One size does NOT fit all: Understanding differences in perceived organizational support during the COVID‐19 pandemic

Daniels, Ruby A.; Miller, Leslie A.; Mian, Michael Zia; Black, Stephanie L.

doi:10.1111/basr.12256

Cited by 34 publications

(36 citation statements)

References 54 publications

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“…The literature notes that within the workplace, social support from work sources is of critical importance in lessening workplace demands, particularly in the context of health care and COVID-19 [ 58 ]. Some research has noted that it is the organizational leadership and the supervisor/manager, in particular, who are turned to as the main sources of support in times of unprecedented stress such as COVID-19 [ 59 ]. The organization and its leaders and supervisors are seen as the ‘change agents’ that are empowered to bring about ‘actual’ change in the workplace to improve working conditions.…”

Section: Discussionmentioning

confidence: 99%

Psychological Distress in South African Healthcare Workers Early in the COVID-19 Pandemic: An Analysis of Associations and Mitigating Factors

Lee

Wilson

Bernstein

et al. 2022

IJERPH

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While the global COVID-19 pandemic has been widely acknowledged to affect the mental health of health care workers (HCWs), attention to measures that protect those on the front lines of health outbreak response has been limited. In this cross-sectional study, we examine workplace contextual factors associated with how psychological distress was experienced in a South African setting where a severe first wave was being experienced with the objective of identifying factors that can protect against HCWs experiencing negative impacts. Consistent with mounting literature on mental health effects, we found a high degree of psychological distress (57.4% above the General Health Questionnaire cut-off value) and a strong association between perceived risks associated with the presence of COVID-19 in the healthcare workplace and psychological distress (adjusted OR = 2.35, p < 0.01). Our research indicates that both training (adjusted OR 0.41, 95% CI 0.21–0.81) and the reported presence of supportive workplace relationships (adjusted OR 0.52, 95% CI 0.27–0.97) were associated with positive outcomes. This evidence that workplace resilience can be reinforced to better prepare for the onset of similar outbreaks in the future suggests that pursuit of further research into specific interventions to improve resilience is well merited.

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Section: Discussionmentioning

confidence: 99%

Psychological Distress in South African Healthcare Workers Early in the COVID-19 Pandemic: An Analysis of Associations and Mitigating Factors

Lee

Wilson

Bernstein

et al. 2022

IJERPH

View full text Add to dashboard Cite

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“…Additionally, preliminary evidence suggests that worker satisfaction with their organization’s response to COVID-19 is negatively related to COVID-19 distress and indirectly related to both well-being and performance through work–life balance (see Ortiz-Bonnin et al, 2022 ). Thus, employers should ensure that family-friendly policies are available to workers and tailored to pandemic-related needs (e.g., childcare support, paid leave to care for family members with COVID-19; Daniels et al, 2022 ). Doing so should reduce work–nonwork conflict, quell some pandemic-related concerns, and improve overall functioning at work.…”

Section: Discussionmentioning

confidence: 99%

Fear and Trembling While Working in a Pandemic: an Exploratory Meta-Analysis of Workers’ COVID-19 Distress

2022

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The global COVID-19 pandemic has disrupted the lives of workers and taken its toll on health and well-being. In line with recent calls for more inductive and abductive occupational health science research, we exploratorily meta-analyzed workers’ COVID-19 distress, defined as psychological and psychosomatic strain contextualized to experiencing the virus and pandemic broadly. We identified many existing COVID-19 distress measures (e.g., Fear of COVID-19 Scale by Ahorsu et al., International Journal of Mental Health and Addiction , 2020 ; Coronavirus Anxiety Scale by Lee, Death Studies, 44 (7), 393–401, 2020a ) and correlates, including demographic variables (viz., gender, marital status, whether worker has children), positive well-being (e.g., quality of life, perceived social support, resilience), negative well-being (e.g., anxiety, depression, sleep problems), and work-related variables (e.g., job satisfaction, burnout, task performance). Additionally, we found preliminary evidence of subgroup differences by COVID-19 distress measure and country-level moderation moderators (viz., cultural values, pandemic-related government response) as well as COVID-19 distress’s incremental validity over and above anxiety and depression. The findings—based on k = 135 independent samples totaling N = 61,470 workers—were abductively contextualized with existing theories and previous research. We also call for future research to address the grand challenge of working during the COVID-19 pandemic and ultimately develop a cumulative occupational health psychology of pandemics. Supplementary Information The online version contains supplementary material available at 10.1007/s41542-022-00131-x.

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“…The COVID-19 pandemic provided a unique opportunity to strengthen the study of crisis management and, in particular, the way organizations seek to highlight and support their employees in this context. This was a significant gap in the study of the concept of perceived organizational support, i.e., its study in periods of organizational change (Daniels et al 2022).…”

Section: Perceived Organizational Supportmentioning

confidence: 99%

Exploring the Direct and Indirect Influence of Perceived Organizational Support on Affective Organizational Commitment

et al. 2022

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As a result of the pandemic and the consequent changes in labor market patterns, firms are facing a difficult moment in attracting and retaining talented employees. In these new patterns, remuneration factors are increasingly a necessary but not sufficient condition to address this challenge. Given this background, this study seeks to identify the role of perceived organizational support in affective organizational commitment. In order to achieve this objective, structural equation models were used based on survey data from a sample of 333 respondents. The findings of this study reveal that perceived organizational support positively influences affective organizational commitment, job involvement, and job satisfaction. Furthermore, job involvement and job satisfaction were found to play a mediating effect in the relation between perceived organizational support and affective organizational commitment.

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One size does NOT fit all: Understanding differences in perceived organizational support during the COVID‐19 pandemic

Cited by 34 publications

References 54 publications

Psychological Distress in South African Healthcare Workers Early in the COVID-19 Pandemic: An Analysis of Associations and Mitigating Factors

Psychological Distress in South African Healthcare Workers Early in the COVID-19 Pandemic: An Analysis of Associations and Mitigating Factors

Fear and Trembling While Working in a Pandemic: an Exploratory Meta-Analysis of Workers’ COVID-19 Distress

Exploring the Direct and Indirect Influence of Perceived Organizational Support on Affective Organizational Commitment

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