Organizational Support Research Articles

Advocacy versus depart: How perceived organizational support influences employee well-being and shapes their intentions

Abstract This study investigates the influence of perceived organizational support (POS) on employees’ intentions to recommend their employer or leave the organization. Based on social exchange theory, it explores how POS affects employee well-being and shapes behaviors such as loyalty and advocacy. An online survey gathered data from 604 French employees across various sectors, analyzing variables like POS, positive and negative well-being, and intentions to leave or recommend the employer. Structural equation modeling was used to examine the relationships among these variables and to test the mediating role of well-being. Results show that POS positively influences employee well-being. High POS is associated with improved positive well-being, which decreases the intention to leave and increases the intention to recommend. Similarly, reduced negative well-being linked to high POS lowers the desire to leave and lessens negative effects on recommendation intentions. The study confirms the mediating role of well-being between POS and employee intentions. The study provides new insights into the impact of POS on employee intentions by highlighting the pathways of positive and negative well-being. For human resource practices, strengthening POS is essential to boost employee retention and encourage positive behaviors, thereby enhancing the organization’s reputation and attractiveness.

Justification Models of Organizational and Technical Support of Measures to Create Information Protection System of Informatization Objects

The relevance of the article is due to the need to protect information at all stages of creating an information system in the absence of appropriate organizational and technical support. To justify this kind of provision, mathematical models are needed that take into account the conditions and the random nature of the implementation of heterogeneous information processing processes in time at each stage, threats to its security and protection from these threats. The article discusses approaches to the development of such models based on the apparatus of flow theory and the theory of composite Petri ‒Markov networks, the possibilities of which for modeling the processes under study have not been previously considered. The purpose of the article. To reveal the content of issues related to the justification of organizational and technical support for information protection at the stages of creating an information system, to show the need and ways to quantify threats to its security and protection from these threats. For this purpose, the methods of functional and structural analysis, probability theory and flow theory were applied. In the course of solving the scientific problem, the relevance of substantiating the organizational and technical support of information protection at the stages of creating information systems is shown, descriptive models of its processing processes are developed, time diagrams of threat scenarios are given in the absence of protection measures and in the conditions of using preventive organizational and technical measures, indicators and analytical ratios for their calculation are proposed. The scientific novelty of the article consists in the fact that for the first time it examines the issues of organizational and technical support for information protection at the stages of creating an information system, examines the theoretical aspects of quantifying threats to its security and protection from these threats based on flow theory and prospects for applying the theory of composite Petri-Markov networks. Significance (theoretical). The conditions for the implementation of the studied processes and the possibility of applying the theory of flows and the apparatus of composite Petri–Markov networks for their modeling are established. Significance (practical). The results obtained in the work can be used to justify the organizational and technical provision of information protection at the stages of creating information systems of various organizations (both state and non-state), for which the implementation of threats at these stages may lead to damage to their activities.

Employee pro-environmental proactive behavior: the influence of pro-environmental senior leader and organizational support, supervisor and co-worker support, and employee pro-environmental engagement

Employee pro-environmental proactive behavior: the influence of pro-environmental senior leader and organizational support, supervisor and co-worker support, and employee pro-environmental engagement

Exploring challenges and enablers for community pharmacists using electronic prescriptions (Wasfaty) in Makkah region, Saudi Arabia: a qualitative study using the theoretical domains framework

BackgroundTransition to electronic prescribing (e-prescribing) systems, such as Wasfaty, represents a significant advancement in healthcare. Introduced by the Saudi Arabian Ministry of Health in 2019, Wasfaty aims to enhance medication availability and streamline healthcare delivery. This study explores the challenges and enablers community pharmacists face when using the Wasfaty system in Saudi Arabia. This study uses the Theoretical Domains Framework (TDF) to analyse behavioural and contextual factors influencing pharmacists’ adoption of electronic prescriptions. TDF identifies key challenges and enablers across multiple behavioural domains, making it well-suited for understanding complex healthcare implementation processes.MethodsA qualitative study design was employed using the Theoretical Domains Framework (TDF) to understand factors affecting Wasfaty use. Participants were purposively sampled, focusing on community pharmacists experienced with Wasfaty prescriptions. Recruitment and interviews occurred from June to August 2024. Data saturation was achieved at 18 interviews. Transcripts were coded and mapped into TDF domains to identify barriers and enablers.ResultsFive key TDF domains influenced Wasfaty use: environmental context and resources; social influences; beliefs about capabilities; social/professional role and identity; and knowledge. Challenges included high prescription volumes, medication shortages, technical difficulties, resistance from elderly patients, and inconsistent training. Some pharmacists reported inadequate training as a barrier, while others highlighted effective programs as enablers.ConclusionSignificant barriers, such as insufficient training and high prescription volumes, impede effective Wasfaty use. However, continuous training, prior experience with electronic systems, and organisational support were crucial enablers. Addressing these challenges through targeted interventions can enhance e-prescription efficiency, improving patient care and outcomes. Findings underscore the importance of ongoing professional development and supportive work environments in fostering pharmacists’ competence in electronic systems.

Strengthening science education in basic education through a professional development program on participatory action research for science teachers

Science education empowers individuals with critical thinking and problem-solving skills as well as creativity which drive sustainable development, social progress, and economic growth. Unfortunately, the basic education science curriculum does not seem to prepare students to become scientifically literate for a number of reasons. Toward this vein, this calls for science teachers to be creative being at the forefront of implementing science education curriculum successfully. One mechanism to draw out their creativity is to mentor and engage them in participatory action research. Hence, a four-year professional development program for science teachers aimed at designing, implementing, and publishing participatory action research project was introduced to them by specialists from a higher education institution as their community extension project. The program consisted of mentoring on action research problem conceptualization until publication of teachers' project, continuous monitoring, and feedbacking to support their progress. Guskeys' (2000) five level evaluation model for professional development program effectiveness serves as the guiding framework for evaluation. Quantitative and qualitative data were gathered from the participating science teachers of the school. It started with conducting an initial assessment of their action research skills as basis of the proposed professional development program on participatory action research. At the end of the program, the teachers disseminated their project in a reputable science education journal. The four-year professional development program resulted to a robust impact in all five levels of Guskey's evaluation model, namely: teachers' reactions, teachers' learning, organization support and change, teachers' use of new knowledge and skills, and student learning outcomes. The success of this program highlights the importance of sustained, collaborative, and research-oriented professional development program in form of action research mentoring. Moreover, the outcomes of the study suggest the need for a professional development program evaluation framework that will facilitate the evaluation of the program effectiveness.

Supporting Organizations in Improving Employee Bulk E-mail --- A Tool Design and Evaluation Study

Organizations often send bulk emails to employees to make them aware of policy changes, organization plans, and events. Many of these emails, however, are long digests with many separate messages that waste employees' time and reduce their awareness. This study introduces CommTool--a prototype tool to help organizational communicators better understand their emails' performance and cost. We first interviewed 5 communicators and identified the need to measure the performance of each message within bulk email. Then we iteratively designed and deployed an organizational bulk email evaluation platform (CommTool), which enables communicators to get diverse message-level metrics such as reading time, relevance rate, comments, etc. We evaluated these designs through a 2-month field deployment with 5 communicators and 149 organization employees. We found that 1) the message-level metrics, such as reading time and relevance rate, helped communicators understand their audience and design bulk emails; 2) the cost and reputation metrics did not influence the organization leaders' decisions. We summarize with suggestions on designing organizational bulk email evaluation platforms that provide message-level performance and cost information.

"Guilds" as Worker Empowerment and Control in a Chinese Data Work Platform

Data work plays a fundamental role in the development of algorithmic systems and the AI industry. It is often performed in business process outsourcing (BPO) companies and crowdsourcing platforms, involving a global and distributed workforce as well as networks of collaborative actors. Previous work on community building among data workers centers organization and mutual support or focuses on the structuring and instrumentalization of crowdworker groups for complicated projects. We add to these lines of research by focusing on a specific form of community building encouraged and facilitated by platforms in China: guilds. Based on ethnographic work on a Chinese crowdsourcing platform and 14 semi-structured interviews with data workers, our findings show that guilds are a form of both worker empowerment and control. With this work, we add a nuanced empirical case to the interconnection of BPOs, online communities and crowdsourcing platforms in the current data production sector in China, thus expanding previous investigations on global perspectives of data production. We discuss guilds in relation to individual workers and highlight their effects on data work, including efficient coordination, enhanced standardization, and flattened power structure.

Feasibility of a custom-tailored, evidence-based, theory-informed, intervention to prevent burnout and reduce stress for healthcare professionals: protocol for a single-arm trial

BackgroundHealthcare professionals face high levels of occupational stress, time pressure, workload, and poor organizational support. This makes them particularly vulnerable to burnout. The COVID-19 pandemic has further exacerbated this situation. This single-arm, multicenter, mixed-methods feasibility study pilots the LAGOM program: A tailored, evidence-based intervention to prevent burnout and reduce stress among healthcare professionals.MethodsParticipants will include healthcare professionals (N = 30) working at Charité–Universitätsmedizin Berlin and Immanuel Hospital, Berlin. LAGOM focuses on support for individual behavior change and personal resources and also addresses the organizational level. The intervention´s feasibility will be evaluated through a non-randomized feasibility trial with a mixed methods process evaluation. The exploratory primary study aims are to assess the acceptability and feasibility of the (1) evaluation procedures and of the (2) intervention content and structure using study records, standardized questionnaires, protocol checklists, and diaries. Exploratory effectiveness analysis will take place as well. Further, semi-structured interviews (n = 3 to 6) and electrophysiological measurements (n = 20) will be conducted.DiscussionCustom-tailored, well-implemented multi-level interventions are needed to prevent burnout and reduce stress among healthcare professionals. Long-term strategies are warranted to sustainably implement effective programs. This feasibility study helps to refine trial procedures and content of the LAGOM program for a randomized controlled trial to evaluate the intervention’s effectiveness.Trial registrationGerman Clinical Trials Register: DRKS00032014, registered 17th October 2023.

Transformational Leadership and Innovation Work Behavior: The Role of Perceived Organizational Support and Knowledge Sharing

Transformational Leadership and Innovation Work Behavior: The Role of Perceived Organizational Support and Knowledge Sharing

ORGANIZATIONS BUILDING TRUST, COHESION, FRATERNITY, AND FRIENDSHIP OUTSIDE THE FAMILY AND WITHIN THE COMMUNITY

AbstractThe author is managing director of Our Community, an Australian social enterprise. He provides context on what it’s like being a leader in that country. He describes Our Community as “basically a support organization for not‐for‐profit organizations (NFPs) and a software vendor to government.” In relating its origins, he writes that “I wanted to break new ground in this country with a new thing that would reward its employees, that I could make some money from, and that would do good in the world.” He also explains that “without support from investors who are poised precisely between commerce and philanthropy, leadership would simply be beside the point. From the beginning, Our Community was for‐profit, but not for‐profit only. A lot of our offerings were free, subsidized by our profit centers.” He also points to the pivotal role of ethics for him, and that he was “awarded a Vincent Fairfax Ethics in Leadership scholarship 30 years ago and it was a seminal moment in my career.” A separate sidebar explains, “What We Believe,” “What We Do,” and “How We Work.” For instance, in the latter: “We believe in a work environment that allows for an authentic life balance.”

Enhancing Faculty Work Productivity through Organizational Support and Servant Leadership with the Mediating Role of Work Motivation: A Study Case at University of Muhammadiyah Jakarta

This study aims to examine the influence of organizational support and servant leadership on work productivity, both directly and indirectly through work motivation as a mediating variable. A quantitative approach with a survey method was employed by involving 164 permanent faculty members of the University of Muhammadiyah Jakarta as the sample. Data collection techniques was conducted using questionnaires, and path analysis was performed for data analysis. The results indicate that organizational support (β = 0.309), servant leadership (β = 0.375), and work motivation (β = 0.149) have a direct positive, and significant influence on work productivity. Additionally, organizational support (β = 0.338) and servant leadership (β = 0.303) also exert a direct positive and significant influence on work motivation. Work motivation mediates the relationship between organizational support (β = 0.050) and servant leadership (β = 0.045) on work productivity, although this mediating influence is less effective than the direct influences, which are more dominant. The findings offer recommendations for faculties and stakeholders to enhance work productivity in achieving the Three Principles (Tri Dharma) of Higher Education through strategies that strengthen organizational support, servant leadership, and work motivation.

Energy in the workplace: job demands, job resources, and employees’ inner resources as pathways to organizational outcomes

In this study, we expanded upon the job demands–resources model to assess the role of employees’ vitality as an inner resource for their work engagement and job commitment. To assess vitality and related job resources, we developed an index of vitality outside of work and adapted measures of manager autonomy support and organizational support. For job demands, we measured work stress and predicted that each of these four variables would contribute independently to work-related outcomes. Then, in a preregistered study, we collected these measures from a sample of 5,280 American workers (primarily ages 18–34, 54% female). Results from multivariate regression analyses largely confirmed our hypotheses, showing that positive work-related outcomes, such as enthusiasm, enjoyment, and job satisfaction, were positively predicted by manager autonomy supports, organizational support, and individuals’ vitality, and negatively predicted by work stress. The reverse pattern was largely observed for the negative outcome of turnover intention. Exploratory analyses also suggested that individual vitality may buffer the negative effects of stress and low manager and organizational support. The results highlight the potential role of employee vitality outside of work and managerial support in bolstering work engagement and reducing turnover intentions, offering a basis for organizational strategies aimed at improving work culture and retaining talent.

How and why do community stakeholders participate in the national stroke audit in England? Findings from a mixed-method online survey

BackgroundNational audit programmes are a recognised means of assessing quality of healthcare by collecting and reporting data in relation to evidence-based standards. The Sentinel Stroke National Audit Programme is a prospective audit of processes and outcomes for all stroke patients in England, Wales and Northern Ireland which has historically focused on hospital-based care. Evidence suggests it has been successful in driving quality improvement. What has yet to be explored is the influence of such a national audit programme on community-based healthcare. The aims of this study were to understand how community stakeholders perceive and participate in the audit. MethodsThe study used a realist approach, being theory driven and informed by collaborators including stroke clinicians and experts in realist and audit methodology. Contextual determinants and mechanisms were identified from the literature as having the potential to influence quality improvement. These were operationalised into 18 survey items, using a combination of 5-point scales and yes / no responses. Free text options offered the opportunity to expand upon responses.The online survey was distributed using social media, clinical networks and professional bodies. Representation was sought from community stroke stakeholders across England and from roles throughout the audit process including administrative, clinical, management and commissioning. ResultsThe survey achieved a national sample from a broad range of stakeholders (n=206). Participants reported being engaged in the audit, committing significant resources to participation. National audit feedback was described as being used to support a range of improvement activities, including funding for additional staff and service reorganisation. A number of factors influenced the ability of teams to participate in audit and utilise feedback for quality improvement. These included the online platform, the accuracy of data submitted and leadership support.ConclusionsFindings highlight the work needed in terms of the data captured, organisational audit support and engagement with feedback if the potential of the audit as a tool for quality improvement in community rehabilitation (as highlighted in acute stroke care) is to be realised.

Mediating Effect of Job Burnout on the Relationship Between Organisational Support and Quiet Quitting in Nurses.

The main purpose of this study was to investigate the potential mediating role of job burnout in the relationship between organisational support and quiet quitting among nurses. Additionally, this study aimed to determine the associations between organisational support, job burnout and quiet quitting. This study was a descriptive, cross-sectional study. This descriptive and cross-sectional study included a total of 383 nurses. The convenience sampling method was used, and the study was conducted in Türkiye. Self-reported measures, which included organisational support, job burnout and the quiet quitting scale, were completed by using an online version of the scale. Statistically significant associations were found between organisational support, job burnout and quiet quitting. Organisational support had a significant negative effect on quiet quitting. Additionally, job burnout had a positive effect on quiet quitting behaviour. Moreover, job burnout partially mediated the relationship between organisational support and quiet quitting. The findings highlight the importance of considering job burnout as a critical factor in mitigating the positive effect of organisational support on quiet quitting. Prioritising the job burnout of healthcare workers plays a significant role in reducing quiet quitting behaviour through organisational support. This study focused on how organisational support and burnout interact with quiet quitting, which is a current issue among nurses, and explained the mediating role of job burnout in the relationship between organisational support and quiet quitting. The main findings of this research provide evidence that organisational support influences quiet quitting behaviour. Similarly, job burnout affects quiet quitting behaviour. Moreover, job burnout plays a mediating role in the relationship between organisational support and quiet quitting behaviour. It has been proven that job burnout is a significant barrier to the impact of organisational support in reducing quiet quitting behaviour. This research will have an impact on the management and strategic planning of healthcare organisations. STROBE reporting method has been followed. No patient or public contribution.

Organizational Support in Career Self-Management: A Systematic Literature Review

The present study consists of a systematic literature review, based on the PRISMA model, with the objective of analyzing the relationship between organizational support and career self-management in order to address the gaps in the existing literature. Specifically, it seeks to answer whether organizational support influences career self-management behaviors and whether the inverse also occurs. To systematize the scientific knowledge on this topic over the past 13 years (2010–2023), three databases were consulted: Web of Science, Scopus, and Core. This research resulted from the combination of the keywords “career self-management” and “organizational support: and involved the screening of 353 studies. For the systematic literature review, a total of six studies were identified that met the established eligibility criteria. The main conclusions of this study are that organizational support, in the form of perceived organizational support, human resource management practices/perception of human resource management practices, and leader–member exchanges, appears to positively influence career self-management, as well as the inverse. Such evidence can be observed through the direct and indirect relationships established between the variables. This relationship leads, for example, to workers being more satisfied with their careers while also becoming more committed to the organization. Overall, this systematic literature review provides practical implications for organizations and their workers. It is suggested that future research should explore the relationship between career self-management and organizational support, as well as other potential mediators of this relationship.

On the nature, predictors, and outcomes of work passion profiles: A generalisability study across distinct types of employees.

Thus far, little research has adopted a person-centred approach to investigate the nature of work passion profiles. As a result, our understanding of the most commonly occurring combinations of harmonious passion (HP) and obsessive passion (OP) in the workplace remains limited. To achieve a more refined understanding of the nature of these work passion profiles, our first aim was thus to identify the configurations of HP and OP for work observed among five samples, including 11 subsamples, of employees (N=7258). Then, we also considered the extent to which these profiles and their associations with theoretically-relevant predictors (work-home segmentation and organisational support) and outcomes (work engagement, work-family conflict, turnover intentions, presenteeism, and counterproductive work behaviours) generalised across all subsamples. We identified a total of five profiles with a structure that differed slightly across samples: High OP Dominant, High HP Dominant, Average HP Dominant, Low HP Dominant (i.e., low levels of passion dominated by higher levels of HP relative to OP), and Moderately Low Passion. The High OP Dominant profile was systematically the most prevalent (37.5%-54.1% of the sample), whereas the High HP Dominant was the least prevalent (2.1%-7.7%). Across all samples, work-home segmentation was related to a higher likelihood of membership into the profiles characterised by higher, relative to lower or moderate, levels of passion (HP and OP), whereas organisational support also helped employees to stay away from the High OP Dominant profile. Lastly, the least desirable outcomes were observed in the High OP Dominant profile, whereas the most desirable outcomes were observed in the High HP Dominant profile. Interestingly, work engagement levels where comparable in these two profiles. Beyond their theoretical implications for research on work passion, these results highlight how work passion has highly similar implications across contexts.

Promoting Innovation in Public Organisations: An Analysis in a National Public Institution in Algeria

Organisational innovation has become a critical factor for the survival and competitiveness of public-sector organisations. This form of innovation entails the introduction of new ways of doing and organising work that aimed at enhancing the organisation’s capacity to achieve its objectives. The aim of this study is therefore to explore the conditions that stimulate the development of organisational innovation in the context of a national public institution experiencing transformation and modernisation in Algeria. More specifically, our aim is to identify the internal and external conditions that facilitate the emergence of innovation, using a descriptive and analytical approach based on qualitative data collection (interviews and observations). The results of this work show that innovation is not isolated in the organisation, but is influenced by the organisation’s internal and external environment. This environment exerts pressure but also provides the conditions and the opportunities for innovation. The existence of a clear development strategy and project-based working structures provides a favourable context for innovation. Innovation is also a collective phenomenon, arising from the contribution of all key people in the organisation and the mobilisation of collective capacities through the role of leadership and the organisational support. Public organisations must therefore pay particular attention to these aspects in order to create value and innovate in their practices and remain competitive in an increasingly turbulent environment.

What does an Ideal Day Centre Look Like? The User Perspective on Day-Structuring Programmes for People with Mental Illness

Day centres for people with mental disabilities are widespread. Nevertheless, there are only a few studies on their utilisation and effectiveness. This study examines what an ideal day centre should look like from the perspective of the users. Six guided focus groups were conducted with 4-8 users each. The discussions were transcribed verbatim and analysed using qualitative content analysis. 36 participants (67% women, aged 20-62 years). The day centres fulfilled 5 functions: Improving mental health, experiencing community, maintaining daily structure, meaningful occupation and building up workability. The results revealed important aspects of organisation, current and desired activities and support. Day centres are seen as an elementary component of intermediate mental health care. Users have clear ideas about how day centres can support their social and occupational rehabilitation.

Higher and Middle Management Perspectives on Patient-Centered Care in an Oncology Setting: A Qualitative Study

Background: Patient center care (PCC) plays a crucial role in achieving the organizational and patient outcomes. Literature suggests that PCC enhance patient’s adherence to treatment, lower the cost of health care organization. This study aimed explore the higher and middle managers’ perceptions of patient-centered care (PCC) in an oncology setting, identify the PCC implementation challenges in the oncology setting, and understand the role of managers in facilitating PCC within the oncology context. Methods: Sampling involved the use of the purposive sampling technique on 17 middle managers and 6 upper managers who had been working in an oncology setting. The six-step thematic analysis method was used for data analysis. Results: The interviews identified six main themes and seventeen subthemes: “comprehensive care, partnership, and informed decision-making”, “infrastructure and support systems”, “leadership influence on patient-centered care”, “cultural and operational barriers”, “perceived outcomes”, and “strategies to enhance PCC in oncology”. The subthemes of comprehensive care included fostering partnerships and enabling informed decisions. The infrastructure and support systems encompassed educational empowerment and service integration. Leadership influence highlighted the role of elevating awareness, providing organizational support, and promoting comprehensive care. The cultural and operational barriers addressed the challenges faced in implementation. The perceived outcomes focused on the results of patient-centered care, while strategies to enhance PCC in oncology provided actionable insights for improvement. This provides a comprehensive understanding of the perceptions of middle and higher managers on patient-centered care (PCC) in oncology settings. It identifies key challenges in PCC implementation, highlights the critical role of managers in facilitating PCC, and offers actionable strategies for enhancing PCC.

Creation of Stem-Centers Within Experimental Activities (Best Practices)

The article is devoted to the analysis of the organization of the creation of STEM centers as innovative educational environments aimed at the formation and development of STEM competencies and creative activity of education seekers, the development of innovative models of education and the professional improvement of pedagogical workers in the STEM direction. It was found that the organization of the creation of STEM centers requires the provision of organizational, scientific-methodical, material and technical conditions and personnel support. It was determined that the organizational conditions include the development and adoption of the necessary regulatory documents that determine the principles of STEM-centers' activities. The scientific and methodological conditions provide for the development and adaptation of educational programs and educational and methodological materials, lesson plans and manuals focused on the integration of STEM disciplines. Material and technical conditions provide for the availability of modern equipment, computer classes, laboratories, workshops, software and other technical means and resources. Staffing requires the involvement of qualified teachers, trainers, instructors, methodologists, specialists in STEM disciplines. The study is aimed at studying the best practices of creating STEM centers within the framework of the implementation of an innovative educational project at the all-Ukrainian level on the topic "Organizational and scientific-methodical conditions for the creation of STEM centers" in 2022-2027. The author of the article provided practical recommendations for organizing the creation of STEM centers, taking into account the results of the survey of basic educational institutions of the innovative educational project and the needs of modern education.