Survey Of Perceived Organizational Support Research Articles

Prevalence and Determinants of Anxiety and Depression Among Healthcare Workers in Liaoning Province, China.

To assess the anxiety and depression and their predictors among healthcare workers in Liaoning Province, China. In order to explore the influencing factors and prevalence of anxiety and depression among healthcare workers, a cross-sectional research design was used to survey 500 healthcare workers using the 14-item Hospital Anxiety Depression Scale (HADS), the Rosenberg Self-Esteem Scale (RSES), the Multidimensional Scale of Perceived Social Support (MSPSS), and the Survey of Perceived Organizational Support (SPOS). About 47.12% of the healthcare workers suffered from anxiety and 71.63% suffered from depression. In our study, we found that the health status (OR: 0.540, 95% CI: 0.298-0.976), self-esteem (OR: 0.395, 95% CI: 0.251-0.619), PSS (OR: 0.621, 95% CI: 0.388-0.994), organizational support (OR: 0.533, 95% CI. 0.333-0.854) were protective factors for healthcare workers suffering from anxiety, and resistance to COVID-19 (OR: 1.703, 95% CI: 1.082-2.681) was a risk factor for healthcare workers suffering from anxiety, while good quality of life (OR: 0.385, 95% CI: 0.206-0.719) self-esteem (OR: 0.187, 95% CI: 0.110-0.317), and PSS (OR: 0.475, 95% CI: 0.267-0.847) were protective factors for healthcare workers suffering from depression, and at the age of 35-40 years (OR: 2.475, 95% CI: 1.140-5.369) and resistance to COVID-19 (OR: 2.219, 95% CI: 1.313-3.751) were risk factors for healthcare workers suffering from depression. The anxiety and depression status of healthcare workers in China is poor, and hospital administrators should take positive measures to support healthcare workers and give positive expectations to alleviate negative emotions such as anxiety and depression.

Psychological safety and perceived organizational support in emergency medicine residencies.

The clinical learning environment (CLE) is a key focus of the Accreditation Council of Graduate Medical Education. It impacts knowledge acquisition and professional development. A previous single-center study evaluated the psychological safety and perceived organizational support of the CLE across different specialties. Building on this work, we explored and evaluated psychological safety and perceived organizational support across multiple heterogeneous emergency medicine (EM) residencies to identify trends and factors affecting perceptions of the CLE. Using the Psychological Safety Scale (PSS) and Survey of Perceived Organizational Support (SPOS), residents from seven U.S. EM residencies were surveyed using REDCap software from September through November 2021, with 300 potential respondents. As an adjunct to these surveys, three open-ended questions were included regarding features of their learning environments. A total of 137 out of 300 residents completed the survey. The overall response rate was 45.7%. There was a variable response rate across programs (26.0%-96.7%). Pooled results demonstrate an overall positive perception of CLEs, based on positive mean responses (i.e., "Members of my department are able to bring up problems and tough issue" had a mean of 4.2 on a 5-point Likert scale). Open responses identified teaching, collegiality, and support from program leadership as supportive features of the CLE. Confrontational interdisciplinary communication, a sense of being devalued, and off-service rotations were identified as threats or areas for improvement to the CLE. PSS and SPOS scores were generally positive in this multi-institution study, consistent with the prior single-institution study indicating that EM is often considered psychologically safe and supportive. EM training programs can consider using the PSS/SPOS to audit their own programs to identify areas for improvement and foster supportive features already in place.

Organizational Support and Employees’ Commitment at the Local Government Units of Surigao City

This study explored the level of Organizational Support and Employees’ Commitment at the Local Government Units of Surigao City. This study utilized the quantitative descriptive method of research to explore the aforementioned research sub-questions and accompanying hypotheses. The general approach of the study will be in the terminology of Mouton & Marais (1989), mainly descriptive (focusing on the classification of and interaction between variables) rather than explorative (investigating an entirely new phenomenon) or explanatory (focusing on cause and effect).This study made used of the purposive sampling technique in data gathering wherein all the 74 employees at the City Hall of Surigao were taken as respondents. This study will make use of a standardize instrument which contained questions. Questions1-36 comprise the Survey of Perceived Organizational Support (SPOS) which was developed by Eisenberg (1986) while questions 37-51 comprise the Organizational Commitment Questionnaire (OCQ) developed by Potter (1974). It was found out that Organizational Support is significantly correlated to Organizational Commitment which means to say that the higher the organizational support given to the employee by the organization would mean the higher their organizational commitment.

Healthcare providers' perceived support from their organization is associated with lower burnout and anxiety amid the COVID-19 pandemic.

Professional burnout represents a significant threat to the American healthcare system. Organizational and individual factors may increase healthcare providers' susceptibility or resistance to burnout. We hypothesized that during the COVID-19 pandemic, 1) higher levels of perceived organizational support (POS) are associated with lower risk for burnout and anxiety, and 2) anxiety mediates the association between POS and burnout. In this longitudinal prospective study, we surveyed healthcare providers employed full-time at a large, multihospital healthcare system monthly over 6 months (April to November 2020). Participants were randomized using a 1:1 allocation stratified by provider type, gender, and academic hospital status to receive one of two versions of the survey instrument formulated with different ordering of the measures to minimize response bias due to context effects. The exposure of interest was POS measured using the validated 8-item Survey of POS (SPOS) scale. Primary outcomes of interest were anxiety and risk for burnout as measured by the validated 10-item Burnout scale from the Professional Quality (Pro-QOL) instrument and 4-item Emotional Distress-Anxiety short form of the Patient Reported Outcome Measurement Information System (PROMIS) scale, respectively. Linear mixed models evaluated the associations between POS and both burnout and anxiety. A mediation analysis evaluated whether anxiety mediated the POS-burnout association. Of the 538 participants recruited, 402 (75%) were included in the primary analysis. 55% of participants were physicians, 73% 25-44 years of age, 73% female, 83% White, and 44% had ≥1 dependent. Higher POS was significantly associated with a lower risk for burnout (-0.23; 95% CI -0.26, -0.21; p<0.001) and lower degree of anxiety (-0.07; 95% CI -0.09, -0.06; p = 0.010). Anxiety mediated the associated between POS and burnout (direct effect -0.17; 95% CI -0.21, -0.13; p<0.001; total effect -0.23; 95% CI -0.28, -0.19; p<0.001). During a health crisis, increasing the organizational support perceived by healthcare employees may reduce the risk for burnout through a reduction in anxiety. Improving the relationship between healthcare organizations and the individuals they employ may reduce detrimental effects of psychological distress among healthcare providers and ultimately improve patient care.

Exploring the effects of Perceived Organizational Support on Job Crafting and Work Engagement in the Indian Banking Sector

Job crafting behaviours can change employees’ work identities and meanings by enhancing their organizational commitment, engagement, job satisfaction, and performance (Tims & Bakker, 2010). Perceived Organizational support plays a significant role in determining an employees’ attitudes and behaviours towards the job and the organization. The purpose of the study was to explore the effect of Perceived Organizational support on Job crafting and Work engagement in the Indian Banking Sector. Data was collected from 65 respondents through purposive sampling from banking professionals in private and public sectors using Job Crafting Scale (JCS), Survey of Perceived Organizational Support (SPOS), and Utrecht Work Engagement Scale (UWES). The results indicate that there is a significant relationship between Job crafting and Work engagement. Likewise, there is a significant relationship between Perceived Organizational support and Work engagement. However, there was no relationship found between Perceived Organizational support and Job crafting. Similarly, there is no significant effect of Perceived Organizational support on Job crafting and Work engagement in the Indian Banking sector. Lastly, there is no difference found between the public and private banking sectors in terms of Job crafting, Work engagement, and Perceived Organizational support. Implications for practice and suggestions for future research are discussed.

Perceived Organizational Support-Betrayal: Measurement model in mexican workers

The aim of the study was to evaluate the dimensionality of the Survey of Perceived Organizational Support (SPOS) in Mexican population, in order to add evidence of construct validity of the results that are inferred from the instrument. The investigation was carried out in three phases. In the first Phase, participated 260 workers, with an Exploratory Factor Analysis (EFA) two factors were identified, in which the main factor grouped Support items, and in the other factor items were found that theoretically can be classified as Perceived Organizational Betrayal. In the second Phase, participated 498 Mexican workers, through a Confirmatory Factor Analysis (CFA) a bifactorial theoretical measure of perceived Support-Betrayal was carried out. The adjustment of two measurement models was compared: the original one-dimension instrument, which presented no evidence of adjustment; while the two-dimensional measurement model did present an acceptable fit. In the third Phase, correlational analyzes were carried out with Organizational Commitment and Turnover Intentions that presented significant correlations. It is necessary to continue reviewing the original questionnaire under the complete theoretical model and continue to show evidence of the constructs that are to be measured, in order to have increasingly solid, valid, reliable and complete interpretations of the results of this approach of social exchange in the organizations

Perceived Organizational Support Associated with Depressive Symptoms Among Petroleum Workers in China: A Cross-Sectional Study.

ObjectiveThe objective of this study was to explore the association between perceived organizational support (POS) and depressive symptoms, and to further explore whether self-efficacy can act as a moderator between POS and depressive symptoms among Chinese petroleum workers.MethodsThere was a cross-sectional study conducted at a petrochemical enterprise in Liaoning Province, China, from July to August 2018. A series of questionnaires were accomplished by 1836 petroleum workers, including the Center for Epidemiologic Studies Depression Scale (CES-D), the Survey of Perceived Organizational Support (SPOS), and the General Self-Efficacy Scale (GSES). Hierarchical regression analysis was used to examine the relationship of SPOS score, GSES score, and SPOS score×GSES score interaction with CES-D score. A simple slope analysis will be carried out if the interaction has statistical significance.ResultsHierarchical regression analysis showed that SPOS score (β=−0.538, P<0.01) and GSES score (β=−0.313, P<0.01) played a main influence on CES-D score. The SPOS score×GSES score interaction term significantly explained an extra 9.7% of the variance (F=253.932, adjusted R2=0.582, ΔR2=0.097, P<0.01). The interaction term was positively correlated with CES-D score (β=0.334, P<0.01). The relationship between SPOS score and CES-D score gradually decreased in the low (1 SD below the mean, β=−0.589, P<0.01), mean (β=−0.338, P<0.01), and high (1 SD above the mean, β=−0.087, P<0.01) groups of GSES score.ConclusionThis study showed that POS and self-efficacy played a main influence on depressive symptoms, and the interaction term was positively correlated with depressive symptoms. Self-efficacy could attenuate the association between POS and depressive symptoms. It suggests that appropriate POS and self-efficacy enhancement measures ought to be supplied to relieve depressive symptoms.

Moderating Role of Self-Esteem Between Perceived Organizational Support and Subjective Well-Being in Chinese Nurses: A Cross-Sectional Study.

PurposeNurses are undertaking tremendous physical and psychological pressure, which may reduce their subjective well-being (SWB). This study is aimed to identify the relationship among perceived organizational support (POS), self-esteem, and SWB, and to further explore whether self-esteem could be a moderator in the association between POS and SWB in Chinese nurses.Materials and MethodsThis study was conducted in Liaoning Province in China, in 2018. 606 valid questionnaires were collected. Demographic factors, job conditions, the Index of Well-Being, Survey of Perceived Organizational Support (SPOS), and Rosenberg’s Self Esteem Scale (RSES) were included in each questionnaire. The association among POS, self-esteem, and POS × self-esteem interaction with SWB were examined by hierarchical multiple regression analysis. The interaction was visualized by using simple slope analysis.ResultsAverage score of SWB in Chinese nurses was 8.27 ± 2.64. Being married was positively related to SWB, while having longer work time per week, having night shift and dissatisfied with nurse-patient relationship were correlated with lower SWB. POS and self-esteem were important factors for SWB. Self-esteem could moderate the relationship between POS and SWB. When self-esteem was higher, POS had a greater effect on SWB.ConclusionSubjective well-being of nurses in the study was at a low level. Self-esteem could moderate the association between POS and SWB. More interventions related to POS and self-esteem will be helpful to improve SWB among nurses.

Modal Psikologis dan Persepsi Dukungan Organisasi terhadap Kesiapan Individu untuk Berubah pada Pegawai PPPKP-KKP

This study aimed to determine the effect of psychological capital and perception of organizational support for individual readiness to change among employees. This study used correlational (non-experimental) method. By using disproportionate stratified random sampling, there were 62 participants in Center of Marine and Fisheries at the Ministry of Marine Affairs and Fisheries. The measuring tools used in this study were Readiness for Change Scale (RFC), Psychological Capital Questionaire (PCQ), and Survey of Perceived Organizational Support (SPOS) which all of them have been adapted into Bahasa Indonesia. Data analysis technique used in this research was multiple linear regression. Result of this study indicated that psychological capital and perception of organizational support simultaneously can give significant effect to individual readiness to change.

Persepsi Dukungan Organisasi dan Komitmen Afektif Organisasi: Peran Mediasi Keterikatan Karyawan pada Karyawan Pertelevisian

Television broadcasting company has unique working condition with various challenges and demands to keep making innovations. This research aimed to study working conditions in television broadcasting companies in Indonesia using three variables, namely affective organization commitment (AOC), employee engagement (EE), and perceived organizational support (POS). The data were obtained by using 3 measurements, i.e. Affective Organization Commitment scale, Survey of perceived organizational support (SPOS), and Aon Hewitt Employee Engagement (AHEE). The respondents consisted of 139 employees of Indonesian television broadcasting companies which were obtained from convenience sampling with the criteria of being a permanent employee, having worked at least a year, and being 23-55 years old. Statistical techniques PROCESS that was developed by Hayes were applied to test the mediation role. The result showed that all variables were positively related and EE acted as partial mediator to correlation between POS and AOC,

Assessing Measurement Invariance of the Survey of Perceived Organizational Support (SPOS): Paper-and-Pencil vs. Online Administrations

Bu arastirmada, coklu grup dogrulayici faktor analizi kullanilarak Eisenberger, Huntington, Hutchison ve Sowa (1986) tarafindan gelistirilmis olan Algilanan Kurumsal Destek Olceginin sekiz maddeli kisa versiyonunun online/web tabanli ve kagit–kalem ile uygulamalari bakimindan olcum esdegerliligi/olcum degismezligi test edilmistir. Sonuclar bicim, metrik ve skalar degismezligini desteklemistir. Olcegin psikometrik ozelliklerinin iki anket uygulama bicimi bakimindan benzerlik gosterdigine dair bulgular elde edilmistir.

Comparisons of the Employees’ Ego-identity and Job Involvement Between Chinese and Americans

During 2013 - 2014, a questionnaire survey was respectively done both in China and the United States, in order to clarify the relationship among the employees’ Ego-identity (EI), Perceivd Organizational Support (POS), and Job Involvement (JI). The research questionnaire includes items for the Ego Identity Process Questionnaire (EIPQ), Job Involvement Factorial Structure of 20-Item Scale (6-item short measure version) and the Survey of Perceived Organizational Support (SPOS). In this study, an online survey was conducted: 109 of the 111 surveys collected in the United States were valid, 256 of the 281 surveys collected in China were valid, so there were 365 valid questionnaires. The survey found that the average score of Chinese employees’ EIE (Ego-Identity Exploration) score was 59, and the average of Chinese employees’ EIC (Ego-identity Commitment) score was 45; the median score of American employees’ EIE and EIC were both 62, while the median score of total 365 employees’ EIE was 60 and the median score of EIC was 51. This paper shows the conclusions of the survey.

Psychometric Study of the Turkish Survey of Perceived Organizational Support (SPOS)

Psychometric Study of the Turkish Survey of Perceived Organizational Support (SPOS)

Associations of Occupational Stressors, Perceived Organizational Support, and Psychological Capital with Work Engagement among Chinese Female Nurses.

This study aimed to explore the associations of occupational stressors (extrinsic effort, reward, and overcommitment), perceived organizational support (POS), and psychological capital (PsyCap) and its components (self-efficacy, hope, resilience, and optimism) with work engagement and the mediating roles of PsyCap and its components among Chinese female nurses within the framework of the job demands-resources (JD-R) model. A cross-sectional sample (1,330) completed the Utrecht Work Engagement Scale, Effort-Reward Imbalance Scale, Survey of POS, and PsyCap Questionnaire, and effective respondents were 1,016 (76.4%). Hierarchical regression analysis and Preacher and Hayes' asymptotic and resampling strategies were used. Extrinsic effort was negatively associated with vigor, dedication, and absorption, while POS, PsyCap, and hope were positively associated with them. Reward and overcommitment were positively associated with dedication and absorption. Optimism was positively associated with vigor and dedication. Optimism mediated the associations of extrinsic effort, reward, and POS with vigor and dedication. PsyCap and hope mediated the associations of POS with vigor, dedication, and absorption. There is a low level of work engagement among Chinese female nurses. Extrinsic effort could reduce work engagement, while reward, overcommitment, POS, PsyCap, hope, and optimism could enhance work engagement. Hospital managers should develop the PsyCap of female nurses through controlling occupational stressors and establishing supportive organizational climate to enhance their work engagement.

Teachers’ Emotional Labour and Burnout: Does Perceived Organizational Support Matter?

&lt;p&gt;The study investigated the moderating role of perceived organizational support on emotional labour–burnout relation among 323 secondary school teachers in Enugu State, Nigeria. Participants completed the Teacher Emotional Labor Scale (TELS), Survey of Perceived Organizational Support (SPOS), and Maslach Burnout Inventory (MBI). Results showed that surface acting, deep acting, and POS significantly predicted emotional exhaustion. Only deep acting and POS significantly predicted depersonalization whereas surface acting did not. Both the two-way interaction terms between surface acting and POS, and that between deep acting and POS were not significant in predicting either emotional exhaustion or depersonalization.&lt;/p&gt;

Effective resources for improving mental health among Chinese underground coal miners: perceived organizational support and psychological capital.

This study aimed to examine the potential effects of perceived organizational support (POS) and psychological capital (PsyCap) on combating depressive and anxious symptoms among Chinese underground coal miners. A cross-sectional survey was conducted in a coal-mining population in northeast China. The Center for Epidemiologic Studies Depression (CES-D) Scale, the Zung Self-Rating Anxiety Scale (SAS), the Survey of Perceived Organizational Support (SPOS) scale and the Psychological Capital Questionnaire (PCQ), which measure depressive and anxious symptoms, POS and PsyCap were distributed to 2,500 underground coal miners (1,925 effective respondents). Hierarchical linear regression was performed to examine the associations of POS and PsyCap (self-efficacy, hope, resilience and optimism) with depressive and anxious symptoms and the moderating roles of PsyCap and its components. The mediating roles of PsyCap and its components were examined using asymptotic and resampling strategies. The mean levels of depressive and anxious symptoms were 19.91 and 49.69, respectively. POS, PsyCap, hope, resilience, optimism and POS × PsyCap were negatively associated with depressive symptoms. POS, PsyCap, resilience, POS × PsyCap and POS × resilience were negatively associated with anxious symptoms. PsyCap, hope, resilience and optimism partially mediated the association between POS and depressive symptoms. PsyCap and resilience partially mediated the association between POS and anxious symptoms. POS, PsyCap, hope, resilience and optimism could be effective resources for reducing depressive and anxious symptoms. PsyCap, hope, resilience and optimism act as moderators and mediators in the associations of POS with depressive and anxious symptoms. Managers should promote supportive settings and investment in PsyCap to improve workers' mental health.

Path analysis between work pressure and life quality among nurses in a tertiary hospital in Beijing

Objective To explore the influencing path way of work pressure on life quality among nurses in a tertiary hospital.Methods Using the stratified-cluster sampling,256 nurses of a tertiary hospital in Beijing were investigated by questionnaires,including Job Content Questionnaire,General Self-Efficacy Scale,Maslash Burnout Inventory-Human Service Survey (MBI-HSS),Survey of Perceived Organizational Support (SPOS)-short version,Type A Behavior Pattern (TABP) Scale,Job satisfaction Questionnaire and the World Health Organization Quality of Life (WHOQOL)-BREF.Results The levels of organizational support,job control and job satisfaction which those nurses perceived subjectively were low relatively,those average scores were 55.7,51.8 and 50.8,respectively; The results of path analysis showed that characters of individuals and organization could influence nurses' perception of work pressure,and then influence their attitudes of life,thereby influence their life quality; x2 =28.5327,P =0.3839,showing that the model was acceptable.Conclusions It should be taken to provide supports both on spirits and skills,ameliorate work environments,improve salaries and train high-level community nurses in order to relieve work pressure of nurses in tertiary hospitals,as well as to improve their life quality,thereby to provide high-quality services to patients. Key words: Nurse; Work pressure; Life quality

Correlation of new nurses' job satisfaction and perceived organizational support in Oncology Department

Objective To explore the correlation of new nurses' job satisfaction with their perceived organizational support in Oncology Department.Methods 125 new nurses in Oncology Department were investigated with the Survey of Perceived Organizational Support (SPOS) and Minnesota Satisfaction Questionnaire (MSQ).Results Perceived organizational support fell into three dimensions:working support,professional identification and caring about the well-being,and their score was (45.32 ± 9.45 ),(27.43 ±6.86) and (27.55 ± 8.31 ),respectively.Job satisfaction could be classified into internal satisfaction,external satisfaction and general satisfaction,and their score was ( 46.28 ± 6.48 ),( 26.38 ± 7.49 ),( 67.38 ±10.54),respectively.Nurses with different perceived organizational supports had different job satisfactions,and each dimension of perceived organization support was positively correlated with each dimension of job satisfaction (P ＜ 0.05 ).Conclusions There are significant positive correlation between job satisfaction and perceived organizational support of new nurses in Oncology Department,and perceived organizational support plays a certain role in predicting job satisfaction. Key words: Oncology Department, Hospital; Nurse; Perceived organizational support; Job satisfaction

A Reliability Generalization Study on the Survey of Perceived Organizational Support

The Survey of Perceived Organizational Support (SPOS) is a unidimensional measure of the general belief held by an employee that the organization is committed to him or her, values his or her continued membership, and is generally concerned about the employee's well-being. In the interest of efficiency, researchers are often compelled to use a minimum number of SPOS items in their studies. This study reports on a reliability generalization across 62 published studies using the SPOS. Findings suggest that number of SPOS items and mean age of the sample are statistically significant in the relationship to reliability estimates. Additionally, mean age accounted for significant variance in internal consistency estimates over and above the number of items used.

Perceived Organizational Support: Fuurther Evidence of Construct Validity

Wayne Shore and Lois Tetrick demonstrated in 1991 that the Survey of Perceived Organizational Support (SPOS), a measure of perceived employer commitment, was unidimensional and distinguishable from measures of affective and continuance commitment. In the present study, confirmatory factor analysis was used to further examine the construct validity of the scores on the SPOS. Participants were 205 members of the staff and faculty of a large western state university. Consistent with Shore and Tetrick's findings, the SPOS was found to be unidimensional. In addition, the SPOS was found to be distinguishable from two similarly conceptualized correlates of affective commitment: perceived supervisory support and organizational dependability. Findings are discussed with respect to their implications for understanding the commitment process.