Perceived Organizational Support, Stress Coping Behaviors and Mediating Role of Psychological Capital: Special Education and Rehabilitation Centers

Abstract

High level stress in work place is known to be associated with negative organizational behaviors and bad organizational performance. There are individual and organizational factors influencing stress coping behavior of employees. In this study we explore the impact of employees' perceptions of organizational support on their stress coping capabilities (problem-focused stress coping and emotionfocused stress coping) and whether their psychological capital (PsyCap) plays a mediating role in this relationship using the sample of employees in special education and rehabilitation centers in Turkey. Multivariate statistical analyses show a significant positive relationship between perceived organizational support (POS) and problem-focused stress coping (PFSC), and no significant relationship between POS and emotion-focused stress coping (EFSC). A significant positive association is detected between POS and PsyCap. Accordingly, our findings show that PsyCap plays a partial mediating role in the association between POS and PFSC.

Antecedents of psychological Capital at Work: A Systematic Review of Moderator–mediator Effects and a New Integrative Proposal

“…Following COR theory, other research (Newman et al, 2018; Roemer & Harris, 2018) have tested the relationship among certain contextual resources (perceived organizational support or POS, perceived supervisor support, and perceived family support), personal support (PsyCap) and employees' psychological wellbeing. Additionally, Erdem et al (2017) found that PsyCap mediated the relationship between POS and emotion‐focused stress coping. Furthermore, Liu et al (2013) found that PsyCap mediated the relationship between POS and depressive symptoms.…”

“…We can conclude that OC could be considered a Psy-Cap antecedent that can include the following identified in the research factors: compassion experienced in the workplace (Ko & Choi, 2019); supportive climate (Luthans et al, 2008c); learning climate (Pitichat et al, 2018); POS (Erdem et al, 2017;Liu et al, 2013;Newman et al, 2018;Pitichat et al, 2018;Roemer & Harris, 2018;Shaheen & Krishnankutty, 2018;Wang et al, 2017); perceived supervisor support (Newman et al, 2018); job autonomy (Mazzetti et al, 2016;Choi, 2020); coworker support (Mazzetti et al, 2016); organizational innovation climate (Hsu & Chen, 2017); and service climate (Kang et al, 2018).…”

Relationship between emotional intelligence and job well-being in Chinese clinical nurses: multiple mediating effects of empathy and communication satisfaction

“…In the context of the current global COVID-19 pandemic, the healthcare systems in many countries are under severe pressure; with fewer nurses attending more patients, nurses are facing tremendous physical and psychological pressure. Research has indicated that nurses' job well-being is related to factors such as high work pressure, work satisfaction, and poor organisational management [8][9][10].…”

Relationship between emotional intelligence and job well‐being in Chinese Registered Nurses: Mediating effect of communication satisfaction

“…The concept of job well-being was proposed by Diener in 1993. It can be used to understand nurses' positive emotional and cognitive evaluation of work (Ge et al, 2012). Job well-being consists of five dimensions: welfare treatment, interpersonal, work value, managers and working characteristics (Erdem et al, 2017). It usually refers to one's shortterm or long-term evaluation of their own life, including positive emotions, negative emotions and life satisfaction (Diener, 2000).…”