Enhancing Employee Job Satisfaction Responding to COVID-19: The Role of Organizational Adaptive Practices and Psychological Resilience

Han, Zhiyong; Wang, Dan; Jiang, Chuanyun; Zhang, Yuliang

doi:10.2147/prbm.s432982

Cited by 5 publications

(2 citation statements)

References 79 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

Section: Discussionmentioning

confidence: 99%

“…Ensure teams have sufficient resources and support to accomplish tasks, including training, tools, and technical support, as organizational support can enhance employees' resources for coping with stressful events. 70 Understanding the positive moderate role of turnover emotional contagion can assist managers in implementing targeted preventive measures for medical staff. Initially, managers should routinely assess and track the prevalence of turnover emotional contagion.…”

Section: Practical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

Feng,

Cui

2024

JMDH

View full text Add to dashboard Cite

Purpose This study aimed to examine the role of personal emotions and emotional contagion within organizations on the behavior and attitudes of healthcare personnel. This study is expected to provide a theoretical foundation for reducing resignation behaviors and improving healthcare quality. Materials and Methods This study adopted a quantitative research method with a cross-sectional survey through an online questionnaire. The bootstrap method with 5000 iterations was used to validate the role of variables within a 95% confidence interval. SPSS 26.0 and Model 5 in Process 3.4 for SPSS were used for the data analysis. Results This research involved 459 healthcare personnel, whose levels of role overload (3.821±0.925), emotional exhaustion (3.436±1.189), and turnover emotional contagion (3.110±1.099) were notably high. Role overload was positively related to turnover intention, with emotional exhaustion as a mediator. Notably, turnover emotional contagion exerted a positive moderating effect. Conclusion This study emphasizes the adverse effects of emotional exhaustion and turnover emotional contagion in the Chinese context, offering practical recommendations for medical organizational managers to navigate turnover intention among healthcare personnel. This study suggests paying attention to the emotional state of healthcare personnel and providing adequate support resources. Managers should routinely assess and track turnover emotional contagion within the organization, fostering a positive emotional atmosphere.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Practical Implicationsmentioning

confidence: 99%

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

Feng,

Cui

2024

JMDH

View full text Add to dashboard Cite

show abstract

How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province

Sun,

Zhang,

2024

View full text Add to dashboard Cite

PurposeThis study investigates the mediating role of wage and workforce adjustments, along with the moderating influence of collective bargaining system and employees’ localization, in elucidating the relationship between the COVID-19 shock and workplace employee relations (ER) tension.Design/methodology/approachSurvey data from 1,483 enterprises across 21 prefectural cities in China’s Guangdong Province are collected. The hypotheses are tested by logistic regression.FindingsThe study reveals a positive correlation between the COVID-19 shock and workplace ER tension across crisis-hit enterprises, irrespective of their size or industrial sector. Wage reduction and mass layoffs emerge as significant mediators, while the collective bargaining system (CBS) and employees’ localization act as moderators.Research limitations/implicationsThe measurement of ER is limited in a single-item scale. Representation of China is also limited since the study exclusively focuses on Guangdong province. The study offers some contributions that firm-level data reveal the pathway through which COVID-19 creates ER tension.Practical implicationsOn the one hand, the authors recommend the establishment of an effective communication system between employers and employees. On the other hand, managers should consider the role of informal institutions. Furthermore, the authors suggest implementing tailored strategies at the enterprise level.Social implicationsIntense external shocks result in widespread layoffs and increased wage reductions within workplaces, and under such circumstances, formal or informal institutions may be insufficient to alleviate ER tension. In this case, the state authorities – including governments and other public agencies or bodies – are necessary to intervene in to organize tripartite dialogue.Originality/valueWhile numerous emerging studies on COVID-19 explore how different countries manage industrial relations tension at the national level, few focus on ER at workplace level, particularly in developing countries. Understanding how workplace ER evolve during external shocks and identifying institutional measures to mitigate their negative impact is crucial for future crisis management.

show abstract

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor

Yang,

Obrenovic,

Kamotho

et al. 2024

Behavioral Sciences

View full text Add to dashboard Cite

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

show abstract

Enhancing Employee Job Satisfaction Responding to COVID-19: The Role of Organizational Adaptive Practices and Psychological Resilience

Cited by 5 publications

References 79 publications

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel

How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor

Contact Info

Product

Resources

About