Moderating Role of Self-Esteem Between Perceived Organizational Support and Subjective Well-Being in Chinese Nurses: A Cross-Sectional Study

Yu, Mingli; Yang, Shi-Han; Qiu, Tian; Gao, Xuege; Wu, Hui

doi:10.3389/fpsyg.2019.02315

Cited by 25 publications

(32 citation statements)

References 76 publications

(93 reference statements)

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“…That is, by displaying OCB, employees could be understood and supported by colleagues, which could further increase the high quality interactions with others and express their positive self to others [21]. In support of this argument, Yu et al and Fabio and Maureen confirm that social support [22] and positive social relationships [4] within organization are positively related to psychological well-being.…”

Section: Introductionmentioning

confidence: 94%

Sustainable Workplace: The Moderating Role of Office Design on the Relationship between Psychological Empowerment and Organizational Citizenship Behaviour in Uzbekistan

2019

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The physical format of office configuration has advanced to mirror the intricacy of modern work and the transitory nature of contemporary employment. Drawing on the social exchange theory, this study examines the effect of office design and psychological empowerment on the relationship between transformational leadership and employee organizational citizenship behaviour (OCB). A total of 216 subordinates and 49 supervisors completed questionnaire items from ten organizations in Uzbekistan. The survey was conducted in two waves and designed to have multi-source respondents. Confirmatory factor analysis was run to examine the discriminant validity of our measurement model. Ordinary least square regression-based analysis was used to analyze direct and interaction effects, and then it was followed by bootstrapping tests to identify mediation effects. Results reveal that transformational leadership is significantly related to psychological empowerment, and that psychological empowerment mediates the relationship between transformational leadership and OCB. Furthermore, the relationship between psychological empowerment and OCB is stronger in an open-plan office type. This study confirms that transformational leaders are adept at bringing out the best in their followers, influencing their OCB by increasing intrinsic motivation (psychological empowerment). Office type—specifically, open-plan offices—will intensify employee willingness to engage in extra-role behaviour.

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Section: Introductionmentioning

confidence: 94%

Sustainable Workplace: The Moderating Role of Office Design on the Relationship between Psychological Empowerment and Organizational Citizenship Behaviour in Uzbekistan

2019

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“…Our study also proposes a theoretical framework ( Figure 1 ) based on organizational support theory and COR theory. This theoretical framework also indicates that organizational support can create a better workplace environment and can mediate between a toxic workplace environment and employee engagement [ 52 , 53 , 54 ]. Thus, on the basis of the above discussion, we proposed the below-mentioned hypothesis.…”

Section: Hypotheses Developmentmentioning

confidence: 99%

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

Rasool

Wang

Tang

et al. 2021

IJERPH

233

149

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This study explores the effects of a toxic workplace environment (TWE) on employee engagement (EE). Building on conservation of resources (COR) theory and organizational support theory (OST), this study proposed a research model. In this research model, a toxic workplace environment negatively affected employee engagement, directly and indirectly, through organizational support (OS) and employee well-being (EW). In this study, we used a quantitative research approach, and data were collected from 301 workers employed in the small and medium-size enterprises of China. To estimate the proposed relationships of the research model, we used partial least squares structural equation modeling (PLS-SEM 3.2.2). The results of this study confirmed that a toxic workplace environment has a negative impact on employee engagement. Moreover, the findings of this research confirm that organizational support and employee well-being significantly mediate a toxic workplace environment and employee engagement. The conclusions of this study are as follows: First, the direct relationship between a toxic workplace environment and employee engagement confirms that if employees are working in a toxic environment, they will spread negative feelings among other co-workers. The feelings that come with a toxic workplace environment, i.e., harassment, bullying, and ostracism, can be detrimental and lead to unnecessary stress, burnout, depression, and anxiety among the workers. Second, employee well-being will affect employee behaviors that enhance employee engagement with the work as well as with the organization. Third, organizational support also increases employee engagement with the work as well as with the organization. So, it is also confirmed that when workers perceive the support from the organization, their sense of belonging to the organization is strengthened.

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“…Although there is a positive link between appearance self-esteem and life satisfaction (Bozorgpour & Salimi, 2012), and self-esteem is linked to happiness (Baumeister et al ., 2003) and subjective well-being (M . Yu et al ., 2019), to our knowledge, few studies have investigated the influence of ACSW and GSE on students' future careers .…”

Section: Self-esteem As Mediatormentioning

confidence: 99%

The Indirect Effects of Self‐Esteem and Future Work Self on Career Adaptability Factors: A Study of Chinese Undergraduate Students

Chan

2021

Journal of Employment Couns

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This study examined the indirect effects of global self‐esteem (GSE) on the linkage between proactive personality (PP), appearance‐contingent self‐worth (ACSW), and career adaptability (CA) among 372 Chinese undergraduate students. The indirect effect of future work self (FWS) on the linkage between GSE and CA and between PP and CA was also examined. Results demonstrated that GSE mediated the PP‐CA relationship; however, GSE was not a mediator in the ACSW‐CA relationship. FWS mediated both the GSE‐CA and PP‐CA relationships. Gender differences in the strength of the relationships were also observed. The findings expand existing empirical work by demonstrating the important indirect effects of GSE and FWS in relation to CA. Career counselors and educators may encourage students to be more proactive and boost their GSE to accomplish their career goals.

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Moderating Role of Self-Esteem Between Perceived Organizational Support and Subjective Well-Being in Chinese Nurses: A Cross-Sectional Study

Cited by 25 publications

References 76 publications

Sustainable Workplace: The Moderating Role of Office Design on the Relationship between Psychological Empowerment and Organizational Citizenship Behaviour in Uzbekistan

Sustainable Workplace: The Moderating Role of Office Design on the Relationship between Psychological Empowerment and Organizational Citizenship Behaviour in Uzbekistan

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

The Indirect Effects of Self‐Esteem and Future Work Self on Career Adaptability Factors: A Study of Chinese Undergraduate Students

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