Organizational Support

Dersin işleyişi teorik anlatımlardan ve uygulama çalışmalardan oluşur.
1. Sınıfta teorik anlatım 2. Öğrenci sunumları
Teorik anlatımlar dersin öğretim üyeleri tarafından gerçekleştirilecek, gerekli yerlerde konuların uzmanlarından sunum desteği alınacaktır. Alan çalışmaları ve uygulamalar, grup çalışması biçiminde olacaktır. Çalışma alanı Kuzguncuk olarak belirlenmiştir.

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees' perceptions of their work environment's family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.

Objective In recent years, numerous changes and developments have impacted the auditing profession and are expected to continue influencing it in the future. Advances in information technology and the impact of their tools on audits, new needs of audit users, new reporting and governance models, domestic and global economic and political events, etc., are examples of these changes. Evidence shows that the necessary changes in auditing are not keeping pace with the speed of these developments, resulting in delayed and mostly passive responses. To sustain the profession, improve service delivery, and enhance audit quality, it is crucial to respond to upcoming changes proactively and be prepared for the future by identifying and reacting to emerging trends. Otherwise, the auditing profession risks losing its status as a valuable service. Identifying the drivers of change is the first step in addressing these changes, allowing us to prepare for future events. Therefore, the purpose of this research is to systematically review the literature, classify the results, and interpret the findings to identify the future drivers of auditing. Methods This research is both practical and qualitative, conducted using a meta-synthesis approach. The process involved setting research questions, systematically reviewing the literature, screening the identified studies, extracting information from the articles, and analyzing and

This study explores the factors that impact teachers' a balance between work and life in Sri Lanka's educational industry, with specific focus on the ABC International School Network.
Adopting a positivist and quantitative research methodology, the research employed a structured survey distributed to 132 teachers, selected through non-probability sampling. The data gathered was assessed utilizing Excel and SPSS 29.0 to answer the study's research questions and objectives. The data was examined for reliability, statistical description, and statistical regression. The results indicate organizational support has a  positive association with teachers' balance of work and life, as well emotional intelligence. Conversely, high workloads were found to possess a negative impact on teachers' balance between work and life. Additionally, the analysis of multiple regression indicated that these three variables explain 65.4% of the variation in the equilibrium between work and life. To improve job fulfillment and balance between work and life, the study recommends enhancing organizational support systems, investing in emotional intelligence training, and implementing more effective workload management strategies. Addressing these areas is crucial for improving job satisfaction and overall educational outcomes. The research highlights the importance of targeted interventions to better support teachers in managing their Work-Life.
Keywords: Work-Life Balance, Workload, Organizational Support, Emotional Intelligence, Teachers, Education Sector

In this try to, it was pointed to survey the bond between organizational virtuousness and organizational support. This research was executed on 413 personnel working in the 24th Region State Hydraulic Works in Kars Province. Frequency distributions, t-test, Anova Test, Skewness, kurtosis, mean, normal distribution, standard deviation, confirmatory and multiple regression and exploratory factor analysis were performed in order to carry out the evaluations in the research. Convenience sampling method was used in the survey. As a result of the survey; It has been assessed that the organizational virtuous perceptions of female and male employees do not differ substantially in accordance with gender, marital status, staff header and age. It was assessed that the organizational support perceptions of female and male employees differed substantially in accordance with gender, marital status, staff title, and did not differ substantially in accordance with age. It has been assessed that there is a positive bond between honesty and forgiveness, trust and kindness, optimism and organizational support. Recoupment plus, it has been assessed that there is a positive bond between general organizational virtuousness and general organizational support. Finally, in survey, like this offerings were made to increase organizational virtuousness and organizational support.

Bu araştırmada örgütsel erdemlilik ve örgütsel destek arasındaki ilişki incelenmek istenmiştir. Bu araştırma Kars İlinde yer alan 24. Bölge Devlet Su İşleri’nde çalışan 413 personel üzerinde yürütülmüştür. Araştırmadaki değerlendirmeleri gerçekleştirebilmek amacıyla frekans dağılımları, t-testi, Anova Testi, çarpıklık, ortalama, basıklık, standart sapma, normal dağılım, doğrulayıcı ve keşfedici faktör analizi ve çoklu regresyon yapılmıştır. Araştırmada kolayda örneklem yönteminden faydalanılmıştır. Araştırmanın sonucunda ise; kadın ve erkek çalışanların örgütsel erdemlilik algılarının cinsiyet, medeni durum, kadro unvanı ve yaşa göre anlamlı şekilde farklılaşmadığı tespit edilmiştir. Erkek ve kadın çalışanların örgütsel destek algılarının cinsiyet, medeni durum, kadro unvanına göre anlamlı şekilde farklılaştığı ve yaşa göre anlamlı şekilde farklılaşmadığı tespit edilmiştir. Dürüstlük ve bağışlayıcılık ve bağışlayıcılık ve iyimserlik ile örgütsel destek arasında pozitif yönde ilişki olduğu tespit edilmiştir. Ayrıca genel örgütsel erdemlilik ve genel örgütsel destek arasında da pozitif yönde ilişki olduğu da tespit edilmiştir. Son olarak, araştırmada örgütsel erdemliliğin ve örgütsel desteğin arttırılmasına yönelik önerilerde bulunulmuştur.

Palavras-chave: conflito trabalho-família; auto-eficácia no trabalho; identificação organizacional; teoria da conservação dos recursos; profissionais de saúde. Classificação nas categorias definidas pela American Psychological Association (PsycINFO Classification Categories and Codes): 2950 Marriage & Family; 3650

Algılanan örgütsel destek örgütün çalışanlarına karşı vermiş olduğu değer ve bunun sonucunda çalışanın refahına yansımasının çalışan tarafından algılanmasını ifade etmekte ve bu destek çalışanı birçok yönden olumlu etkiyebilmektedir. Diğer yandan kontrol odağı ise bireyin yaşadıkları olaylar ve sonuçları üzerinde ne ölçüde kontrol sahibi olabildikleri inancını ifade etmektedir. Algılanan örgütsel desteğin kontrol odağı üzerinde güçlendirici bir faktör olabileceği düşüncesinden hareketle bu araştırmanın amacı algılanan örgütsel desteğin kontrol odağı üzerindeki etkisinin belirlenmesidir. Bu kapsamda anket yöntemi kullanılan araştırmada nicel araştırma deseni tercih edilmiş ve Nevşehir’de faaliyet gösteren işletmelerde çalışanlara anket uygulaması yapılmıştır. Kısmi en küçük kareler yapısal eşitlik modelinin ve Smart-PLS programının analiz amacıyla kullanıldığı araştırmada 515 kişiden anket toplanmıştır. Araştırma sonucunda elde edilen bulgulara göre algılanan örgütsel desteğin kontrol odağı üzerinde pozitif yönlü ve anlamlı bir etkisinin olduğu tespit edilmiştir. Bu durum algılanan örgütsel desteğin kontrol odağı üzerinde önemli düzeyde etkili olduğunu ve avantajları olabileceğini göstermektedir. Dolayısıyla örgütlerin çalışanlara yönelik uygulanacak politikaları daha destekleyici olarak uygulamaları, bireysel ve örgütsel çıktıları pozitif yönde etkileyebilir.

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees' perceptions of their work environment's family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees' perceptions of their work environment's family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.

« […] les gens sont parfois victimes d'incendie, tout comme les immeubles. Sous la tension produite par la vie dans notre monde complexe, les ressources internes en viennent à se consumer comme sous l'action des flammes, ne laissant qu'un vide immense à l'intérieur, même si l'enveloppe externe semble plus ou moins intacte. » (Herbert J. Freudenberger, 1980)

Bu calisma, mutluluk ve yasam doyumunun isten ayrilma niyeti ile iliskisini incelemeyi ve elde edilecek sonuclar ile hem mutluluk arastirmalari hem de Yonetim ve Organizasyon yazinina anlamli katkilar saglamayi amaclamaktadir. Ayrica, calisanlarin mutluluk ve yasam doyumlarinin isletme acisindan onemini ortaya koyarak calisan mutlulugu kavramina dikkat cekmek hedeflenmektedir. Kirklareli Organize Sanayi Bolgesinde uretim sektorunde faaliyet gosteren bir isletmenin calisanlarindan toplanan verinin analizi sonucunda; siklikla sportif ve sosyal aktivitelere katilan katilimcilarin mutluluk duzeylerinin hic katilmayan veya nadiren katilanlardan daha yuksek oldugu, kadin calisanlarin yasam doyumu dusuk iken isten ayrilma niyetinin erkek calisanlardan daha yuksek oldugu tespit edilmistir. Mutluluk ile isten ayrilma niyeti arasinda orta duzeyde negatif yonlu ve anlamli bir iliski, yasam doyumu ile isten ayrilma niyeti arasinda yine orta duzeyde negatif yonlu ve anlamli bir iliski oldugu gor...

Bu çalışmada sağlık çalışanlarının yaşamış olduğu presenteizmin iş per-formansına etkisinin incelenmesi, bu etkide iş yerinde mutluluğun aracı ro-lünün belirlenmesi amaçlanmıştır. Çalışmanın evrenini Yozgat İl Sağlık Mü-dürlüğüne bağlı Devlet Hastanelerinde çalışan sağlık çalışanları oluşturmak-ta olup, örneklemini ise 891 sağlık çalışanı oluşturmaktadır Verilerin anali-zinde tanımlayıcı istatistikler yöntemler, güvenilirlik analizi, doğrulayıcı faktör analizi, korelasyon analizi, çalışma için kurulan modeli test etmek amacıyla Process Macro model 4 regresyon analizi kullanılmıştır. Çalışmada presenteizmin iş performansı üzerinde anlamlı bir etki tespit edilemese de (c= 0.026, p>0.05), presenteizmin iş yerinde mutluluk üzerinde negatif etkisi (a= -0.342, p<0.001), iş yerinde mutluluğun iş performansı üzerinde pozitif yönlü etkisi olduğu (b= 0.201, p<0.001) ve presenteizmin iş performansı üzerindeki etkisinde iş yerinde mutluluğun aracı rolü olduğu belirlenmiştir (=-0.068, %95 GA [(-0.0938)-(-0,0448)]. Çalışmada tam standardize etki bü-yüklüğü -0.102, kısmi standardize etki büyüklüğü ise -0.09‘dur. Bu değerin orta etki büyüklüğü olduğu söylenebilir. Sonuç olarak, sağlık kurumlarında çalışanların presenteizm seviyelerinin azaltılması için fiziksel ve ruhsal re-habilitasyon imkanlarının arttırılması, çalışma koşullarının iyileştirilmesi ve esnek çalışma modelinin uygulanması sağlanabilir. Bu sayede çalışanların iş performansı ve iş yerinde mutluluk seviyelerinin istenilen seviyelere çıkartılması sağlanabilir.

Historically, organizations have been provisioning flexible work arrangement (FWA) options in the workplace to help employees achieve a balance between work obligations and private obligations. We explore the utilization of FWA offerings in the Indian information technology (IT) industry and its relation to employee engagement (EE). Employees working in IT organizations in Bengaluru, India, were approached and data were obtained from 504 participants. The study found that availability of FWA options coincided with their utilization. Disconcertingly, only 7 per cent of the employees were “highly engaged”, 51 per cent were neither engaged nor disengaged and 41 per cent of the employees were disengaged with their current organization. FWAs were positively related to EE. We find congruence that FWA options lead to better EE warranting further exploration that can guide FWA policies.

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents&#39; demographic characteristics, perceived job insecurity, e...

Historically, organizations have been provisioning flexible work arrangement (FWA) options in the workplace to help employees achieve a balance between work obligations and private obligations. We explore the utilization of FWA offerings in the Indian information technology (IT) industry and its relation to employee engagement (EE). Employees working in IT organizations in Bengaluru, India, were approached and data were obtained from 504 participants. The study found that availability of FWA options coincided with their utilization. Disconcertingly, only 7 per cent of the employees were "highly engaged", 51 per cent were neither engaged nor disengaged and 41 per cent of the employees were disengaged with their current organization. FWAs were positively related to EE. We find congruence that FWA options lead to better EE warranting further exploration that can guide FWA policies.

Çalışanların algıladıkları örgütsel destek ve yaşadıkları stres işe ve örgüte bakışlarını etkilemektedir. İşverenler yüksek performans talep ederken çalışanlar destek ve uygun çalışma şartları talep etmektedir. Örgüt ile çalışanlar arasındaki psikolojik bağ olarak tanımlanan örgütsel özdeşleşmenin sağlanan örgütsel destek ve uygun çalışma şartlarından olumlu etkileneceği ve performans üzerinde de etkili olabileceği düşünülmüştür. Bu nedenle savunma alanında faaliyet gösteren küçük işletmelerde çalışan 172 kişi üzerinde algılanan örgütsel destek ve iş stresinin özdeşleşme ve iş performansı üzerine etkileri yapısal eşitlik modeli ile analiz edilmiştir. Analiz sonucunda algılanan örgütsel desteğin ve iş stresinin örgütsel özdeşleşmeyi anlamlı olarak etkilediği ve örgütsel özdeşleşmenin hem iş performansını anlamlı olarak etkilediği hem de algılanan örgütsel destek ile iş performansı arasında tam aracılık rolü üstlendiği tespit edilmiştir.

Çalışanların algıladıkları örgütsel destek ve yaşadıkları stres işe ve örgüte bakışlarını etkilemektedir. İşverenler yüksek performans talep ederken çalışanlar destek ve uygun çalışma şartları talep etmektedir. Örgüt ile çalışanlar arasındaki psikolojik bağ olarak tanımlanan örgütsel özdeşleşmenin sağlanan örgütsel destek ve uygun çalışma şartlarından olumlu etkileneceği ve performans üzerinde de etkili olabileceği düşünülmüştür. Bu nedenle savunma alanında faaliyet gösteren küçük işletmelerde çalışan 172 kişi üzerinde algılanan örgütsel destek ve iş stresinin özdeşleşme ve iş performansı üzerine etkileri yapısal eşitlik modeli ile analiz edilmiştir. Analiz sonucunda algılanan örgütsel desteğin ve iş stresinin örgütsel özdeşleşmeyi anlamlı olarak etkilediği ve örgütsel özdeşleşmenin hem iş performansını anlamlı olarak etkilediği hem de algılanan örgütsel destek ile iş performansı arasında tam aracılık rolü üstlendiği tespit edilmiştir.

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents&#39; demographic characteristics, perceived job insecurity, e...

The success of organizations demands various contributing factors/elements from the employees among which the Empowerment, Participation and Socialization come at the helm. In the literature, the theoretical foundations of the employee’s empowerment were examined thus providing a sound framework about the subject. The related literature on the empowerment has been primarily through the relational or motivational approach. The relational approach, based on management practices, focuses on the decision making authority and delegation of power. The cognizance of the employees’ participation advantages in refining working environment is so strong among the circles and institutions recognized to support the work quality that is suggested as a crucial part of a professional health and safety. For the newcomer, new employment is a challenge, because they faces new situations and is in need of obtaining skills and knowledge. For the organization, new employment is also a challenge as there ...

The purpose of this study was to determine the effect of commitment on the performance of lecturers in Private Universities in Medan City. The research method used was a survey. The sample of this study is 90 PTS lecturers and taken by random technique. From the results of the study, it can be concluded that: there is an influence on the performance of the lecturer.

RESUMO O Conflito trabalho-família é definido como uma forma de conflito entre papéis no qual as pressões advindas do trabalho e família são mutuamente incompatíveis. Este trabalho teve como objetivo validar para o Brasil uma medida do construto, contemplando as dimensões Interferência do Trabalho na Família e Interferência da Família no Trabalho. Participaram 994 trabalhadores, havendo discreta predominância de mulheres (59,1%), solteiros (51,5%) e jovens (77,3% com idades entre 19 e 35 anos). Foram realizadas análises fatoriais exploratória e confirmatória (modelagem de equações estruturais). A etapa exploratória sugeriu estrutura bifatorial e, com base nesses resultados, um modelo de mensuração foi especificado para a análise fatorial confirmatória. Os índices de ajuste ficaram próximos aos satisfatórios, mas apontaram que algumas modificações permitiriam uma melhor aderência dos dados. Foi, portanto, inserido um parâmetro entre os erros de dois itens, o que tornou os índices satisfatórios. Conclui-se que a medida apresentou boas propriedades psicométricas. Palavras-chave: conflito trabalho-família; interferência do trabalho na família; interferência da família no trabalho. ABSTRACT-Translation, adaptation and validity evidence for the measure of Work-Family Confl ict Work-Family Conflict has been defined as a type of conflict between different roles, in which the pressures come from the occupational and family spheres seem irreconcilable. This study validates to Brazilian reality a measure of this concept, including the dimensions Work to Family Interference and Family to Work Interference. The sample had 994 workers, with predominance of: women (59,1%), singles (51,5%) and young people (77,3% are between 19 and 35 years old). For analyses, exploratory and confirmatory factorials were conducted. The first stage suggested a bifactorial measure and, based on these results, a measurement model was specified for the confirmatory analysis. The model fit index was near the target, but indicated that chances in the model would allow a better adherence of the data. Therefore, one path was inserted between the errors of two items and, then, the indices have become satisfactory. In conclusion, the measure presented good psychometric.

Background The function of nurses in hospitals cannot be overemphasised among other medical personnel. Moreland and Apker (2016) asserted that nurses function as central figures of health teams and that their responsibilities include among others coordination of direct care and communication between team members, patients and their families. In view of this, nurses may be exposed to many demanding responsibilities. It has been consistently documented in the literature globally that nurses experience higher levels of work-related stress (Colff & Rothmann 2014; Kamau, Medisauskaite & Lopes 2015; Okwaraji & Aguwa 2014). According to Colff and Rothmann (2014), nurses experience several job demands that include workloads, health risk posed by contact with patients, fellow workers not doing their jobs, demands from patients and excessive administrative duties. Furthermore, Sharma et al. (2014) affirmed that work stress brings forth hazardous impacts not only on nurses' health but also on their ability to cope with job demands, of which adequate attention to patients is of utmost importance. It was reported that 42% of nurses sampled were suffering from moderate to severe levels of stress on the job (Sharma et al. 2014). Okwaraji and Aguwa (2014) reported a high level of emotional exhaustion among 42.9% of a sample of Nigerian nurses and that 53.8% of the respondents experienced reduced accomplishments, 47.6% experienced depersonalisation and 44.1% showed the presence of psychological distress. Similarly, Gandi et al. (2011) reported no gender difference in burnout levels among nurses, but that workhome interference and homework interference were found as mediators to the relationship between work characteristics and burnout and that the mediational relationship differs between genders. All the aforementioned studies confirm a high presence of work stress in the nursing population. Apart from other medical personnel and administrative workers, patients are a major category of people that nurses interact with in the hospitals. The interaction between nurses and patients is expected to go beyond only communication of information but also understanding of the patients' needs and their emotions towards realisation of effective care for the patients. With this in mind, Background: Universally, nurses have been reported to be a group at high risk of workplace stress. However, nurses' responses to stressful situations at work could be the outcomes of individual differences and organisational factors. Objectives: We examined the independent and joint contributions of four dimensions of emotional intelligence and perceived organisational support in work stress of nurses in a teaching hospital in Nigeria. Methods: The study was a cross-sectional survey research design, which selected 228 (41 male and 187 female nurses) nurses through the use of convenience sampling. Questionnaires comprising demographics with work stress, organisational support and emotional intelligence scales were administered to the sampled 228 nurses in the study. Data were analysed with the use of correlational matrix and hierarchical multiple regression. Results: Self-emotion appraisal, others' emotion appraisal, use of emotion, regulation of emotion and perceived organisational support were found to have joint contributions to explaining work stress among nurses. Others' emotion appraisal, use of emotion and perceived organisational support were found to have independent relationships with work stress. Conclusion: Our findings stress that judgement of others' emotions, accurate use of emotion by nurses and support from management of the hospital are most important in explaining their reactions towards work-related stress.

The purpose of the study was to examine the relationship between perceived organizational support and organizational citizenship behaviour in the Nigerian Hospitality Industry. The five measures of organizational citizenship behaviour which we used as our criterion variable were altruism, conscientiousness, civic virtue, courtesy and sportsmanship. The study units comprised managers and workers and hence the corresponding level of analysis was the micro-level. The cross sectional survey was conducted with a sample size of 1450 workers drawn from a population of 3768 workers. The scales used were within the acceptable Cronbach Alpha values of 0.7, which was interpreted to be reliable. A total of 1,093 copies of completed and usable questionnaire was used for data analysis. Furthermore, descriptive statistics were computed at the primary level of analysis, while the Spearman Rank Order Coefficient was used at the secondary level of analysis. The result of the analysis showed that there is a positive and weak significant association between organizational support and altruism, civic virtue and sportsmanship, while a strong relationship was found between organizational support and conscientiousness and courtesy. The study finally recommends that management should develop support toward workers input that will promote personal well-being and enhance extra discretionary behaviour

The summary review of this study it is as follows here, the main purpose of this work paper is to analyzed the causes of governance failure and the problems of mismanagement in Nigeria Government or Public Sector, and indentified the challenges of mismanagement of public funds and corruption amongst government officials, the Federal Government, state government, local government and other public sector in Nigeria. There are some factors that examined in this study, which are: Deficiency Of Service Performance, Failing Of Rule Of Law, Absence of Accountability and Transparency, Corruption Challenges. Nigeria appears to suffer tremendously from this malaise. Every one appears to believe that the nation has a culture of corruption; Nigeria is a rich nation floating on oil wealth, but almost none of it flows to the people. The countless reforms and lack of genuity and integrity of our leaders have left Nigeria corrupt as ever. According to some previous researchers on mismanagement in p...

Purpose: Increasing productivity in organizations is also an important function for organizational sustainability. It is seen in the literature that organizational development issues such as job stress, task performance and job satisfaction are intensively examined. However, the deterioration of work and private life balance in recent years has also created some negative effects on business life. Design/Methodology/Approach: The concept of entrapment emerges as a concept of increasing importance in this period. The trap, which we encounter mostly in the studies conducted in the field of psychology in the literature, is also an important concept in the field of organizational development. Especially in this recent period, it is understood that issues such as the lack of direct control over the employees and the negative impact of the work/private-life balance of the employees trigger the concept of being trapped. In this study, the concepts of job stress, task performance, job satisfaction and entrapment are examined from a different perspective within the scope of corporate sustainability. With the statistical study on call center employees, some raw data were obtained from 699 people representing different demographic structures. Findings: Then, the obtained data were subjected to statistical analysis and the relationships between them were determined. Discussion: As a result of the statistical analysis, it was determined that there was a positive relationship between the concepts examined. It is thought that this study will contribute to the literature, especially in terms of revealing the relationship of the concept of entrapment with other related topics and how it affects other issues.

This study outlines and tests a high commitment model of human resource (HR) practices and its association with outcomes through a path including employee perceptions and attitudes, thereby seeking a new way of opening the so-called 'black box' between human resource management (HRM) and performance. Methodology: Data were collected through a questionnaire survey with responses from 835 Spanish workers from three sectors (services, education and food manufacture). In order to test hypotheses, we conducted a path analysis. Findings: High commitment HR practices were related to employee performance through the mediating effect of perceived organizational support, a fulfilled psychological contract and job security, as key features of the employment relationship, and job satisfaction. Research implications/limitations: This study highlights the roles of high commitment HR and a social exchange model that places a positive employment relationship at the centre of the link between HRM and performance. In so doing, it supports a causal chain from input (HR practices) to perceptions (the employment relationship), attitudes (job satisfaction) and performance (employee behaviour). However, it is based on self-report and cross-sectional data, and hence future research should obtain independent performance data and should ideally be longitudinal. Originality/value: This study is novel in its analysis of how high commitment HRM affects performance through the employment relationship within a social exchange analytic framework. As such, it offers an alternative, albeit complementary view of the HRM e performance link to the more dominant AMO (ability, motivation and opportunity) model.

This study aims to examine the relationship between employee engagement, organizational commitment and organizational citizenship behavior. With the help of literature, current study developed two hypotheses regarding employee engagement, organizational commitment and organizational citizenship behavior. Educational sector was selected for the conducting of this study. Structured closed ended questionnaire was used for the collection of data. Using correlation and regression analysis, the study results showed that there is a significant positive relationship between employee engagement and organizational commitment and furthermore confirmed that there is a significant positive relationship between employee engagement and organizational citizenship behavior. This study provided beneficial insights about employee engagement in the education sector of Pakistan. The study concludes by discussing limitations and future research directions.

Previous research in organizational behavior has reported many variables serving as either mediators or moderators in the predictive relationship between justice perceptions and turnover intentions. So far, none of the studies seems to have considered the possible influence of self-efficacy as a moderating variable in that relationship. Positive organizational behavior approach strongly offers usage of individual capacity variables for producing positive organizational outcomes (Luthans, 2002). In this study, we have explored the moderating role of self-efficacy in the relationship between justice perceptions and turnover intentions. Nine-hundred and four employees coming from private companies of Istanbul and Ankara, in Turkey, participated in the study. To analyze the results, we have used confirmatory factor analyses and regression analyses. Our results revealed important findings in relation to the moderating effects of different self-efficacy dimensions. We have found a negative relationship between justice perceptions and turnover intentions. For self-efficacy dimensions, many interaction effects were as expected, except for those high in willingness to expend effort in completing the behavior. We discussed the results in light of certain theoretical assumptions and offered related recommendations for organizational practice and future research.

The nurse practitioner (NP) workforce in Australia plays a vital role in helping the country meet the current demand for health care. Data from Australian NPs using the Nurse Practitioner Primary Care Organizational Climate Questionnaire demonstrated that one-seventh of the overall Australian NP population completed the study. The response was overwhelmingly positive in the area of practice; 71.6% of NPs had no restriction on their practice and felt valued by their organization. The results of this study enable a benchmark for ongoing national evaluations in addition to international comparative data.

This study seeks to examine how and when job crafting trickles down from leaders to followers in a team context. Drawing on social learning theory, we hypothesize that team leaders' job resources mediate the relationship between team leaders' job crafting and team members' job crafting. Empowering leadership is proposed to strengthen the mediation effect, such that under a stronger (higher) empowering leadership style the relationship between team leaders' job resources and team members' job crafting is further strengthened, thereby positively influencing the overall mediated relationship. We tested our multilevel moderated mediation model with leader-subordinate paired data from 64 work teams in seven Chinese enterprises over two time periods. The results support our hypothesized mediated relationship; however, contrary to our prediction, we find that empowering leadership negatively moderates the relationship between team leaders' job resources and team members' job crafting, and weakens the mediation effect of team leaders' job resources. Theoretical and practical implications are discussed.

This study seeks to examine how and when job crafting trickles down from leaders to followers in a team context. Drawing on social learning theory, we hypothesize that team leaders’ job resources mediate the relationship between team leaders’ job crafting and team members’ job crafting. Empowering leadership is proposed to strengthen the mediation effect, such that under a stronger (higher) empowering leadership style the relationship between team leaders’ job resources and team members’ job crafting is further strengthened, thereby positively influencing the overall mediated relationship. We tested our multilevel moderated mediation model with leader-subordinate paired data from 64 work teams in seven Chinese enterprises over two time periods. The results support our hypothesized mediated relationship; however, contrary to our prediction, we find that empowering leadership negatively moderates the relationship between team leaders’ job resources and team members’ job crafting, and ...

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 ...

This study aims to determine the relationship between Perceived Organizational Support (POS) and Job Satisfaction (Job Satisfaction). This study used a quantitative approach and used the Quota Sampling technique with 100 respondents. The data collection method uses a 16-item Perceived Organizational Support Survey and a 36-item Job Satisfaction Survey. The data analysis technique uses the Spearman Rank correlation test. The results show that the value of the sig. (1-tailed) = 0.000 (&lt;0.05) and the value of r = 0.819 and the value of R Square (r2) = 0.874 which explains that the contribution of the Perceived Organizational Support (POS) variable to Job Satisfaction (Job Satisfaction) is 87.4%. The results of this study show a strong and significant positive relationship between Perceived Organizational Support (POS) and Job Satisfaction (Job Satisfaction). Penelitian ini bertujuan untuk mengetahui hubungan antara Perceived Organizational Support (POS) Dengan Kepuasan Kerja (Job Sa...

Bu çalışmanın amacı mesleki özdeşleşme ve psikolojik sahiplenme düzeyinin çalışanların iş biçimlendirme davranışlarındaki etkisini ortaya koymaktır. Yöntem-Araştırmamızın evreni Türkiye'deki hizmet sektörü çalışanları, örneklemini ise Ankara'da görev yapan güvenlik, eğitim, sağlık, finans gibi hizmet alanlarında çalışanlar oluşturmaktadır. Bu bağlamda, Ankara'da görev yapan hizmet sektörü çalışanlarından elden ve elektronik ortamda doldurulan anket formlarından 442 katılımcıya ait veriler analiz edilmiştir. Çalışmada değişkenler arası ilişkiler ve etkilerini belirlemek için korelâsyon ve regresyon analizleri gerçekleştirilmiş, değişkenlere ait ölçeklerin doğrulanması için ise yapısal eşitlik modeli kullanılmıştır. Bulgular-Hizmet sektörü çalışanlarını mesleki özdeşleşme düzeyinin iş biçimlendirme davranışlarını anlamlı ve pozitif şekilde etkilediği görülmüştür. Benzer şekilde yine işlerini psikolojik olarak sahiplenen çalışanların daha çok iş biçimlendirme davranışları sergiledikleri sonucuna varılmıştır. Tartışma-Bu çalışma mesleki özdeşleşme ve psikolojik sahiplenme düzeylerinin iş biçimlendirme davranışlarına etkisini ortaya koymaya çalışmaktadır. Yazında hizmet sektörü çalışanları açısından söz konusu değişkenlerin ikili ilişkilerini ele alan çalışmaların oldukça sınırlı sayıda olduğu görülmüş, üç değişkeni birlikte inceleyen bir çalışmaya ise rastlanamamıştır. Bu bağlamda çalışma sonuçlarının hem yazın hem de uygulayıcılar açısından olduğu değerlendirilmektedir.

Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan kepemimpinan transformasional pada atasan untuk peningkatan komitmen organisasi karyawan di hotel X Yogyakarta. Subjek penelitian adalah 34 karyawan Hotel X Yogyakarta yang merupakan subordinat atau bawahan sedangkan yang diberikan intervensi berupa pelatihan kepemimpinan transformasional adalah para Head of Departement (HOD) yang berjumlah 8 orang. Metode pengumpulan data yang digunakan adalah skala komitmen organisasi yang mengacu pada organizational commitment questionnaire (OCQ) yang dikembangkan oleh Allen & Meyer (1990), yang terdiri dari tiga komponen yaitu: komponen afektif, komponen kontinuans dan komponen normatif. Desain eksperimen yang digunakan dalam penelitian ini adalah one group pretest-posttest design dengan analisis data uji statistik parametrik, yaitu Paired Sample T-Test. Hasil penelitian menunjukkan bahwa t = 7,325, (p&lt;0,001) sehingga hipotesis penelitian diterima. Artinya, ada perbedaan yang signif...

Objective: This research aims to examine the various factors and elements that influence the cognitive dissonance experienced by auditors in their roles and responsibilities, and to propose a model for the development of responsible auditors in Iran. Methods: This study was conducted using a mixed-method approach for analysis. In the qualitative phase, grounded theory was used, while in the quantitative phase, structural equation modeling (SEM) was applied to assess the validity of the conceptual model. Furthermore, this research was carried out during the years 2021 and 2022. The study's statistical population included expert professors, members of the Iranian Association of Certified Public Accountants, senior managers of the Audit Organization, partners of audit firms, tax auditors, judicial experts, financial analysts, and senior managers of creditor organizations. For this purpose, 35 semi-structured interviews were done with the participants based on a composite purposeful sampling technique. Results: The results showed that factors affecting the cognitive dissonance of auditors' responsibilities include irrational expectations and knowledge gap of users (0.394), the unfavorable performance of auditors (0.467), and underlying factors. The latter included a wide range of users (0.270), and a lack of sufficient surveillance over auditors' performance (0.492). Moreover, strategies for convergence between the expectations of auditors and financial reports' users obtained a value of 0.538. In contrast, the value of 0.468 was measured for constant monitoring of professional associations and surveillance institutes over the performance of auditors. Conclusion: According to the achieved results, enforcement power does not exist to reduce negligence and malpractice of auditors and observe the professional conduct act. Moreover, educational centers and universities do not perform effectively to achieve intellectual and academic progress in audit and accounting, so there is a considerable gap between education and practice in accounting. Continuous surveillance over adherence to professional conduct acts by auditors is the main request of financial statement users. Hence, the standard's tone must be changed to increase social interest, help make decisions, and provide information to anticipate coming events and the standard must be formulated based on the environmental conditions and stakeholders' expectations. The establishment of professional associations overseeing the quality of auditing institutions' performance should involve comprehensive software systems, and evaluations conducted by peers should take into account audit quality indicators when ranking these institutions. The novelty of this current study lies in its unique approach of combining qualitative analysis with empirical testing to identify the factors influencing cognitive dissonance among auditors in their roles and to introduce a model for the development of responsible auditors in Iran. This study provides some strategies to match the expectations of financial statements' users and auditors. It can also help professional associations and audit legislators to create expectations convergence.

Organizational support is based on the observation that when the leadership and management of an organization show concern about the commitment of the employees towards the organization. With organizational support, nurses are able to succeed in continuing their professional development. The aim of the study is to evaluate the moderating effect of organizational support on the relationship between job stress and nurses’ performance.In order to achieve the study objective, a survey conducted.Questionnaires distributed to the public sector hospital’s manager in Saudi Arabia.The findings of the study turn out to be true; the study will contribute to both theory and practice.Through the present study, the researcher expects the findings to shed light on the research conducted regression to analysis using organizational support as a moderator in a relationship between job stress and nurses’ job performance.

Introduction: The topics of the Toxic Work Environment (TWE), Employee Well-Being (EWB), and Emotional Intelligence (EI) are becoming more relevant in today's workplace. However, there is a lack of research examining the moderating role of EI in the impact of TWE on EWB, and associated demographic variables. Methods: Researchers employed convenience sampling, a quantitative method, and a cross-sectional study design with 208 employees (n= 208 participants) with previously used standard instruments; while ensuring reliability, and validity. Descriptive statistics and regression analysis were employed during the data analysis stage to test the hypotheses for the study. Results: According to the study, TWE could have negative effects on EWB, whereas EI had no discernible moderating influence. EI did not diminish the impact, according to the results of the regression analysis (b = 0.134, 95% CI [-0.79-1.059], t = 0.28, sig = 0.775, p > 0.05). EI, however, is a valuable skill. The survey also discovered a significant difference in EI between married and unmarried employees. Conclusion: It is crucial to identify the impact of TWE on EWB. While EI is a vital skill, this study found that EI did not play a moderating role between TWE and EWB. Therefore, organizations should prioritize addressing toxic behaviors and promoting a healthy work environment. However, limitations such as the use of self-reported and private data may restrict the study's feasibility. Further research is necessary to explore effective strategies for combating TWE and promoting EWB across diverse professions. in literature (Rasool et al., 2021; Thapa et al., 2022). Research studies demonstrate that a TWE can lead to a negative significant relationship between job productivity, and stress (Anjum & Ming, 2018). Similarly, a study by Anjum et.al(2018) revealed that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity(Anjum et al.,

Introduction: The topics of the Toxic Work Environment (TWE), Employee Well-Being (EWB), and Emotional Intelligence (EI) are becoming more relevant in today's workplace. However, there is a lack of research examining the moderating role of EI in the impact of TWE on EWB, and associated demographic variables. Methods: Researchers employed convenience sampling, a quantitative method, and a cross-sectional study design with 208 employees (n= 208 participants) with previously used standard instruments; while ensuring reliability, and validity. Descriptive statistics and regression analysis were employed during the data analysis stage to test the hypotheses for the study. Results: According to the study, TWE could have negative effects on EWB, whereas EI had no discernible moderating influence. EI did not diminish the impact, according to the results of the regression analysis (b = 0.134, 95% CI [-0.79-1.059], t = 0.28, sig = 0.775, p > 0.05). EI, however, is a valuable skill. The survey also discovered a significant difference in EI between married and unmarried employees. Conclusion: It is crucial to identify the impact of TWE on EWB. While EI is a vital skill, this study found that EI did not play a moderating role between TWE and EWB. Therefore, organizations should prioritize addressing toxic behaviors and promoting a healthy work environment. However, limitations such as the use of self-reported and private data may restrict the study's feasibility. Further research is necessary to explore effective strategies for combating TWE and promoting EWB across diverse professions. in literature (Rasool et al., 2021; Thapa et al., 2022). Research studies demonstrate that a TWE can lead to a negative significant relationship between job productivity, and stress (Anjum & Ming, 2018). Similarly, a study by Anjum et.al(2018) revealed that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity(Anjum et al.,

Bu araştırmanın amacı; yabancılaşmanın, öncülleri ile örgütsel bağlılık arasındaki aracılık etkisinin belirlenmesidir. Nicel araştırma yöntemi aracılığıyla gerçekleştirilen araştırmada veriler, Ankara ilinde hizmet veren 399 çalışandan elde edilmiştir. Verilerin analiz edilmesiyle, rol belirsizliği ile örgütsel yabancılaşma arasında pozitif yönlü kuvvetli düzeyde bir ilişkinin bulunduğu görülmüştür. Bununla birlikte demokratik liderlik davranışlarının örgütsel yabancılaşma ve örgütsel bağlılık üzerinde anlamlı bir etkisi bulunmaktadır. Ayrıca örgütsel yabancılaşmanın, öncüllerinden olan demokratik liderlik ile örgütsel bağlılık arasındaki ilişkide kısmi aracılık etkisinin bulunduğu tespit edilmiştir. Benzer şekilde, örgütsel yabancılaşmanın rol belirsizliği ile örgütsel bağlılık arasındaki ilişkide kısmi aracılık etkisi bulunmaktadır.

Background: Self-management skills (SMS) are vital for all managers to increase managerial performance and Well-Being (WB), yet few studies have been conducted in Nepal regarding this topic. Purpose: The main aim of this paper is to explore the relationship between Self- Management Skills (SMS) and Demographic Factors (DF) among managers in Kathmandu- based organizations. Methods: The study utilized a convenience sampling approach and a cross-sectional method with respondents (n=429)- managers, employing online questionnaires due to COVID-19. The study was tested for reliability and validity. SMS questions with five-point scales were used, resulting in 50 Self-Management Skills Scores (SMSS). A score of &gt; 25 indicated a high score, while &lt;25 indicated below-average scores. Descriptive and regression analyses were used to analyze the data. Findings: The results revealed that 63.1% of the managers had Self-Management Skills Scores (SMSS) below the average level. Demographic fact...

Introduction: The topics of the Toxic Work Environment (TWE), Employee Well-Being (EWB), and Emotional Intelligence (EI) are becoming more relevant in today's workplace. However, there is a lack of research examining the moderating role of EI in the impact of TWE on EWB, and associated demographic variables. Methods: Researchers employed convenience sampling, a quantitative method, and a cross-sectional study design with 208 employees (n= 208 participants) with previously used standard instruments; while ensuring reliability, and validity. Descriptive statistics and regression analysis were employed during the data analysis stage to test the hypotheses for the study. Results: According to the study, TWE could have negative effects on EWB, whereas EI had no discernible moderating influence. EI did not diminish the impact, according to the results of the regression analysis (b = 0.134, 95% CI [-0.79-1.059], t = 0.28, sig = 0.775, p > 0.05). EI, however, is a valuable skill. The survey also discovered a significant difference in EI between married and unmarried employees. Conclusion: It is crucial to identify the impact of TWE on EWB. While EI is a vital skill, this study found that EI did not play a moderating role between TWE and EWB. Therefore, organizations should prioritize addressing toxic behaviors and promoting a healthy work environment. However, limitations such as the use of self-reported and private data may restrict the study's feasibility. Further research is necessary to explore effective strategies for combating TWE and promoting EWB across diverse professions. in literature (Rasool et al., 2021; Thapa et al., 2022). Research studies demonstrate that a TWE can lead to a negative significant relationship between job productivity, and stress (Anjum & Ming, 2018). Similarly, a study by Anjum et.al(2018) revealed that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity(Anjum et al.,

Employee work attachment has been found to predict many important work attitudes and behaviours. In this article, we hypothesize that job crafting will be positively associated with work attachment as indicated by psychological ownership of the job and affective organizational commitment. Moreover, drawing on theories and research on work meaning and work identity, we propose that the positive association between job crafting and work attachment will be stronger when employees experience tough times at work (i.e., low-quality leader-member dynamics that result from being rated as a poor performer, or experiencing job insecurity). We test our hypotheses in two studies: the first using cross-sectional survey data from a sample of 295 employees matched with archival performance evaluation data and the second using data collected from two, timelagged surveys from a sample of 194 employees and their supervisors. Results from these two studies supported the main effect of job crafting on work attachment. Moreover, the analyses of moderators showed that job crafting was strongly related to work attachment for low performers or insecure job-holders (i.e., those who experience tough times). The present research provides insights into how to build work attachment by highlighting the proactive role of employees and advances job crafting theory by identifying moderators of job crafting effects. Practitioner points Employee job crafting is positively related to work attachment (e.g., feelings of job ownership and organizational commitment). Organizations should provide employees with more opportunities to job craft so that employees would get more attached to their work and may thus achieve more positive work outcomes. Low performers and insecure job-holders develop greater work attachment through job crafting (e.g., seeking more job resources and challenges) than high performers and secure job-holders. For decades, organization researchers have been interested in understanding how employees become psychologically attached to their work (

The purpose of this research was to compare perceived organizational justice and workplace violence emergence on the basis of demographic variables. The research method was ex post facto and statistical population consisted of men employees of an industry, among whom 289 persons were selected via random sampling. Research instruments consisted of organizational justice questionnaire (Golparvar et al, 2008) and a researcher-made questionnaire. Data was analyzed with the use of independent sample t- test. Results showed that there is a significant difference between single and married employees at the level of procedural justice (P 0.05)

Work engagement is one of the critical factors at an organization, so considering some factors such as leadership styles and organizational support is important. Lack of attention to these factors can lead to undesirable environments for workers. The purpose of this study is to conduct a systematic review based on these variables. Data for this research were gathered from databases of Web of Knowledge, psycarticles, Scopus, psycinfo, Web of Science, and Google Scholar. A total of 165 records were identified in databases. 15 records were discovered in other sources. 149 records remained after deleting duplicates. 117 of these records were examined, 52 registers excluded. 65 complete articles were chosen to be evaluated, and after 10 completed articles had been excluded, 55 studies ultimately remained for inclusion in the synthesis. Overall, leadership styles (transformational leadership and transactional leadership) and organizational support were found as two imperative organization...