Moderating impact of perceived organizational support toward burnout on work engagement in Nurses

Abstract

Nurses work at the frontline with high intensity in patient care, especially handling the COVID-19. Work pressure and stress faced by nurses can increase burnout (BO) as a syndrome of emotional exhaustion that occurs over a long period of time. One of the negative impact of burnout is the decrease in work engagement (WE). The presence of perceived organizational support (POS) has been shown to be correlated with low BO, and in turn, is correlated with high level of WE. This study aims to examine the contribution of BO to WE moderated by POS for nurses at the Hospital Prof R.D. Kandou in North Sulawesi as a referral COVID-19 hospital. This study involved 111 nurses from isolation room and emergency room using the convenience sampling technique. Data analysis was conducted using the moderation analysis with the help of JASP software. From the result, indicate that BO significantly affect WE which give a 26.9% contribution. POS adds contribution when together with BO its affects WE by 27.8%, to 54.7%. The results of the study show that POS significantly moderates the effect of BO on WE.Keywords: burnout; COVID-19; nurses; perceived organizational support; work engagement

Readiness For Organizational Change: Workplace and Individual Factors At PT TBK (JV Company)

“…The author suspects that the unpreparedness is caused by the comfort (confort zone) of employees towards their work so that when faced with challenges, companies that experience changes will tend to be more unprepared to face them. This is quite supported by the statement stated by (Talumepa, 2022) that high work engagement can be caused by comfort and likes and qualified skills in doing their work.…”

“…Measurement Instruments The measurement instruments used in this research for both dependent and independent variables are: (a) readiness for organizational change, measured using a tool developed by (Holt et al, 2007) and adapted by (Ganni, 2017); (b) Organizational commitment using the Organizational Commitment Questionnaire (OCQ) created by (Allen & Meyer, 1990); (c) Organizational culture measured using the Organizational Culture Profile (OCP) by (Sarros et al, 2005); (d) Organizational support measured using the Survey of Perceived Organizational Support (SPOS) developed by (Eisenberger et al, 2020); (e) Job satisfaction measured using tools created by Spector (1997) and further developed into various aspects by (Watson et al, 2007) (f) Work engagement measured using the Utrecht Work Engagement Scale (UWES-9) developed by Schaufeli and Bakker, adapted by (Talumepa, 2022).…”