher levels of team‐level discretionary safety behaviours. Shared transformational leadership is more strongly associated with employees’ mandated safety behaviours under low levels of perceived organizational support. When leaders perceive low levels of organizational support, their teams’ shared transformational leadership becomes a more important correlate of leaders’ discretionary safety behaviours. In addition to traditional leadership training that involves formal leaders only, organizations should consider implementing activities that foster shared leadership behaviours.

Students’ Perceptions of Pedagogical Change during the COVID-19 Crisis

Pedagogical change during the spread of Novel Corona Virus (COVID-19) crisis in Nepalese academia is being the matter of discussion and many academic institutions claim that they are adopting new pedagogy in their curricular activities during COVID-19 crisis. This study aims to find out the secondary students’ experiences of pedagogical change in language teaching and learning procedure. This paper explores an analysis of how pedagogical change enabled secondary students’ experience of online pedagogy during the COVID-19 crisis to plan and manage their learning procedure. As a qualitative research, it employs internet-based semi-structured interview to investigate participants’ experience of pedagogical change and the ground reality of online pedagogy in Nepalese Academic institution during pandemic situation of COVID-19. This paper also shows that how the pandemic situation affects the learning procedure of the students especially in rural Nepal. Online pedagogy is observed as an alternative mode of education in urban areas where there is minimum ICT infrastructure and a means to widen digital divide in rural areas. The students struggle with limited access to digital technology to manage their online learning and the low level of organizational support cannot help them to continue their learning in the pandemic situation. To support the students in their online learning, formulation and operation of policy in wide-ranging systems need to be developed in practice level to provide skills and facilities of ICT for effective distribution of online pedagogy throughout the nation.

The link between organizational support, wellbeing and engagement for emergency service employees: a comparative analysis

IMPACT Emergency service workers perceived similarly low levels of organizational support compared with professionals and administrative employees. However, both emergency workers and healthcare professionals undertake high levels of emotional labour and therefore are susceptible to high levels of stress and, consequently, require organizational support. Low organizational support contributes to low wellbeing and engagement. If austerity-driven management is the cause of low organizational support, then new management models are required to ensure psychologically safe workplaces. Otherwise, the burden caused by poor management is placed on the community because taxpayers pay for emergency service workers’ stress-related workers’ compensation claims.

Line managers' perceptions of diversity management: insights from a social exchange theory perspective

PurposeDrawing on the social exchange theory, this study aims to explore line managers' perceptions of diversity management, as well as their perceptions of their role and responsibilities in shaping and implementing diversity practices. The senior management's leadership support, as it is perceived by line managers, in assisting them to manage diversity successfully is also examined.Design/methodology/approachSemi-structured interviews with 51 line managers across different sectors in the UK were conducted to address the following three research questions. First, how do line managers perceive diversity management? Second, what are the actual roles and responsibilities of line managers in shaping diversity practices' implementation? Third, how do leadership interactions within the organisation influence line managers' perceptions of diversity practices?FindingsLine managers present high levels of personal determination and commitment towards diversity supplemented by a consensus on the strategic role of leadership in relation to diversity management. In addition, poor levels of organisational support, leadership values and style are identified; all highly related to their ability to deliver results and, most importantly, to form effective relationships in the workplace.Research limitations/implicationsData included line managers' views but not senior managers' perspectives, thus limiting the study in identifying the holistic impact of social exchanges in shaping effective relations. In addition, quantitative research could test and enhance the generalisability of existing findings.Practical implicationsInvesting in social relationships can positively influence line managers' ability to deliver results. Action is required at the organisational level by senior management to support and recognise line managers' critical roles to enable them to apply and promote diversity management.Originality/valueThese findings address a theoretical gap relating to the evaluation of the critical role played by line managers in the delivery of diversity practices. The study further demonstrates how social exchange relationships can influence line managers' perceptions of diversity management, an unexplored area within the diversity literature.

The Impact of Organizational Support on Strategic Vigilance in Ministry of Civil Service in Sultanate Oman

The study aimed to examine the impact of organizational support on strategic vigilance of Ministry of Civil Services in Sultanate Oman. The organizational support consisted of four dimensions: leadership support, organizational justice, decision-making participation and rewards. Meanwhile the strategic vigilance also consisted of four dimensions: technological vigilance, marketing vigilance, competitive vigilance and environmental vigilance. The study was conducted on a sample consisting of (147) managers. The study indicated that there are medium levels of organizational support and strategic vigilance, and that there is a significant impact of organizational support on strategic vigilance, and that there is an impact of organizational support on all types of strategic vigilance.

Repaying the Debt: An Examination of the Relationship between Perceived Organizational Support and Unethical Pro-organizational Behavior by Low Performers

Drawing on social exchange theory, we examine the conditions under which employees’ good intentions motivate them to engage in unethical pro-organizational behavior (UPB) and the psychological mechanism behind this behavioral decision. Findings from a time-lagged field study and a scenario study indicate (1) an interactive effect between perceived organizational support and employee performance on UPB; (2) that low performers who perceive high levels of organizational support are more likely to engage in UPB; and (3) that feelings of indebtedness to the organization mediate the interactive effect on UPB. Therefore, the paper highlights the importance of conditional factors in motivating UPB by combining employee ‘good intentions’ and ‘disadvantageous situations’ to understand the UPB decision process. The paper concludes with theoretical and practical implications.

The Impact of Organizational Support on Practice Outcomes in Nurse Practitioners in Taiwan.

ABSTRACTBackgroundNurse practitioners (NPs) in Taiwan have practiced mainly in acute care hospitals since 2006. Although organizational support and level of support have been associated with the successful integration of NP roles and effective practice outcomes, organizational support in the context of NPs in inpatient settings is an area that has been rarely explored in the literature.PurposeThe purpose of this study was to investigate the relationship between organizational support and the practice outcomes of job satisfaction, care effectiveness, and intention to leave in NPs.MethodsA national survey of 512 NPs was conducted that included a demographic characteristics datasheet, the Nurse Practitioner Primary Care Organizational Climate Questionnaire, the Misener Nurse Practitioner Job Satisfaction Scale, and the Nurse Practitioner Care Effectiveness Scale. Multiple regression analysis was applied to explore the specific factors associated with job satisfaction. The statistical significance level was set at .05 with a two-tailed test. All statistical analyses were conducted using SPSS Statistics Version 22.0 software.ResultsMore than half of the participants were found to be dissatisfied with their hospital managers (54.8%) and with each dimension of organizational support. Overall, 82.1% of the participants were satisfied with their current practice. A multiple regression analysis showed that the participants who perceived higher levels of organizational support in the workplace (β = .53, p < .001), expressed satisfaction with working with their managers (β = .25, p < .001), or perceived better care outcomes (β = .10, p < .001) reported higher job satisfaction. In addition, the participants who expressed intention to leave within 1 year (β = −.09, p < .001) and those with higher patient loads (β = −.09, p < .001) reported lower job satisfaction. Organizational support was found to explain 50% of the variance in job satisfaction.Conclusions/Implications for PracticeThe results of this study highlight organizational support as the most important factor affecting job satisfaction in NPs. Therefore, administrators work to promote organizational support and improve the work environment to enhance the job satisfaction, increase the clinical practice retention, and improve the care outcomes of NPs.

METHODOLOGY FOR THE MULTI-CRITERIA EFFICIENCY ASSESSMENT OF CARGO CUSTOMS COMPLEXES

Operation efficiency assessment of cargo customs complexes located throughout Ukraine and having different technical, technological and organizational support levels can be made based on various technical and economic performance indicatorsThe paper develops the methodology for a comprehensive efficiency assessment of customs infrastructure facilities as an integral system of local measures and system performance indicators as a whole. Forming the integral criterion and the generalized integral criterion, we take into account the parameters of the benchmark cargo customs complex.The developed methodology for multi-criteria efficiency assessment of customs infrastructure facilities makes it possible to identify the groups of technical and economic performance indicators, to rank the technical and economic performance indicators according to the significance of their influence on the final generalized efficiency indicator; to form a vector with the parameters of the benchmark cargo customs complex; to determine the generalized efficiency assessment indicator of a cargo customs complex according to each group of factors; to determine the integral and generalized integral indicator of the operation of a cargo customs complex

Influence of Perceived Organizational Support, Work Life Balance on Staff Nurses’ Workflow at Main Mansoura University Hospital

Background: Work plays a significant part in all our lives, perceived organizational supportive and work-life balance isn't only important for nurses’ health, but also it can improve nurses’ workflow and productivity. Aim: To explore the influence of perceived organizational support, work life balance on staff nurses’ workflow at Main Mansoura University Hospital. Subjects and methods: Descriptive correlational design was used. Three tools were used for data collection; perceived organizational support scale, work-life balance survey, and nurses' work-related flow inventory. Results: Highly statistically significant relationship between organizational support, work life balance and workflow, highly statistically significant relationship between all levels of organizational support, work life balance and workflow, in addition to staff nurses perceived low organizational support level and moderate level related work life balance and workflow. Conclusion: Highly statistically significant correlation between perceived organizational support, work life balance and workflow. Recommendations: Hospital should monitor the level of all factors regarding their work place, stress; motivation and other benefits will improve balance between work life which in turn will give satisfaction in their personal life, providing an attractive system of recognition and rewards that increase sense of achievement, and personal growth, future research needed between work life balance and workflow.

Engaging Hotel Managers Through Managerial Support

The influence of varying levels of organizational support and managerial support on hotel managers’ psychological contract and work engagement was examined through a scenario-based experiment. Findings showed that lower managerial support is more detrimental and thus, recommendations are presented to help organizations foster managerial support of managers.

Enhancing creativity in organizations: the role of the need for cognition

PurposeThe authors explain the conditions under which positive personality traits and work environment factors either interact synergistically or yield diminishing-gains when creative individuals are in a supportive working environment.Design/methodology/approachData were obtained using a time-lagged design. The final sample includes 350 researchers from 64 scientific research teams.FindingsThe results indicate that the need for cognition is positively associated with individual creativity. Furthermore, this study suggests that perceived organizational support for creativity can complement an individual's need for cognition when it comes to individual creativity. This indicates a synergistic pattern. On the other hand, psychological safety can substitute for an individual's need for cognition when influencing individual creativity. Thus, a diminishing-gains pattern also exists.Practical implicationsThe results suggest that when individuals are stuck in environments of low psychological safety, yet perceive higher levels of organizational support for creativity, their levels of creativity can be boosted.Originality/valueThis study is among one of the first to explore a supportive context's complementary or substitution effect on positive personality traits by demonstrating the complementary effect of perceived organizational support for creativity and the substitution effect of psychological safety. This study validates the positive effect of the need for cognition on creativity. This study also enriches the psychological safety literature by showing that psychological safety is not always necessary for individuals with a high need for cognition.

The Relationship Between Employee Well-Being, Burnout And Perceived Organizational Support In Healthcare Professionals

Employee well-being is a significant contributor to the development of healthcare professionals' attitudes which are effective in their provision of effective, efficient and quality healthcare services. Employee well-being (Short, 2018), which is described as the well-being of a person in terms of physical, psychological and business life, has a decreasing impact on the burnout level of healthcare staff delivering healthcare services and an increasing impact on the perceived level of organizational support. As a result of being unable to cope with the perceived tension (Tuğrul and Çelik, 2002: 2), the state of burnout felt in physiological, mental and emotional areas is a detrimental condition for healthcare professionals and the individuals they serve. The perceived organizational support (Özdevecioğlu, 2003: 1), defined as the individuals in the organization feeling safe and knowing that the organization is behind them, is a positive situation for healthcare workers and has a decreasing effect on burnout syndrome. For healthcare professionals to provide the best service, their well-being and perceived organizational support should be high, and their levels of burnout syndrome should be low. The study aimed to determine the relationship between employee well-being, burnout and perceived organizational support in healthcare professionals. Therefore, face-to-face interviews were conducted using the survey method in the study, and data were obtained from 240 healthcare professionals. SPSS program was used to analyze the data. According to the findings of the study, there was a positive relationship between employee well-being and perceived organizational support, a negative relationship between perceived organizational support and burnout, and a negative and opposite relation between employee well-being and burnout.

Work Engagement of Public Elementary School Teachers and Organizational Support

The study aimed to determine the relationship between work engagement and organizational support of 167 randomly selected public elementary school teachers in the District of San Jose, Schools Division of Antique, Philippines. Data were gathered using the Individual Performance Commitment and Review Form of the Department of Education and the Eisenberger's Perceived Organizational Support Scale. Data were analyzed with frequency, percentage, mean and standard deviation for descriptive statistics while t-test for independent samples, One-way ANOVA and Pearson's r for inferential statistics. The findings showed that as an entire group, the level of work engagement of teachers was very satisfactory in all of the four work engagement aspects (teaching-learning process, students' outcomes, community involvement, and professional growth and development). There was a significant difference in the level of work engagement in the aspect of community involvement when grouped according to teaching load and in the aspect of professional growth and development when grouped according to sex. No significant difference was observed among the following groups: teaching position and marital status, the level of organizational support in terms of teaching load, teaching position, sex, and marital status, work engagement and organizational support of teachers. Keywords: community involvement, Organizational Support Public Elementary School Teachers, professional growth and development, teaching-learning process, students' outcomes, Work Engagement

Relationships between perceived support types and the job satisfaction levels of nurses.

To identify the relationships between nurses' perceived support and their job satisfaction levels. The sample of this descriptive and correlational study comprised 655 nurses working at a medical faculty hospital in Istanbul. A statistically significant positive relationship was detected between the total score means of nurses' job satisfaction and perceived administrative support (r = 0.275; p = .001; p < .01), perceived coworker support (r = 250; p = .001; p < .01) and perceived organizational support levels (r = 0.262; p = .001; p < .01). The linear regression model was found to be statistically significant (F = 24.625; p = .001; p < .01). Training and corporate regulations (e.g., performance system involving promotion, reward, wages) for increasing nurses' perceptions for organizational support should be planned. Activities that increase nurses' perception of social support could also increase their job satisfaction.

Designing Multi-Agent System Organisations for Flexible Runtime Behaviour

We address the challenge of multi-agent system (MAS) design for organisations of agents acting in dynamic and uncertain environments where runtime flexibility is required to enable improvisation through sharing knowledge and adapting behaviour. We identify behavioural features that correspond to runtime improvisation by agents in a MAS organisation and from this analysis describe the OJAzzIC meta-model and an associated design method. We present results from simulation scenarios, varying both problem complexity and the level of organisational support provided in the design, to show that increasing design time guidance in the organisation specification can enable runtime flexibility afforded to agents and improve performance. Hence the results demonstrate the usefulness of the constructs captured in the OJAzzIC meta-model.

Effectiveness of reverse mentoring in creating intergenerational relationships

PurposeDemographic changes and consequent diversification of teams of employees in organisations require us to change one’s approach to managing human resources and to search for new methods adjusted to contemporary challenges. One of such methods is reverse mentoring. It is a new form of mentoring where the younger employee is the mentor sharing expertise with the older employee. The purpose of this article is to identify advantages that reverse mentoring offers individuals who participate in the mentoring relationship – the younger mentor and the older mentee, and the entire organisation, as well as to identify conditions conducive to revealing desired advantages.Design/methodology/approachThe article presents results of empirical research conducted based on the qualitative method and semi-structured individual interviews. The research focussed on five pairs from five different organisations operating in Poland who applied reverse mentoring as well as managers or human resources managers of these enterprises.FindingsResearch results show that reverse mentoring may offer numerous advantages to both individuals engaged in the relation (the mentor and the mentee) and the entire organisation. Thus, reverse mentoring seems to be an efficient tool for sharing knowledge, creating engagement, developing leadership and, first and foremost, building intergenerational relations based on mutual acceptance. Conclusions drawn from the research show that efficacy of reverse mentoring depends on the level of engagement in the mentor/mentee relation and the level of organisational support – engagement of the officers, supportive organisational culture and atmosphere conductive to cooperation.Research limitations/implicationsOne of the limitations of the research is the fact that reverse mentoring is not common in Polish organisations, thus the number of the interviews is limited. Furthermore, the data were collected from companies operating in Poland and they refer to one cultural circle. Another limitation is closely connected with the nature of qualitative research, as the research findings may be influenced by the personal perspective of participants.Practical implicationsThe paper helps managers to build intergenerational relations. It encourages the use of reverse mentoring by emphasising its various benefits. It also specifies the conditions which need to be taken into consideration in order to increase the chances of enjoying the benefits, especially the necessity to prepare individual development plans adjusted to the needs and expectations of participants, proper selection of pairs for the mentoring relation and sufficient preparation of each party to the relation. This knowledge may be used by practitioners of managing human resources to develop organisational support for mentoring programmes.Social implicationsThe paper presents reverse mentoring as an opportunity for intergenerational knowledge sharing and developing intergenerational cooperation.Originality/valueThe results of the research extend the knowledge in the area of applying reverse mentoring to create intergenerational relationships. So far, this subject has received limited attention in the literature. Since reverse mentoring is not a widespread method, and research in this area is relatively rare, the value of the paper is to fill the gaps in this subject.

Newcomers’ organizational socialization: the role of co-worker support, organizational support and proactive behaviour

The recent studies found that newcomers’ self-initiated activates are the significant predictor of newcomers' adjustment and organizational socialization. Also, organizational socialization scholars propose that newcomers' self-initiated activates may be more critical than the traditional approach to organizational socialization. Therefore, there is a need to identify whether the traditional approach (support practices) or newcomers' self-initiated activates (proactive behaviour) play a significant role in the socialization process. Therefore this study aims to identify the relative importance of support practices and newcomers' proactive behaviour during the socialization. This study also investigates the role of support practices in newcomers' engagement in proactive behaviour and the influence of proactive behaviour on the relationship between support practices and newcomers' socialization. The study was conducted with 104 newcomers from diverse business organizations. PLS-SEM was employed to assess the proposed model. The results indicated that the higher the level of organizational support and co-worker support higher the level of newcomers' engagement in proactive behaviour and the higher the level of proactive engagement and co-worker support the higher the level of newcomers' socialization. Further, this study found that newcomers' engagement in proactive behaviour mediates the relationship between newcomers' perceived support practices and socialization. The findings of this study deepen the understanding of the socialization process and help the management and the newcomers recognize their role in the successful socialization process.

Algılanan Örgütsel Destek, Motivasyon ve Hizmet Performansı Arasındaki İlişkilerin İncelenmesine Yönelik Sağlık Sektöründe Bir Araştırma (A Research in The Health Sector for the Investigation of the Relationship between Perception of Organized Support Motivation and Service Performance)

Purpose – The purpose of this study is; to reveal the relationships between the organizational support perceived by the employees and the motivation and service performance of the employees. Design/methodology/approach – The universe of the research is 2238 employees working in public hospitals in Sirnak province and its districts. The sample of the study consists of 344 health workers who return to the surveys. KMO and explained variance% values were calculated. In the research, survey technique was used for data collection. The data obtained as a result of the research were analyzed with SPSS 22.0 package program. On the analysis of the data; descriptive statistics are presented with frequency, percentage, average and standard deviation values. The reliability and validity levels of the perceived organizational support, service performance and motivation scale of the employee were done by cronbach alpha analysis and factor analysis. Findings – There is a positive and significant relationship between perceived organizational support and service performance and employee motivation in the research, It was concluded that there is a positive and significant relationship between motivation and service performance. Discussion – As a result of the research, it was obtained that the perceived organizational support had a significant effect on the motivation and service performance of the employees, and there was a positive and significant relationship between the motivation and service performance of the employees. It can be stated that employees working in an organizational environment feel organizational support, taking into account their contribution to the organization and taking care of their well-being may lead to an increase in their motivation and service performance. This result is in line with the work of Bal (2018) for 400 hotel employees. In this study; It is concluded that organizational compliance and organizational support levels have a significant effect on perceived service performance. The data obtained in the research was selected by Secil et al. (2014; 132) overlaps with their work for healthcare professionals. In this study; As a result of the fact that employees feel the support of the organization, increase in organizational commitment and job satisfaction, acceleration in innovation activities, strengthened sense of responsibility, quit and absenteeism.

Organizational Support for Nurse Practitioners in Primary Care and Workforce Outcomes.

Lack of organizational support in healthcare settings has been linked to high levels of clinician stress, burnout, and job dissatisfaction. Little research exists on organizational support for nurse practitioners. We investigated the relationship between organizational support and nurse practitioner outcomes, including job satisfaction, intent to leave, and quality of care. A cross-sectional survey design was used to collect survey data from nurse practitioners (n = 398) in primary care practices in New York State in 2017. Nurse practitioners completed mail surveys with validated measures of organizational support, job satisfaction, intent to leave, and quality of care. Information on participant demographics and work characteristics was also collected. Multilevel regression models assessed the relationship between organizational-level organizational support and resources measure and job satisfaction, intent to leave, and quality of care. The organizational-level organizational support and resources measure had a mean of 3.31 on a 4-point scale. Twenty-five percent of the participants were either moderately dissatisfied or very dissatisfied with their jobs, and about 11% intended to leave their current jobs within 1 year. The average quality of care rated by participants was 8.51 out of 10-10 being the best quality of care. After adjusting for covariates, higher organizational-level organizational support and resources measure score was associated with higher job satisfaction category, lower odds of intent to leave, and higher quality of care. Nurse practitioners from primary care practices with higher levels of organizational support are more likely to be satisfied with their jobs, have less intent to leave their jobs, and report better quality of care. Thus, in order to promote nurse practitioner job satisfaction, retain them in clinical positions, and improve quality of care, administrators should take actions to promote organizational support for them. Our findings are consistent with existing literature regarding the relationship between organizational support and clinician outcomes.

The Mediating Role of Trust in the Effect of Perceived Organizational Support on Job Performance in Nurses

The aim of this study is to investigate the mediating role of trust in the effect of perceived organizational support on the job performance of nurses. The nurses were included in the study because of their need for high level of organizational support and trust perception due to the nature of nursing profession. The sample of the study consisted of 452 nurses working in a university hospital (N = 550) in the city center of Eskisehir. The research data were collected by using the "Personal Information Form", "Perceived Organizational Support Scale", "Job Performance Scale" and "Trust Scale". The relationships between variables were analysed with factor analysis, regression analysis and the sobel test. It was found that perceived organizational support positively and significantly affected job performance and trust; trust had a partial mediating effect in this relationship.