Supervisor Support and Affective Organizational Commitment: The Mediator Role of Work Engagement

Orgambídez-Ramos, Alejandro; Almeida, Helena

doi:10.1177/0193945919852426

Cited by 21 publications

(16 citation statements)

References 23 publications

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“…On the other hand, as a finding of this research, it can be claimed that supervisor support is more significant in mitigating feelings of cynicism. In this regard, studies have found that lack of supervisor support reduces employee's commitment [54] and their desire to remain in the organization [55], causing the appearance of health problems and harming the general feelings of well-being at work [56], which in turn, leads to attitudes of cynicism in the work environment.…”

Section: Discussionmentioning

confidence: 99%

Impact of Co-Worker Support and Supervisor Support Among the Middle and Senior Management in the Manufacturing Industry

et al. 2021

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The purpose of the this research work was to evaluate the impact of social support (through its two dimensions: co-worker support and supervisor support) on the reduction of the burnout syndrome (considering its three dimensions: emotional exhaustion, professional efficacy, and cynicism) from two proposed models that show clear differences. Social support was assessed using the Job Content Questionnaire instrument, and the burnout syndrome was measured through the Maslach Burnout Inventory -General Survey. A total of 467 middle and senior managers from the Mexican manufacturing industry participated in the research. Structural Equation Modeling was used to determine the relationships between the proposed variables. The results of model one show that social support helps mitigate the effects of burnout syndrome in its three dimensions. On the other hand, model two features better fit indices and specifically shows that co-worker support has a direct negative relationship with the dimension of emotional exhaustion, while supervisor support directly and negatively affects cynicism. These results show that, although social support helps in the mitigation of burnout syndrome in general, each type of support separately has a direct impact on a specific dimension of the burnout syndrome. Clarifying these relationships will help in the proposal of occupational hazard management policies in the Mexican industrial sector.

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Section: Discussionmentioning

confidence: 99%

Impact of Co-Worker Support and Supervisor Support Among the Middle and Senior Management in the Manufacturing Industry

et al. 2021

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“…Engaged employees have high levels of energy and are enthusiastically involved in their work . Past studies have found that highly engaged employees demonstrate greater organizational commitment (Orgambídez & Almeida, 2020), exhibit more positive behaviors (Wang et al, 2019), experience lower levels of physical and psychological distress (Kunie et al, 2017;Oshio et al, 2018), and report weaker intentions to leave (Rafiq et al, 2019). Past studies have also found that antecedents such as rewards (Keyko et al, 2016;Mukaihata et al, 2019), job control (Keyko et al, 2016;Oshio et al, 2018), social support (Cao & Chen, 2019;García-Sierra et al, 2016), and self-efficacy (Bakker & van Wingerden, 2021) predict greater work engagement.…”

Section: Introductionmentioning

confidence: 99%

Work Engagement and the Validity of Job Demands–Resources Model Among Nurses in Japan: A Literature Review

Kato

Chiba

Shimazu

2021

Workplace Health Saf

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Background: Work engagement (WE) is defined as a positive, fulfilling, and work-related state of mind. Enhancing WE leads to positive outcomes in both individuals and organizations. Although cultural factors may influence the antecedents and outcomes of WE, no reviews summarized these factors among nurses, mainly in Asia. This review aimed to identify the antecedents and outcomes of WE among nurses in Japan. This may offer novel insights into the influencing factors on WE. Methods: A literature search was conducted using six data sources: PubMed, Cumulative Index of Nursing and Allied Health Literature (CINAHL), PsycINFO, Business Source Premier, Ichushi-Web, and CiNii. A total of 38 studies met the inclusion criteria. Studies that included registered nurses and/or midwives at hospitals or facilities were included in this review. The antecedents and outcomes were classified into four themes based on the job demands–resources model (JD-R model). Findings: Many variables in three components of the JD-R model (i.e., job resources, personal resources, and favorable outcomes) exhibited positive relationships with WE as theorized. Many other variables in job demands demonstrated negative relationships with WE as hypothesized. Many factors that were identified in this review were consistent with the JD-R model. The model in turn was found to be applicable among nurses. The antecedents and outcomes in this review were similar to those in previous studies in Western countries, while this review also revealed teamwork nursing as a possible antecedent of WE, which has not previously been reported. Conclusion/Application to Practice: Improving job resources (e.g., teamwork nursing) and personal resources may effectively enhance WE among Japanese nurses.

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“…Besides, Harman's single factor test was applied in Jamovi® to examine CMV bias and to avoid any erroneous conclusions (Orgambídez & Almeida, 2019). An unrotated factor solution of PCA shows that the first factor merely accounts for 24% of the total variance which is less than the 50% cutoff value.…”

Section: Methods Sample and Proceduresmentioning

confidence: 99%

Antecedents of Cognitive Job Engagement and its Effect on Teacher Performance: Moderating Roles of Occupational Stress and Mentoring

Adil¹,

Khan²

2020

J.educ.soc.sci

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This paper analyzes a) the effect of organizational climate, supervisor support, and organizational citizenship behavior (OCB-I) on cognitive job engagement (CJE); b) the effect of CJE on teacher performance; and c) the moderating roles of occupational stress and mentoring for the positive relationship between CJE and teacher performance. Data from 313 full-time teachers from public and private universities of Karachi (Pakistan) are analyzed using structural equation modeling. Results show that organizational climate and morale, and OCB-I have a significant effect on CJE which in turn, has a significant effect on teacher performance. However, supervisor support has been found completely unrelated to CJE. Occupational stress weakens the positive relationship between CJE and teacher performance, whereas mentoring strengthens the same relationship. PLSpredict algorithm suggests medium predictive validity of the structural model. Theoretical contributions and managerial implications are discussed.

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Supervisor Support and Affective Organizational Commitment: The Mediator Role of Work Engagement

Cited by 21 publications

References 23 publications

Impact of Co-Worker Support and Supervisor Support Among the Middle and Senior Management in the Manufacturing Industry

Impact of Co-Worker Support and Supervisor Support Among the Middle and Senior Management in the Manufacturing Industry

Work Engagement and the Validity of Job Demands–Resources Model Among Nurses in Japan: A Literature Review

Antecedents of Cognitive Job Engagement and its Effect on Teacher Performance: Moderating Roles of Occupational Stress and Mentoring

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