Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment

Green, Amy E.; Dishop, Christopher R.; Aarons, Gregory A.

doi:10.1176/appi.ps.201500191

Cited by 10 publications

(9 citation statements)

References 45 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The present study presented that the affective commitment scores had a negative correlation ( r = −0.358) with the occupational stressors scores, especially in the domain of organizational and management, occupational interest, and occupational development. Although lack of previous research specific for affective commitment, our result was parallel to the findings of Green et al, [34] who declared that stressful organizational climate was negatively related to organizational commitment. Stressful climate, results from the rising burden and demands, is regarded as responses to the overwhelming work environment and may in turn contribute to dropped commitment to the organizations and their goals [35] .…”

Section: Discussionsupporting

confidence: 87%

“…Lin and Tourigny [36] argued that reduced organizational commitment may due to the organizational effects of burnout. An earlier meta-analytic research also conferred the negative relationship [34] . In spite of the weak association found between the total affective commitment scores and occupational stressors, the factors of organization and management and occupational interest revealed a moderate correlation (The guide Evans [37] advised for the absolute value of r was applied for describing the strength of the correlation).…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Relationship among affective commitment, occupational stressors, and calling of psychiatrists in Shanghai

et al. 2021

View full text Add to dashboard Cite

The aim of the study is to investigate the levels of affective commitment, occupational stressors and calling in psychiatrists in Shanghai and try to find the relationship among 3 variables in the participants. We enrolled 81 participants using a survey with a combination of demographic information, affective part of organizational commitment questionnaire, portion of the scale for occupational stressors on clinicians and the calling and vocation questionnaire. Correlation analysis and multiple linear regression analysis were applied to probe into the relationship among the three variables. t Test and nonparametric test were utilized to compare the differences between the groups of individuals who were divided according to the demographic information. The mean score of the affective commitment, occupational stressors and calling of Shanghai psychiatrists were all at a moderate level. The scores in affective commitment had a significantly negative relationship with that of the occupational stressors, especially in the respect of organization and management, occupational interest, and development of work. Whereas the scores of calling revealed a remarkably positive connection with affective commitment. In addition, demographic groups under comparison, individuals who were >35 years’ old, male, or have worked for >10 years are more likely to suffer from higher occupational development and interpersonal relationship stress. We found that the levels of affective commitment, occupational stressors and calling in psychiatrists in Shanghai were all moderate. These people who were men, >35 years’ old, and had >10 years of work experiences had suffered from higher levels of occupational stressors, especially occupational development and interpersonal relationship stress. The affective commitment was positively correlated to the calling while negatively associated to the occupational stressors in Shanghai psychiatrists. For stronger bond for the psychiatrists, strengthen the calling and lessen the occupational stressors are required. These results provide some ideas for enhancing the occupational commitment of psychiatrists and conducting psychological interventions in a timely manner henceforth more effectively.

show abstract

Section: Discussionsupporting

confidence: 87%

Section: Discussionmentioning

confidence: 99%

Relationship among affective commitment, occupational stressors, and calling of psychiatrists in Shanghai

et al. 2021

View full text Add to dashboard Cite

show abstract

“…In this sense the research elaborated by Green, et al (2016) corroborate in which the stressful organizational climate, points out the negative aspect and is related to the organizational commitment. Their research has resulted in people being more adaptable having higher levels of organizational commitment when organizational stress is low but less compromised when organizational stress is high.…”

Section: Measuring the Level Of Trust In Direct Leadershipmentioning

confidence: 56%

“…Climate is the state of mind of the organization (Porto and Ferreira, 2016). Within this context, selection research, coding, filtering of data on organizational stressors has confirmed that job satisfaction, quality of service, and the relationship between stressful organizational climate and diminished organizational commitment are factors that most damage the organizational environment (Green , et al, 2016).…”

Section: Cortisol As a Stress Biomarkermentioning

confidence: 91%

The Relationship between Chemical of Happiness, Chemical of Stress, Leadership, Motivation and Organizational Trust: a Case Study on Brazilian Workers

Ferreira¹,

Costa²,

Pereira³

et al. 2018

JIBE

View full text Add to dashboard Cite

This article discusses what happens in our body and the response in the organizational environment addressing the chemical of stress and the chemical of happiness from dopamine (motivation hormone); serotonin (lead hormone); and oxytocin (trust hormone), correlating these chemicals to measure the level of trust that Brazilian workers have in their leaderships. The seriousness of the study of the chemical of happiness in the organizational environment is largely due to the understanding that they perform several important functions, especially decision making, which favors the execution of tasks. Within this context, especially with regard to decision making, the study of the love hormone, triggered by positive emotions through the chemical of happiness, or contrary, through the release of high doses of cortisol, has been shown to be necessary in the factor of prevention of negative consequences that reflects on mental health, culture and organizational climate, causing conflicts among employees, impairing cognitive potential, creativity and problem solving, making employees work unmotivated, causing, for the most part, or turnover. In order to discuss this subject, the methodology used was the qualitative research of an exploratory nature and literature review that, together with the data collection, sought to address the objectives of this article.

show abstract

“…The dimensions of the VAO BIM climate in the open system model were organizational adaptability and equipment. For organizational adaptability, the indicators should be used to measure organizational capability to elaer et al, 2007), and to juggle multiple demands (Green et al, 2016). In the VAO BIM climate, these indicators should cover the role of BIM.…”

Section: Initial Indicators In Open System Modelmentioning

confidence: 99%

Measuring Value-Added-Oriented Bim Climate in Construction Projects: Dimensions and Indicators

Zhang

Yuan

Xia

et al. 2020

Journal of Civil Engineering and Management

View full text Add to dashboard Cite

A value-added-oriented (VAO) BIM climate is the organizational climate of BIM value-added. However, a lack of research on VAO BIM climate has thwarted progress on BIM knowledge systems. By using the socio-technical systems approach and the competing value approach, 12 dimensions and 39 indicators of a VAO BIM climate are proposed and tested using 306 questionnaires collected from workers engaged in BIM construction projects across China. Data was analyzed by confirmatory factor analysis. The results show that the proposed dimensions and indicators are highly reliable and valid. The VAO BIM climate is heavily influenced by autonomy, career development, and task orientation. The top 10 indicators were mainly related to participation, task orientation, and goal effectiveness. And the MWD-BIM, RCS-BIM, CDMT-BIM, and SMD-BIM were mistaken as key indicators of participation, autonomy, peer relations, and organizational adaptability, respectively. The proposed dimensions and indicators can be used to advance scholarly understanding and theory on BIM climate in construction projects through directing resource allocation, enhancing the understanding of human–BIM interactions, improving the BIM knowledge system and facilitating decision framework of BIM adoption. Practical implications for managers in construction projects are provided in the end.

show abstract

Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment

Cited by 10 publications

References 45 publications

Relationship among affective commitment, occupational stressors, and calling of psychiatrists in Shanghai

Relationship among affective commitment, occupational stressors, and calling of psychiatrists in Shanghai

The Relationship between Chemical of Happiness, Chemical of Stress, Leadership, Motivation and Organizational Trust: a Case Study on Brazilian Workers

Measuring Value-Added-Oriented Bim Climate in Construction Projects: Dimensions and Indicators

Contact Info

Product

Resources

About