“What is my organization doing for me?” Organizational supportive measures in gearing job performance: thriving at work amid COV-19

Farid, Hasan; Tian, Ming; Raza, Jamshed; Aamir, Muhammad

doi:10.1007/s12144-023-04856-y

Cited by 3 publications

(6 citation statements)

References 59 publications

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“…In contrast, Hypothesis 2 (H2) receives strong support from the data, which shows a significant positive relationship between WFI Support and Satisfaction (β = 0.82). This underscores the critical importance of supportive policies and practices implemented by companies for facilitating Work-Family Integration, resonating with the broader literature that highlights the value that employees place on organizational support for balancing their work and personal life [6,34]. The strong coefficient for WFI Support in the model suggests that, from the employees' perspective, their employers' availability and quality of support are paramount for achieving satisfaction with the Work-Family Interface.…”

Section: H2: Wfi Support Provided By Companies Is Significantly Relat...mentioning

confidence: 55%

“…The Structural Equation Modeling (SEM) was performed using the SPSS add-on, AMOS Version 24, chosen for its covariance-based approach, which imposes minimal restrictions on measurement scales [32]. Its application is recommended for samples larger than 200, fitting this study's sample size of 270 participants [33,34]. AMOS is particularly suited for models with well-defined theoretical underpinnings, as in this study where the relationships to be analyzed are clearly established.…”

Section: Statistical Structural Analysismentioning

confidence: 99%

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Personal Competencies for Work–Family Integration and Its Relationship with Productivity and Comprehensive Health in Salaried Professionals

Cachutt-Alvarado,

Méndez-Gómez-Humaran,

Velasco-Álvarez

2024

Safety

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Work–Family Integration (WFI) is the decision-making process that enables an individual to effectively balance work, family, and personal responsibilities, generating a level of personal satisfaction aligned with the management of these demands. This research aims to explore the potential links between personal competencies facilitating work and family integration (WFI Competencies), employer-provided support (WFI Support), perceived satisfaction in role integration (WFI Satisfaction), and their association with organizational performance indicators and the overall health of professionals in dependent employment. Data were obtained via an online questionnaire administered to 270 professionals possessing a university education or higher, employed in public or private organizations spanning various sectors in Venezuela. The data were subsequently analyzed utilizing Structural Equation Modeling (SEM). The study was divided into two main parts: the factorial analysis (both exploratory and confirmatory) of measurement models and the analysis of the relationships and modeling inherent to the structural model. Initially, two diagnostic instruments were developed, one for WFI Competencies and another for WFI Indicators; though applied simultaneously, their structuring and validation were conducted separately. In the subsequent phase, conceptual models for structural analysis were defined. A positive relationship was observed between WFI Support and WFI Satisfaction, corroborating findings from previous research. The relationships between WFI Competencies and Satisfaction led to insights into the necessity of training to strengthen the personal decision-making process under the dual pressures of work and family roles. Future longitudinal studies could elucidate the effects of relationships within such programs on WFI Satisfaction. Concerning organizational indicators, this study found that WFI Satisfaction positively correlates with organizational commitment, enhancing work productivity and mitigating negative health effects. This research presents a model that could be replicated in other countries and with various sample types, facilitating comparative analyses that enrich the body of knowledge on this subject.

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Section: H2: Wfi Support Provided By Companies Is Significantly Relat...mentioning

confidence: 55%

Section: Statistical Structural Analysismentioning

confidence: 99%

Personal Competencies for Work–Family Integration and Its Relationship with Productivity and Comprehensive Health in Salaried Professionals

Cachutt-Alvarado,

Méndez-Gómez-Humaran,

Velasco-Álvarez

2024

Safety

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“…Several studies (Abid et al., 2016; Chang & Busser, 2020; Farid et al., 2023; Guan & Frenkel, 2020; Kim et al., 2023; Wu et al., 2023; Zhu et al., 2021) also showed that perceived organizational support, workplace mindfulness, co‐worker support, leader–member exchange (LMX), organizational justice, enhanced hotel, manufacturing, hospital employees and software developers’ thriving in the United States, Taiwan and China. Moreover, Şahin et al.’s (2021) study conducted in Nigeria and Turkey before and after the pandemic concluded that family‐supportive supervisor behaviours have positive effects on TW for nurses.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

“…(2020) also pointed out the contextual factors, which can enhance TW and consequently employees’ well‐being. TW partially mediated the relationship between LMX, co‐worker support and change‐oriented OCB or extra‐role customer service for hotel employees (Farid et al., 2023; Wu et al., 2023). Yi et al.’s (2022) study also showed the positive effects of TW on health workers’ attitudes, such as job satisfaction and organizational commitment in China during the COVID‐19 pandemic.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The mediating role of thriving at work between organizational inducements and work outcomes

Karadas,

Vatankhah,

Ozturk

et al. 2023

Int Social Sci J

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The study intends to assess the underlying mechanism of thriving between organizational inducements (OIs) and health care workers’ (HCWs) mental health and work effort based on social exchange theory and the socially embedded model (SEM) of thriving. This study tested a conceptual model regarding the antecedents and outcomes of thriving at work (TW). According to the results of structural equation modelling, both dimensions of OIs predict TW among HCWs. Employees who receive OIs display enhanced levels of thriving, which plays a key role in HCWs’ mental health and their work effort. This research adds important insights to the thriving literature by empirically examining its mediating role between workplace resources and HCWs’ health and work‐related outcomes.

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“…Thriving at work has been empirically connected to numerous significant benefits related to one's job (Shahid et al, 2021;Zhang et al, 2022). For example, job performance (e.g., Elahi et al, 2020;Farid et al, 2023), job satisfaction (e.g., Dahleez et al, 2023;Huo and Jiang, 2021;Jiang et al, 2020;Okros and Vîrgă, 2022), subjective health (e.g., Walumbwa et al, 2018), organizational commitment (e.g., Khurshid et al, 2021;Nguyen and McGuirk, 2022), well-being (e.g., Girme et al, 2023;Huang and Zhou., 2024), work engagement (Gomez and Chavez, 2023;Rahaman, 2022), happiness at work (Basinska and Rozkwitalska, 2022;Qaiser et al, 2020), organizational citizenship behavior (Suryani et al, 2023;Wu et al, 2022) and low burnout (Okros and Vîrgă., 2022;Yun et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Do Core Self- Evaluations Moderate the Relationship between Workplace Curiosity and Thriving at Work? An Empirical Study on Academicians in Zagazig University faculties

البنوي

2024

مجلة الدراسات التجارية المعاصرة

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Purpose -Thriving at work is one of the most important challenges facing organizations in their ways to achieve a sustainable competitive advantage. As a result, examining its determinants is crucial. Using the Self-Determination Theory as a framework, the current study sought to develop a model of how core self-evaluations affected the relationship between workplace curiosity and thriving at work among academicians in Zagazig University faculties.Design/methodology/approach -The research design is descriptive, with quantitative primary data gathered via online questionnaires and selfadministered hard copies. Data were gathered from a stratified sample of 320 academicians from 16 faculties in Zagazig University. Simple linear regression method and multiple hierarchical regression were employed to analyze data and test study hypotheses Findings -The study's results showed that there is a significant positive correlation between workplace curiosity and thriving at work among academicians at Zagazig University faculties Additionally, core self-evaluations significantly moderated the previous relationship.Originality/value -Results suggest that workplace curiosity enhances thriving at work. A scientific rationale detailing the psychological mechanisms included elements like core self-evaluations. This research adds to the body of knowledge about job-related results, such as thriving at work, by introducing recent empirical and theoretical perspectives.

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“What is my organization doing for me?” Organizational supportive measures in gearing job performance: thriving at work amid COV-19

Cited by 3 publications

References 59 publications

Personal Competencies for Work–Family Integration and Its Relationship with Productivity and Comprehensive Health in Salaried Professionals

Personal Competencies for Work–Family Integration and Its Relationship with Productivity and Comprehensive Health in Salaried Professionals

The mediating role of thriving at work between organizational inducements and work outcomes

Do Core Self- Evaluations Moderate the Relationship between Workplace Curiosity and Thriving at Work? An Empirical Study on Academicians in Zagazig University faculties

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