scholarly journals Investigating the Relationship between Psychological Capital and Perceived Organizational Support with Work Engagement among Nurses

2017 ◽  
Vol 5 (2) ◽  
pp. 45-51 ◽  
Author(s):  
Hamid Hashem Matoori
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
The Relationship

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110469
Author(s):  
Aneeq Inam ◽  
Jo Ann Ho ◽  
Hina Zafar ◽  
Unaiza Khan ◽  
Adnan Ahmed Sheikh ◽  
...  
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Fostering Creativity ◽  
The Relationship

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Ahmed Jowalie Wampande ◽  
Joseph Kasango ◽  
Ongario Ronald Emojong
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Explanatory Role ◽  
Content Type ◽  
Strong Positive Relationship ◽  
Education Industry ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry.FindingsAnalysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement.Research limitations/implicationsThis study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations.Originality/valueThere is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector.

scholarly journals PERAN PERSEPSI DUKUNGAN ORGANISASI TERHADAP KESIAPAN MENGHADAPI PERUBAHAN DENGAN MODAL PSIKOLOGIS SEBAGAI MEDIATOR

2020 ◽  
Vol 4 (2) ◽  
pp. 281
Author(s):  
Cecilia Meilian ◽  
Rita Markus Idulfilastri ◽  
Fransisca I. R. Dewi
Keyword(s):  
Linear Regression ◽  
Data Processing ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Change Readiness ◽  
The Relationship

Change is a necessity because no one can reject or avoid change. This can also happen in organizations, so it is important to be able to see a person's readiness in dealing with changes with the variables that influence it. The main objective of this study was to examine the role of psychological capital as a mediators in the relationship between perceived organizational support and readiness of change in PT X. Participants were 150 employees of PT X, a subsidiary of one of the BUMN. Data were collected using a change readiness questionnaire based on the Holt scale, Armenakis (2007), the scale of the perception of organizational support by Eisenberger, Huntington, Hutchinson, & Sowa (1986) to measure perceived organizational support. Psychological capital is measured using a concept from Luthans, Youssef-Morgan, Avolio (2015) which was later developed by the Faculty of Psychology at Tarumanagara University. Data processing using linear regression has proven the perceived of organizational support directly has a positive and significant effect on readiness of changes in PT X. The contribution of the variable perception of organizational support in explaining the variable readiness of change is 30.2%. Perceived organizational support have a positive and significant effect on readiness to face change through psychological capital mediators at PT X. The contribution of readiness of change and psychological capital in explaining the variables of readiness to face change is 46.6%.  Perubahan adalah keniscayaan karena tidak ada seorang pun yang dapat menolak atau menghindar dari perubahan. Hal ini pun dapat terjadi di organisasi, sehingga penting untuk dapat melihat kesiapan seseorang dalam menghadapi perubahan dengan mempertimbangkan variabel-variabel yang mempengaruhinya. Tujuan utama dari penelitian ini adalah untuk menguji peran mediator modal psikologis terhadap hubungan persepsi dukungan organisasi dengan kesiapan menghadapi perubahan di PT X. Partisipan adalah 150 karyawan PT X, anak usaha salah satu BUMN. Data dikumpulkan menggunakan kuesioner kesiapan berubah berdasarkan skala Holt, Armenakis (2007), skala studi persepsi dukungan organisasi oleh Eisenberger, Huntington, Hutchinson, & Sowa (1986) untuk mengukur persepsi dukungan organisasi. Variabel modal psikologis diukur dengan menggunakan konsep dari Luthans, Youssef-Morgan, Avolio (2015) yang kemudian dikembangkan oleh Fakultas Psikologi Universitas Tarumanagara. Pengolahan data menggunakan regresi linear telah membuktikan persepsi dukungan organisasi secara langsung berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan di PT X. Kontribusi dari variabel persepsi dukungan organisasi dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 30.2%. Persepsi dukungan organisasi berpengaruh positif dan signifikan terhadap kesiapan menghadapi perubahan melalui mediator modal psikologis di PT X. Kontribusi dari variabel persepsi dukungan organisasi dan modal psikologis dalam menjelaskan variabel kesiapan menghadapi perubahan sebesar 46.6%.

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

2017 ◽  
Vol 2017 ◽  
pp. 1-11 ◽  
Author(s):  
Xiaoxi Wang ◽  
Li Liu ◽  
Futing Zou ◽  
Junhui Hao ◽  
Hui Wu
Keyword(s):  
Organizational Climate ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Hierarchical Regression ◽  
Occupational Stressors ◽  
Cross Sectional ◽  
Reward Imbalance ◽  
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.

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