Job stress and organizational commitment in hospitals

Saadeh, Inas; Suifan, Taghrid

doi:10.1108/ijoa-11-2018-1597

Cited by 41 publications

(28 citation statements)

References 51 publications

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“…Organizational support to improve employee competence here will a commitment to value-added work processes and outcomes (Sulistiyani & Ferdinand, 2018). The results of this study are in line with the findings (Saadeh & Suifan, 2020); the results also showed a significant positive effect of organizational support on organizational commitment.…”

Section: Figure 1 Structural Relationship Modelsupporting

confidence: 88%

Perceived Organizational Support and Performance: The Mediating Effect of Affective Values

Sulistiyani

2022

MABIS

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Research aims: The purpose of this study is to analyze several antecedent variables that affect lecturer performance, namely perceived organizational support, affective values, and academic culture.Design/Methodology/Approach: The population of this research was the lecturers of the Politeknik Negeri Semarang. The sampling method used purposive sampling. Data collection methods were by distributing questionnaires, interviews, observation, and literature study. The data were analyzed using the Structural Equation Modeling technique. Research findings: Based on statistical results, four hypotheses proposed showed a significant positive effect on all relationships between variables. The indirect effect of the independent variable on the lecturer's performance produces a strategy, improving the lecturer's performance through affective values. In addition, the dominant influence between variables is shown by the relationship between affective values on the lecturer's performance.Theoretical Contribution/Originality: In accordance with social exchange theory and organizational support theory, there was a mutually beneficial reciprocal relationship between the organization and employees. Socio-emotional needs of lecturers were met when they received good treatment from their leaders, which had implications for the value of employee commitment to organizational progress.Practitioners/Policy Implications: The organization's management team must always support the improvement of the competence and welfare needs of employees. The give-and-take relationship between the organization and employees fosters morale to achieve a common goal. In addition, affective value as a consequent variable of perceived organizational support and academic culture increases the active participation of organizational members to always be proud to be part of the organization and adapt to challenging tasks as self-actualization.Research Limitations/Implications: However, this study only used one research object. Thus, future research needs to consider the research object in all state polytechnics in Indonesia. Such studies are necessary for cross-validating research findings.

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Section: Figure 1 Structural Relationship Modelsupporting

confidence: 88%

Perceived Organizational Support and Performance: The Mediating Effect of Affective Values

Sulistiyani

2022

MABIS

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“…Studies have found that healthcare workers who believe that their hospital has taken sufficient measures against COVID-19 are experiencing less fear despite the risk [23]. Multiple studies have shown that those healthcare workers are less likely to develop turnover intention who receives organizational support [35,36]. The literature on healthcare workers indicates that lack of perceived organizational support is among the several factors that enhance turnover intention and other negative behaviors [37,38].…”

Section: Moderating Role Of Perception Of Hospital Measures Against Covid-19mentioning

confidence: 99%

The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Majeed

Irshad

Bartels

2021

IJERPH

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COVID-19 has led to a global health emergency worldwide. As a result, healthcare workers undergo distress mainly due to the perceived risk of contracting the virus. Such stress might cause them to leave their jobs. In this context, the current study: (1) introduced the concept of perceived risk of COVID-19 and measured it by adapting and validating an existing scale available on the risk of infectious diseases and (2) investigated its outcomes, underlying mechanisms, and boundary conditions for healthcare workers. With the support of conservation of resources theory, the current study aimed to investigate the association between perceived risk of COVID-19 and turnover intentions among healthcare workers, particularly doctors, nurses, and paramedics staff. This study also aimed to investigate the mediating role of perceived fear of COVID-19 between perceived risk of COVID-19 and turnover intention. The current study also aimed to examine the buffering role that perceptions of hospital measures against COVID-19 could have on diminishing workers’ turnover intentions. Data were collected through a three time-lag email survey of healthcare workers in Pakistan (N = 178) who currently provide treatment to COVID-19 patients. The results supported the hypothesis that perceived risk of COVID-19 enhances fear of COVID-19 among healthcare workers and, consequently, their turnover intentions. Perceptions of hospital measures against COVID-19 weaken the relationship between perceived risk of COVID-19 and fear of COVID-19, which reduces turnover intentions of health care workers. The current study offers implications for theory, practitioners, and society.

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“…It has been reported that employee's continuous commitment is associated with their performance and it can lead to better behavioral outcomes, such as work performance and reduced work stress ( 18 ). Also, employees' work-related stress affects their organizational commitment, which in turn, affects their performance and productivity ( 19 , 20 ). Healthcare workers are also employees and their performance is directly related to patients' health status and safety.…”

Section: Introductionmentioning

confidence: 99%

Healthcare Workers' Resilience Mediates the Influence of Organizational Commitment and Anxiety Response to Viral Epidemic on Their Quality of Life in the COVID-19 Pandemic

et al. 2022

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Objective: In the COVID-19 pandemic era, healthcare workers suffer from psychological problems such as anxiety in response to the viral epidemic and it may decrease their quality of life (QoL). The aim of this study was to explore the influence of healthcare workers' stress and anxiety response to the viral epidemic and their organizational commitment on their QoL. We also explored the mediating effect of resilience on any association.Methods: From January 28, 2021, to January 29, 2021, 389 workers responded to an online survey that included the rating scales Stress and Anxiety to Viral Epidemics-9 items (SAVE-9), Perceived Stress Scale (PSS), Brief Resilience Scale (BRS), Organizational Commitment Questionnaire (OCQ), and the WHO-5 well-being index.Results: A better QoL (WHO well-being index top 25%) of healthcare workers during the COVID-19 pandemic era was predicted by low stress and anxiety in response to the viral epidemic [SAVE-9, adjusted odds ratio (aOR) = 0.92, 95% confidence interval (CI) 0.87–0.97], a high level of resilience (BRS, aOR = 1.26, 95%CI 1.15–1.37), and high organizational commitment (OCQ, aOR = 1.04, 95%CI 1.02–1.07). Mediation analysis showed that resilience partially mediated the effects of stress/anxiety in response to the viral epidemic and the organizational commitment on the quality of life.Conclusion: We observed that the stress and anxiety of healthcare workers in response to the viral epidemic and organizational commitment influenced their QOL. Their resilience mediated the relationship between their psychological problems and QOL.

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Job stress and organizational commitment in hospitals

Cited by 41 publications

References 51 publications

Perceived Organizational Support and Performance: The Mediating Effect of Affective Values

Perceived Organizational Support and Performance: The Mediating Effect of Affective Values

The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Healthcare Workers' Resilience Mediates the Influence of Organizational Commitment and Anxiety Response to Viral Epidemic on Their Quality of Life in the COVID-19 Pandemic

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