The Effect of Perceived Organizational Justice on Organizational Loyalty and Job Well-being With Mediating Role of Social Undermining and Moderating Role of Job Control in Employees of Ahwaz Golestan Hospital

کعبعمیر, نوری; نعامی, عبدالزهرا

doi:10.21859/jne-05038

Cited by 3 publications

(1 citation statement)

References 15 publications

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“…Under such circumstances, employees realize that a fair organization can reward their efforts and achievements. A fair organization can effectively reduce employees’ psychological stress, anxiety, pain, and other negative emotions ( Lee et al, 2021 ), which gives them more mental resources to focus on work, so that employees are more loyal ( Kaabomeir and Naami, 2016 ) and more committed ( Rehman et al, 2021 ) to the organization, thus ultimately help improve employees’ work willingness and ability. Research on work engagement highlighted that people need three psychological preconditions: a sense of meaning, a sense of security, and availability.…”

Section: Theory and Hypothesismentioning

confidence: 99%

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

Yang

Xia

2023

Front. Psychol.

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Employee recognition, an incentive method widely used in management practice, plays an important role in the organization. Although extant studies have confirmed its effectiveness, little attention has been paid to its spillover effect. Based on the Social Cognitive Theory and Affective Events Theory, this study argues that employee recognition encounter can trigger cognitive and behavioral reactions. Through perceived organizational justice and workplace wellbeing, a chain-mediating effect connects witnessing employee recognition to work engagement. This research adopts the empirical research method by asking the participants to do the weekly survey (four times in 1 month), and 258 samples are collected. Using SPSS20.0 and its PROCESS macro module, hypotheses are tested. The results indicate (1) employees who witness leaders’ recognition of colleagues will (a) perceive higher organizational justice and (b) be more engaged in work. (2) Perceived organizational justice will mediate the positive relationship between employee recognition encounters with (a) workplace wellbeing and (b) work engagement. (3) Perceived organizational justice and workplace wellbeing will have a chain-mediating effect in the path of employee recognition encounter and work engagement. The results provide both practical and theoretical contribution to employee recognition.

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Section: Theory and Hypothesismentioning

confidence: 99%

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

Yang

Xia

2023

Front. Psychol.

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The Effectiveness of Flourish Training on Occupational Wellbeing among Trainers of Exceptional Children with Special Needs in Yazd

Naghashian¹,

Naami²,

Zargar³

et al. 2021

jemds

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BACKGROUND The present study intended to determine the effectiveness of flourish training on occupational wellbeing. The statistical population of this study were trainers of exceptional children with special needs. METHODS Thirty people were randomly selected among this population and then appointed to two experiment and control groups. Pretest-posttest with control group design was used to achieve the objectives of the study. Study instruments included occupational wellbeing, occupational burnout, occupational motivation, and occupational fascination questionnaires (for both groups). Flourish training was performed on the experiment group in 10 sessions, and the post-test was carried out for both groups after the end of the sessions. Then, multivariate analysis tests and SPSS v17 were used to analyse data. RESULTS The results showed that flourish training made a significant difference in all research variables between experiment (133.6 ± 33.65) and control (121.8 ± 80.52) groups. It means that the mean of the experiment group has significantly increased compared to the control group, indicating flourish training effectiveness on occupational wellbeing. CONCLUSIONS The results of this study may be used to improve positivism among individuals. KEY WORDS Flourish Training, Occupational Wellbeing, Exceptional Children, Special Needs

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The Mediating Role of Job Control in the Explaining the Relationship Between Job Satisfaction and Mental Workload in Nurses

رستمی¹,

عارفی²,

پویا³

et al. 2020

Iran J Ergon

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Background and Objectives: Nurses are the main staff of the hospital. The large number of clients, the high volume of work and the shortage of staff increase the mental workload of nurses. On the other hand, reducing the control of the work process leads to mental stress. The purpose of this study was to investigate the mediating role of job control and explaining the relationship between job satisfaction and mental workload in nurses.Methods: This descriptive-analytical study was performed on 188 nurses of educational hospitals in Shushtar and Ardabil cities, Iran, in 2019. Research tools included demographic information questionnaire, NASA-TLX questionnaire, Job description index (JDI) questionnaire, and job control questionnaire. For Data analysis the correlation coefficient and regression analysis with SPSS-18 and AMOS-18 software were used.Results: Based on the results, the final model had good fitness (GFI=0.859, CFI=0.921, RMSEA=0.067). The results also showed that there is a significant relationship between mental workload and job satisfaction (P<0.001, r=-0.33) and this relationship has increased with the presence of job control (P<0.001, r=-0.42). Conclusion:High levels of job control are associated with increased job satisfaction and reduced workload. As a result, in order to reduce the mental workload and increase job satisfaction, job control of nurses can be increased to improve working conditions.

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The Effect of Perceived Organizational Justice on Organizational Loyalty and Job Well-being With Mediating Role of Social Undermining and Moderating Role of Job Control in Employees of Ahwaz Golestan Hospital

Cited by 3 publications

References 15 publications

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

When colleague got recognized: Third-party’s reaction to witnessing employee recognition

The Effectiveness of Flourish Training on Occupational Wellbeing among Trainers of Exceptional Children with Special Needs in Yazd

The Mediating Role of Job Control in the Explaining the Relationship Between Job Satisfaction and Mental Workload in Nurses

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