The interactive role of job stress and organizational perceived support on psychological capital and job deviation behavior of hospital's nurses and staffs

Ghasemzadeh, Abolfazl; Maleki, Shiva; Hosini, Masoud Khadem

doi:10.18869/acadpub.jrh.7.1.572

Cited by 3 publications

(4 citation statements)

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“…Stress is often characterized as a feeling of being overloaded (Ali and Kakakhel, 2013). While each job entails some degree of stress, some jobs are considered more stressful than others for the susceptibility of their responsibility (Ghasemzadeh et al , 2017). For example, hospitals are considered a unique environment for their busy nature, possibility of contamination and susceptibility to infections (Al-khasawneh and Futa, 2013).…”

Section: Introductionmentioning

confidence: 99%

“…The idea of perceived organizational support (POS) was presented by Eisenberger and Huntington (1986). They presented the ways of framing POS, examining the impact and results of organizational support on individual and organizational fields (Ghasemzadeh et al , 2017). Other researchers proposed that employees’ contribution to their organization depends on what they expected to be rewarded in the future (Jeung et al , 2017).…”

Section: Introductionmentioning

confidence: 99%

“…Accordingly, employees with a sense of obligation or those individuals who not only worry about their own success but also desire to fulfill their “debt of gratitude” through showing more organizational commitment (Eisenberger and Huntington, 1986; Gargr and Dhar, 2014). An agency-wide, general incentive for commitment could thus increase organizational trust in employees for dealing with their prosperity (Ghasemzadeh et al , 2017).…”

Section: Introductionmentioning

confidence: 99%

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Job stress and organizational commitment in hospitals

Saadeh

Suifan

2020

IJOA

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Purpose This study aims to examine the effect of job stress on perceived organizational support (POS) and organizational commitment in hospitals in Amman, Jordan. It also investigated the mediating role of POS on the relationship between job stress and organizational commitment. Design/methodology/approach The study used a cross-sectional, quantitative survey design to collect data from 500 employees in six hospitals in Amman, Jordan. An Arabic version of a reliable and valid measurement instrument was used. A convenience sample was selected from employees in the targeted hospitals. Mediating effect was tested using the approach proposed by Baron and Kenny (1986). Validity and reliability tests were applied, and regression analyses were used to test the study hypotheses. Findings The results revealed a significant negative effect of job stress on POS and organizational commitment. The results also indicated full negative mediating effect of POS on the relationship between job stress and organizational commitment. Practical implications This research promotes hospitals to implement strategies that reduce employees’ job stress, increase levels of POS among employees working at hospitals, which, in turn, will enhance employees’ commitment to their hospitals. Originality/value This study is one of the first to investigate the proposed effects in Jordan in particular, and the Middle East in general. In addition, it contributes to the literature by examining the mediating effect of POS on the relationship between job stress and organizational commitment. Recommendations are provided to practitioners in hospitals based on the study results.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Job stress and organizational commitment in hospitals

Saadeh

Suifan

2020

IJOA

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“…Iteratively, it can be interpreted that such an external source of support may also be vulnerable to deficiency. In particular, such a deprivation of the external resource may be affected by unfavorable conditions and excessive stress, failing to successfully prevent negative outcomes [85,86]. Furthermore, it has been noted that individuals under high stress may hold organizations accountable for not providing them with necessary support [87].…”

Section: Evaluation Of Resultsmentioning

confidence: 99%

The Intervening Effects of Perceived Organizational Support on COVID-19 Pandemic Stress, Job Burnout and Occupational Turnover Intentions of Collegiate Sport Athlete-Facing Professionals

2022

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Already a challenging position in higher education, collegiate sport athlete-facing professionals have been exposed to excessive stress amid the COVID-19 pandemic that can result in emotional exhaustion and a mass exodus of valued employees within collegiate sport organizations. Accordingly, based on COR theory, we aimed to assess the intervening effects of perceived organizational support that can mitigate job burnout and occupational turnover intentions due to pandemic stress. A total of 427 academic support professionals in National Collegiate Athletic Association (NCAA) Division I organizations responded to an online survey measuring pandemic stress, job burnout, occupational turnover intention, and organizational support. Hypotheses were tested through a serial-mediation analysis using the PROCESS macro for SPSS Model 6. Results showed that pandemic stress had a statistically significant effect on occupational turnover through job burnout. It was also confirmed that organizational support fully mediates the relationship between pandemic stress, job burnout, and occupational turnover. Overall, our findings highlight the importance of providing adequate organizational support towards employees under a high level of stress due to the pandemic. As ASPs adapt to the “new normal,” college sport organizations can assist employees by catering the support they provide to meet changing needs, especially by leveraging technologies that have been advanced during the pandemic. Further implications of the findings on collegiate sport organization literature are offered, as are suggestions for future research.

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Levels of psychological capital among nurses: A systematic review and meta‐analysis

Yuan

Zhang²,

Wang

et al. 2022

International Nursing Review

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Aim To systematically evaluate the available literature about overall levels of psychological capital among nurses. Background Psychological capital is described as a positive mental state associated with nurses’ mental health, quality of care and patient outcomes. Methods A search was carried out using PubMed, Web of Science, EMBASE, CINAHL, PsycINFO, Cochrane Library and Chinese Database, including China National Knowledge Infrastructure (CNKI), Chinese Biological Medical (CBM), WanFang and Weipu Database from the inception of the databases until October 2021. Subsequently, two researchers identified and reviewed the literature and assessed the risk of bias. A random‐effects model was conducted to achieve pooled estimates of psychological capital scales. Results The pooled mean score of the psychological capital scale was 4.21 (95% CI, 4.07–4.35). For subdimensions such as hope, optimism, self‐efficacy and resilience, the score was 4.12 (95% CI, 4.11–4.12), 4.34 (95% CI, 4.34–4.34), 4.50 (95% CI, 4.50–4.51) and 4.34 (95% CI, 4.33–4.34), respectively. Subgroup analyses indicated that nurses practising in Asia and intensive care units might have experienced lower psychological capital levels. In addition, significant differences were noted in studies with sample size and publication year. Studies with a large sample size reported a higher psychological capital than those with a small sample size. The pooled mean scores of psychological capital were higher in 2014–2018 than in 2019–2021. Meta‐regression further revealed that geographic regions of participants might be a source of heterogeneity, and the Asian region had 32.23% of the heterogeneity between studies, and the African region had 18.71%. Conclusion This review is the first to synthesize published research and calculate a pooled score of psychological capital in nurses. These findings indicated that nurses reported a medium–high level of psychological capital, and there was significant heterogeneity. Implications for nursing policy Administrators and policymakers should concentrate on nurses’ psychological capital and tactically integrate psychological capital into nursing vocational training programs.

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The interactive role of job stress and organizational perceived support on psychological capital and job deviation behavior of hospital's nurses and staffs

Cited by 3 publications

References 4 publications

Job stress and organizational commitment in hospitals

Job stress and organizational commitment in hospitals

The Intervening Effects of Perceived Organizational Support on COVID-19 Pandemic Stress, Job Burnout and Occupational Turnover Intentions of Collegiate Sport Athlete-Facing Professionals

Levels of psychological capital among nurses: A systematic review and meta‐analysis

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