Organisational support and turnover intentions: A moderated mediation approach

Sharif, Saeed Pahlevan; Bolt, Ester Ellen Trees; Ahadzadeh, Ashraf Sadat; Turner, Jason James; Nia, Hamid Sharif

doi:10.1002/nop2.911

Cited by 16 publications

(13 citation statements)

References 76 publications

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“…Hypothesis 4 was supported as perceived organizational support had a significant indirect effect on psychological wellbeing at T1 and volunteer work engagement at T2. These findings are in line with previous studies as they suggest that perceived organizational support contributes to volunteer mental health through its effect on wellbeing and engagement ( Aldamman et al, 2019 ; Pahlevan Sharif et al, 2021 ). Windsor et al (2008) suggested that volunteers in the young adulthood life stage (younger than 60 years) do not derive the same psychological benefits as older adult volunteers (over 60 years; Windsor et al, 2008 ).…”

Section: Discussionsupporting

confidence: 93%

Exploring the value of organizational support, engagement, and psychological wellbeing in the volunteer context

Dekel

Geldenhuys²,

Harris³

2022

Front. Psychol.

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In Australia, young adults are more likely to experience psychological distress than other age-groups. Accordingly, volunteer work engagement may act as an important tool for supporting psychological wellbeing. The present study relies on the job demands–resources model and self-determination theory to help understand the negative consequences of high work demands and the importance of effective organizational support to enhance positive mental health outcomes. To address research gaps, the current study explores these concepts for the young adulthood cohort in not-for-profit organizations. The study aims to explore the relationship between psychological wellbeing, volunteer work engagement, and perceived organizational support. The study used a quantitative, cross-lagged, longitudinal method for collecting data from two online surveys completed 4 weeks apart. The inclusion criteria of participants were volunteers who worked a minimum of 4 h a month (on average), resided in Australia, and were between 19 and 40 years old (N = 202). The main study findings were that perceived organizational support mediated the relationship between psychological wellbeing at time point 1 and volunteer engagement at time point 2. However, perceived organizational support did not mediate volunteer engagement at time point 1 and psychological wellbeing at time point 2. There were no bidirectional effects between volunteer engagement and psychological wellbeing. The findings contributed to the existing literature, suggesting there are overlaps between support mechanisms and motivation between paid and unpaid work. The practical implications for not-for-profit organizations are the importance of providing organizational support for young adult volunteers to improve wellbeing outcomes. Limitations and future study recommendations are presented.

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Section: Discussionsupporting

confidence: 93%

Exploring the value of organizational support, engagement, and psychological wellbeing in the volunteer context

Dekel

Geldenhuys²,

Harris³

2022

Front. Psychol.

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“…Organizational support, a subscale of nursing work index, has emerged as a salient antecedent of nurse turnover (Li et al, 2019). This scale captures a set of core attributes of a supportive work environment consisting of staffing adequacy, nurse autonomy, nurse control and nurse–physical relationships (Pahlevan Sharif et al, 2018; Pahlevan Sharif et al, 2021). The literature has amassed abundant evidence on the relationship between organizational support and nursing turnover, synthesizing 106 quantitative studies has concluded that organizational support is key to nursing turnover (Nei et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

Retaining nurses via organizational support and pay during COVID‐19 pandemic: The moderating effect between intrinsic and extrinsic incentives

et al. 2022

Self Cite

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The World Health Organization (WHO) declared COVID-19 a pandemic on 11 March 2020. Iran was one of the most severely affected countries with around 50,000 new cases reported daily at its peak (World Health Organization, 2022). Job demands are notoriously high for nursing, and the outbreak of COVID-19 overstretched nurses in Iran given the limited resources and manpower (Mirzaei et al., 2021). Nurses were working under unprecedently challenging conditions: heavy workload, high risk of infection, insufficient protective gears; some nurses are quitting or considering quitting

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“…To assess the moderated mediation model of present work, I adopted the procedures suggested by Hayes (2015) using SPSS PROCESS macro (v.4). To test the hypotheses, I calculated the coefficients and conditional direct and indirect effects using bootstrapping with 5,000 samples (model 85, Hayes, 2018), probably, the most popular technique to test moderated mediation models (Preacher et al , 2007; Pahlevan Sharif et al , 2021). As shown in Figure 1, CSR is positively and significantly related to POS ( b = 0.1854, p < 0.01) and AC ( b = 0.2253, p < 0.01), and even POS and AC share a positive statistically significant relationship ( b = 0.1219, p < 0.05).…”

Section: Resultsmentioning

confidence: 99%

Relevance of CSR for building affective commitment of employees: a multilevel approach

Jha

2022

JGR

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Purpose Drawing on both social identity theory and signalling theory, this paper aims to theorize and empirically examine a moderated mediation model that investigates the underlying mechanism through which perception of Corporate social responsibility (CSR) influence employee affective commitment (AC) (micro-CSR) in case of companies that are among the highest spenders on CSR initiatives targeted at external stakeholders (macro-CSR). Design/methodology/approach The hypotheses were tested on 444 employees of top five banking and four information technology Indian companies. Partial least squares structural equation modelling was used to test the measurement model, whereas moderated mediation analysis was done through Hayes PROCESS Macro (v.4). Findings Findings suggest that employees develop a positive attitudinal disposition towards organisations CSR activities even when targeted only at external stakeholders. The research findings support advancement of CSR literature by suggesting that expenditure on CSR initiatives of business sends strong signals to employees of the care and empathy it has for stakeholders and due to prestige, that comes along with it, their self-concept gets accentuated. Lack of influence of employee volunteering (EV) on CSR outcomes highlights the need of integration of CSR initiatives with CSR strategy and human resource policies. Originality/value Results indicate that perception about CSR is directly related to AC, but its influence improves if it is routed through perceived organisational support and organisational trust in that order. Furthermore, the serial mediation of the model is not moderated by EV.

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Organisational support and turnover intentions: A moderated mediation approach

Cited by 16 publications

References 76 publications

Exploring the value of organizational support, engagement, and psychological wellbeing in the volunteer context

Exploring the value of organizational support, engagement, and psychological wellbeing in the volunteer context

Retaining nurses via organizational support and pay during COVID‐19 pandemic: The moderating effect between intrinsic and extrinsic incentives

Relevance of CSR for building affective commitment of employees: a multilevel approach

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