Supportive Work Environment Research Articles

The Role of Work Community, Career Growth, and Employee Well-Being on Employee Engagement in Malaysian SMEs

This study explores the factors influencing employee engagement within Small and Medium-sized Enterprises (SMEs) in Klang Valley, Malaysia. It focuses on three key dimensions: work community, career growth opportunities, and employee well-being, analyzing their relationships with employee engagement levels. Surveys were conducted among SME employees, and correlation analyses were used to examine these associations. The study targeted 200 employees from four service SMEs in the Klang Valley. Based on Krejcie & Morgan's table, a sample size of 132 was needed, but to address potential response issues, 145 questionnaires were distributed. The findings reveal significant positive correlations between the work community, career growth opportunities, and employee well-being with employee engagement. These results underscore the critical importance of fostering supportive work environments that encourage collaboration, provide clear pathways for career advancement, and prioritizing employee well-being through comprehensive wellness programs. The study's implications suggest practical strategies for SMEs to enhance organizational effectiveness and employee satisfaction. By focusing on these factors, SMEs can create environments that promote higher levels of engagement, ultimately contributing to organizational success. Future research could explore additional variables impacting employee engagement across different sectors and regions, further enriching the understanding of effective engagement strategies in diverse organizational contexts. This study offers valuable insights for SME leaders and HR professionals aiming to improve employee engagement and organizational performance.

Path Analysis: Interrelationships Between Nurse Manager Competencies, Practice Environment Perceptions, and Frontline Nurses' Intent to Stay.

To examine the correlation between nurse manager (NM) competencies, work environment (Practice Environment Scale of the Nursing Work Index [PES-NWI]), and frontline nurses' intent to stay; the direct effect of NM competency on frontline nurses' intent to stay; and the indirect effect of NM competency on frontline nurses' intent to stay, mediated by PES-NWI. PES-NWI and NMs' competency can impact frontline nurses' intent to stay. Cross-sectional study with secondary analysis of NM Competency and NDNQI® (National Database of Nursing Quality Indicators®) RN Survey data with path analysis for effects of the model's variables. Positive, weak correlations between NM competencies and frontline nurses' practice environments were found; NM competencies and frontline nurses' intent to stay were not correlated. Paths were NM competency/PES-NWI (β = 0.20, P = 0.001) and PES-NWI/intent to stay (β = 0.55, P < 0.001); NM competency/intent to stay was not significant. Indirect effect of NM competency on frontline nurses' intent to stay was mediated through PES-NWI (β = 0.11, P = 0.002; 95% confidence interval, 0.05-0.17). Investing in NMs' competency can help create supportive work environments and frontline nurses' intent to stay.

Bottleneck factors impacting nurses’ workflow and the opportunity to prioritize improvement efforts: factor analysis

PurposeMinimizing delays in delivering nursing care is paramount for enhancing the overall quality of care. Certain bottleneck variables restrict the workflow of nurses, resulting in extended shift times. This study is designed to pinpoint and analyze the principal factors contributing to bottleneck issues in nursing workflow, to direct improvement endeavors. This study seeks to provide insights into the key variables contributing to nurses’ extended shift times, with the ultimate goal of prioritizing efforts for improvement.MethodsA descriptive multicenter cross-sectional study was conducted. A scale was developed for this study by the authors after conducting a literature review, subsequently validated, and its reliability was assessed.ResultsAmong the 31 bottleneck variables, 29 were retained under three persistent bottleneck factors: (1) Nurse staffing— This pertains to the availability of sufficient nursing staff at all times across the continuum of care; (2) Working environment and quality of care—This refers to the availability of necessary skills and resources for nurses to perform their duties effectively and; (3) Medical devices— This factor concerns the availability of fully functional medical devices required for providing care.ConclusionEfforts aimed at enhancing the overall healthcare system should concentrate on addressing persistent bottleneck factors. This may involve the implementation of a healthcare workforce management system, the establishment of standards for a conducive and supportive working environment, and the utilization of a standardized system for the management of medical equipment. The outcomes of this study can be utilized by nurses and policymakers to devise comprehensive strategies for improvement.

Experiences of Certified Peer Support Specialist Providing Formal Peer Support in Mental Health Services: ASystematic Review and Meta-Synthesis.

Peer support specialists (PSSs) in mental healthcare services are individuals recovering from mental health conditions and providing formal peer support to clients with similar conditions. Despite evidence of the benefits of this modality and the increasing demand for it, little is known about the PSSs' experiences in mental healthcare services. This review systematically synthesises available qualitative data on the certified PSSs' experiences in providing formal peer support in mental healthcare services. A search was performed across six electronic databases and one grey literature database for all published and unpublished qualitative studies in English between 2014 and 2022. Mixed-methods studies were included if their qualitative data were extractable. This review included PSSs who provided formal peer support to clients with similar mental health conditions. The included studies were appraised through the Critical Appraisal Skills Program Qualitative checklist, while data extraction was done through a customised tool. Our meta-synthesis revealed an overarching theme on certified PSSs' journey in mental healthcare services, alongside four main themes: (i) emotional impacts of being PSSs, (ii) struggle to justify their roles, (iii) complex roles of PSSs and (iv) sources of support. The review has provided an insightful understanding of the PSSs' roles and needs, for which there is a need to cultivate a supportive working environment. Given the difficulties in adopting the PSSs' roles, as demonstrated by our findings, future research should explore how mental healthcare organisations can address their work-related challenges and cultivate a supportive working environment.

Shattering the Glass Ceiling: Insights into Women's Pathways to Leadership in Sri Lanka

Although much research has been done on the glass ceiling phenomena in recent years, the question remains unsolved because the barriers themselves receive more attention than the ways in which women break through them. This study explores the factors that affected women who tried to break through the ceiling. This research follows a qualitative exploratory research approach. Seven semi-structured interviews with women in top positions in Sri Lanka provided the data for the study. Data were analysed and interpreted using thematic analysis. Findings revealed that three main factors affecting women's career advancement: individual factors like emotional stability and self-confidence, organizational factors like supportive work environments and policies, and cultural factors like attitudes towards Sri Lankan women. The findings offer recommendations for increasing female representation in top positions and suggest future research using a quantitative approach in different Sri Lankan contexts.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

What Can Affect Employee Perfomance? An Empirical Study Retail Jewellery Company In North Jakarta, Indonesia

This study aims to analyze the effect of work motivation and work environment on employee performance with job satisfaction as a mediating variable among Adelle Jewellery employees in North Jakarta. This research employs a quantitative approach using a survey method, involving 100 employees as the sample. Data collection was conducted through questionnaires measured using a Likert scale. The collected data was then analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results show that work motivation and work environment have a significant impact on employee performance. Additionally, job satisfaction was found to partially mediate the effect of work motivation and work environment on employee performance. This means that enhancing work motivation and creating a conducive work environment can increase job satisfaction, which in turn, improves employee performance. This research provides important insights for Adelle Jewellery's management in understanding the factors that influence employee performance. The practical implications of these findings highlight the importance of management focusing on improving work motivation and creating a supportive work environment to enhance employee satisfaction and performance. The study also suggests the need for further research to explore other factors that may influence employee performance and to test similar models in different industries and contexts.

Employees’ Emotional Intelligence and Job Satisfaction: The Mediating Role of Work Climate and Job Stress

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being.

Pengaruh Beban Kerja dan Stres Kerja terhadap Kinerja Anggota Satuan lalu Lintas Kepolisian Resor Kota Samarinda

This study aims to analyze the influence of workload and work stress on the performance of the Traffic Unit members of the Samarinda City Police Resort. The method used is a quantitative survey by distributing questionnaires to 129 traffic unit members selected from a population of 190 members using the Slovin formula. Data analysis was conducted using SPSS for validity, reliability, and multiple linear regression tests. The results of the study indicate that workload and work stress have a significant impact on the performance of police officers. Well-managed workload and effectively addressed work stress can enhance the performance of the members. The implications of this study emphasize the importance of workload and stress management programs, time management training, and a supportive work environment to improve the performance and well-being of police officers.

Nepali Migrant Workers and Their Occupational Health Hazards in the Workplace: A Scoping Review

An increasing number of people are relocating to search for work, leading to substantial implications for both local and global health. Approximately 3.6% of the global population (281 million) migrates annually. Nepal has experienced a notable surge in labour migration in recent years, with a substantial proportion of its residents actively seeking work opportunities abroad. Understanding work-related risks is crucial for informing policies, interventions, and practices that can improve the welfare of this hard-to-reach population. This scoping review aims to systematically identify and analyse occupational health hazards encountered by Nepali migrant workers employed overseas. Medline, Scopus, Directory of Open Access Journals (DOAJ), and the NepJOL databases were systematically searched for primary research papers published in English up to July 2024. Relevant data, including workplace hazards and their impact on health outcomes, were extracted and narratively synthesised by highlighting key themes in the existing literature. A total of 24 articles met the inclusion criteria and were included in this review. Of these, twelve studies were conducted in Nepal, five in Gulf countries, four in Malaysia, two in Hong Kong, and one each in India and Korea. Workplace injuries (motor vehicle injuries, machinery injuries, falls from a height, and falls on a heavy object), poor working environment (including long working hours, work without leave, discrepancy in pay scale, limited access to drinking water and toilet/bathroom facilities), workplace abuse, sexual abuse, and torture were identified as key occupational health hazards faced by the Nepali migrant workers abroad. Multi-level intervention strategies, such as safety training standards, improving working conditions, and eliminating exploitative labour practices, are critical to improving occupational health and safety standards for Nepali migrant workers abroad. This includes creating a supportive working environment where employees can easily and timely access health services as needed.

Employee Retention as a Priority for Russian Companies in 2024

The article explores the main trends in personnel management within modern Russian organizations, identified through surveys of executives and HR managers. From the analysis of these surveys, employee retention has been highlighted as a priority in the face of a growing personnel deficit caused by demographic issues, the emigration of qualified specialists, and an aging population. The article also identifies specific characteristics of young professionals from Generations Y and Z, who make up a significant part of the workforce in today’s labor market. This necessitates the development and application of new approaches to employee retention to ensure organizational competitiveness. The concept of a candidate-driven market, which characterizes the labor market in most sectors of the modern economy in Russia, is explained in the article. Key factors contributing to staff turnover and employee satisfaction are highlighted, underscoring the need to develop comprehensive recommendations for staff retention that consider both macro- and microlevels of organizational management. Based on the analysis conducted, the article proposes tools for employee retention that can be utilized by modern Russian companies in the context of an existing and intensifying shortage of personnel. The recommendations emphasize a humanistic approach to personnel management, as it focuses on the well-being and needs of employees. This approach recognizes the significance of each individual within the organization, emphasizing respect, honesty, and fairness in interactions. A humanistic approach fosters a trusting and supportive work environment where employees can realize their potential and feel valued. Thus, it not only enhances employee satisfaction and loyalty and reduces staff turnover but also contributes to improving overall productivity and efficiency within the organization.

Analysis of the Contribution of HRM to the Process of POAC in Improving the Quality of Teachers at SDIT AZ-Zahra Rantau, Tapin Regency

This study analysed the contribution of human resource management (HRM) to the processes of planning, organizing, actuating, and controlling (POAC) in improving teacher quality at SDIT Az Zahra Islamic elementary school in Tapin Regency, South Kalimantan Province of Indonesia. A qualitative case study approach was employed involving interviews with the school principal, foundation representatives, and teachers, as well as classroom observations and document analysis. The findings revealed SDIT Az Zahra implements the POAC framework effectively in its HRM practices. The planning stage involves needs assessment through surveys and performance data analysis. Organizing prioritizes task delegation and program coordination aligned with identified needs. Actuating centres on delegation, rewards, and a supportive work environment. Controlling includes regular program evaluations and feedback mechanisms. While teachers valued training opportunities, there was a need for more skills-focused and personalized development. Challenges in integrating faith, knowledge and technology into lessons were also identified. Recommendations include pursuing partnerships for shared resources, leveraging technology for teacher development, and benchmarking with other schools. Overall, SDIT Az Zahra's data driven HRM approach utilizing POAC shows promise for maintaining high teacher quality and achieving academic excellence. The study contributes insights into improving HRM alignment with organizational goals in Islamic educational institutions.

THE INFLUENCE OF HUMAN RESOURCE DEVELOPMENT ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL CULTURE

This study focuses on testing the Influence of Human Resource Development on Employee Performance at PT. Eloda Mitra of Palembang Branch through organizational culture. The purpose of this study is to find out how the influence of human resource development on Employee Performance at PT Eloda Mitra of Palembang Branch through organizational culture. The sample used in this study was 40 employees. The sample collection technique in this study uses the saturated sampling method. The data analysis method in this study uses a quantitative analysis method using SmartPLS software. The test results show that, First, Human Resource Development has a positive effect on Organizational Culture. Second, Human Resource Development has a positive effect on employee performance. Third, Organizational Culture has a positive effect on Employee Performance. Fourth, Human Resource Development has an indirect effect on Employee Performance through Organizational Culture.Suggestions for PT Eloda Mitra of Palembang Branch to continue to maintain and continue to improve the work motivation of the workforce by continuing to provide a good position for the workforce, creating a mutually supportive work environment, developing creativity from the workforce so that the performance and productivity of the workforce.

Job perception and satisfaction correlations: Examining intrinsic and extrinsic job satisfaction for fast-food restaurant managers in San Jose City, Nueva Ecija

This research investigated the correlation between job perception and both intrinsic and extrinsic job satisfaction among fast-food restaurant managers. Utilizing a descriptive-correlation research design, the study involved 20 regular managers from fast-food establishments. Data were collected through surveys and face-to-face informal interviews with 20 purposively selected respondents aged 21-45 years. The analysis employed Pearson correlation to examine the relationships between job perception and satisfaction variables. Findings revealed a very strong positive correlation between job perception and both types of job satisfaction. Managers who perceived their roles as fulfilling, well-aligned with their expectations, and supportive of their skills reported higher levels of both intrinsic and extrinsic satisfaction. Specifically, job aspects such as personal fulfillment, recognition, and alignment with personal values strongly correlated with high intrinsic satisfaction. Similarly, factors like competitive salary, job security, and a supportive work environment were closely linked with higher extrinsic satisfaction. The results underscored that positive job perception significantly enhances both intrinsic and extrinsic job satisfaction, reflecting the critical role of managers’ views on their roles in determining their overall job satisfaction and motivation. The study suggests that fast-food restaurant operators should focus on improving job perception by enhancing both intrinsic and extrinsic factors. This includes providing meaningful work experiences, recognizing managers’ contributions, ensuring competitive compensation, and fostering a supportive work environment. By addressing these areas, organizations can improve managerial satisfaction, reduce turnover, and enhance overall operational effectiveness.

The scholarly and practice profile of respiratory therapists in Canada: A cross-sectional survey.

Respiratory therapists (RTs) are expected to provide high-quality care for patients with chronic and acute cardiopulmonary conditions across the lifespan by staying abreast of emerging scientific evidence and effectively integrating it into clinical practice. This integration of evidence is encompassed within the competency of scholarly practice. However, there is currently a limited understanding of RTs' scholarly practice. Furthermore, despite RTs' widespread presence in the Canadian healthcare system, comprehensive studies describing the profiles of RTs are lacking. This study aimed to describe the demographic characteristics, scholarly and practice profiles of the respiratory therapy profession in Canada. A cross-sectional survey was distributed via the national professional association and regulatory bodies. The survey contained seven sections with 52 items. We calculated means and standard deviations, or medians and interquartile ranges for continuous variables and frequencies and proportions for categorical variables. Open-ended questions were analyzed using summative content analysis. We analyzed data from 832 participants (6.8% response rate) from Ontario (17.8%), Québec (15.7%), and Alberta (13.3%), and across other provinces. Nearly 40% had completed an undergraduate degree beyond their respiratory therapy diploma. Few participants had authored or co-authored peer-reviewed publications. RTs reported reading approximately 2.2 peer-reviewed publications monthly. Most participants agreed on the importance of critical reflection in practice (93.1%) and that having a supportive work environment was vital. Almost three-quarters of participants (73.4%) reported that they believe that RTs are valued members of interprofessional teams, and 78% agreed that understanding research enables them to engage in patient advocacy. This survey provides a portrait of the practice and scholarly profile of the respiratory therapy profession in Canada. While the profession shows potential for growth, concerns persist regarding limited engagement in activities related to scholarly practice. Addressing these challenges and nurturing a culture of scholarly practice are likely necessary to support the development of scholarly practice in the profession. Creating supportive environments, providing access to resources, and encouraging professional development activities may advance the scholarly practice of RTs. Future national surveys could employ random sampling strategies to achieve a more representative sample of the profession.

Role of Managerial Hierarchy level in determining the Emotions of Employees at Workplace

This study explores the role of managerial hierarchy in shaping the emotions of employees within the workplace. Managerial hierarchy, defined by the levels of authority and responsibility in an organization, significantly influences various aspects of employee experiences, including emotional responses, job satisfaction, and performance. The research examines how different hierarchical structures impact emotional labor, emotional intelligence in leadership, and perceived organizational justice, thereby affecting employee emotions. It highlights that flatter hierarchies often promote autonomy and open communication, leading to positive emotional outcomes, while taller hierarchies can create environments of controlled interaction and emotional suppression, potentially resulting in negative emotional states. The study also underscores the importance of emotional intelligence in leadership for managing the emotional climate and fostering supportive and inclusive work environments. Understanding the interplay between managerial hierarchy and employee emotions provides valuable insights for organizations aiming to enhance employee well-being and organizational effectiveness through strategic management practices and organizational design.

The Effect of Social Support, Job Stress, and Job Satisfaction on Employee Mental Health in the Creative Industry in Jakarta

This study explores the impact of social support, job stress, and job satisfaction on employee mental health within Jakarta's creative industries. Employing a quantitative research design, data were collected from 200 employees using a Likert scale questionnaire. The relationships between the variables were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3). The findings indicate that all hypotheses are positive and significant, with job satisfaction emerging as the strongest predictor of employee mental health. Interestingly, job stress, while typically associated with negative outcomes, also showed a positive relationship with mental health in this context, suggesting a complex interaction where stress may act as a motivator. Social support, though slightly less influential, was found to significantly enhance mental well-being by providing a protective buffer against the demands of creative work. These results underscore the importance of fostering job satisfaction, managing job stress, and promoting a supportive work environment to improve mental health outcomes in Jakarta's creative industries.

MỐI TƯƠNG TÁC TƯƠNG HỖ GIỮA HOẠT ĐỘNG NGHIÊN CỨU VÀ PHÁT TRIỂN CỦA GIẢNG VIÊN VỚI THỰC TIỄN GIẢNG DẠY HIỆU QUẢ TRONG GIÁO DỤC ĐẠI HỌC

This study investigates the interplay between faculty involvement in research and development (R&amp;D) and effective teaching methods in higher education. It explores how faculty actively engaged in R&amp;D can improve student learning. This positive impact is realized through various channels. First, it influences teaching by creating new knowledge and fostering a classroom environment that encourages exploration. Second, R&amp;D enables the development of innovative teaching methods that address specific student needs and challenges. These methods can target areas like student motivation, how students approach academic tasks, and their sense of belonging within the institution. The paper acknowledges the challenges faculty face in balancing research and teaching. To address this, it proposes recommendations for a more integrated approach to faculty development, where research and teaching are seen as complementary activities that strengthen each other. This may involve providing the necessary resources and fostering a supportive work environment to facilitate faculty R&amp;D efforts. Ultimately, by creating a culture that values both research and teaching, higher education institutions can empower faculty to become more effective educators and contribute to a richer learning experience for students. Keywords: Research and Development; teaching practices; student learning outcomes; higher education

Psychological Capital and Innovative Behavior: Examining the Mediating Role of Organizational Support

This study examines the influence of psychological capital on innovative behavior of managerial level employees of star rated hotels in Kathmandu valley emphasizing the mediating role of organizational support. To achieve the stated objectives, descriptive and casual comparative research design was used. The data were collected from the primary source using a structured questionnaire administered through convenience sampling technique. The respondents comprised 205 managerial level employees working in different departments of star hotels in Kathmandu, Nepal. The Process macro 4 Hayes, (2022) was used for analyzing the structural relationships among the constructs. The findings reveal that psychological capital has no significant effect on innovative behavior of employees. Furthermore, the study finds that organizational support mediates the relationship between psychological capital and innovative which may be achieved by providing resources, encouragement, and a conducive environment. This study highlights the mediating role of organizational support to enhance the innovative behavior of employees. The outcomes of the study explore how organizational support mediates the relationship between Psychological Capital and innovative behavior, providing new insights into the mechanisms that drive innovation in the workplace. The findings can help managers fostering strong organizational support which significantly enhance the innovative behavior of employees. Managers should focus on creating a supportive work environment that nurtures employees' psychological capital to drive innovation and maintain a competitive edge. To enhance the generalizability of this research, it would be beneficial to include a larger sample size, particularly from larger companies. Expanding the study to include international perspectives and utilizing a mixed-method approach could also provide deeper insights to the study

Exploring Determinants of Nurse Retention: The Influence of Personal and Professional Values, and Work Environment in Predicting Intent to Leave.

Nurse retention remains a pivotal issue, necessitating urgent strategies aimed at the recruitment and retention of highly qualified nurses. However, there is limited knowledge regarding the influence of nurses' personal and professional values, along with work environment, on predicting intent to leave an organization. Utilizing a secondary analysis approach, this study employed logistic regression to predict intent to leave among registered nurses (n=671) using results from the Short Schwartz's Value Survey, the Nurses Professional Values Scale-3, and the Practice Environment Scale of the Nursing Work Index. Regression analysis indicates that the work environment including "Participation in Hospital Affairs" (B=-.665, odds ratio=.514), "Nurse Manager Ability, Leadership, and Support" (B=-.448, odds ratio=.639), and "Staffing and Resource Adequacy" (B=-.589, odds ratio=.555) are significant predictors of nurses' intentions to leave. Establishing and maintaining supportive work environments is essential for retention, highlighting the importance of effective leadership.