Solutions for understaffed hotels: Comparing the effects of perceived organizational support and perceived organizational leisure support

Taking the perspective of banking employees in a Sub-Saharan African nation, this study focused on the moderating role of organisational and social support on the link between occupational stress and burnout. In contributing to knowledge and practice, we made a case that organisational support (OS) and social support (SS) are precursors of burnout and also moderators in the stress-burnout link. The study relied on data collected using questionnaires from 411 bank employees in Ghana and examined its propositions using hierarchical regression analysis after validating the instrument using CFA. Results obtained indicated that stress has the strongest association (positive) with burnout. This was followed by OS (negative), and then SS (negative). In terms of the moderating role, only OS was found to significantly marginalise the positive effect that stress has on burnout. Based on these results, we concluded that while job stress cannot be entirely eliminated, internal avenues and managerial actions that escalate job stress should be controlled. In addition, the study suggested that the industry puts in place supportive work atmosphere and help employees to develop and strengthen social connections and interactions that employees have outside their organisations.

PurposeThe purpose of this paper is to explore the relationship between “high-performance” human resource practices (HPHRP) and organizational performance, using organizational and supervisors’ supports as mediating variables.Design/methodology/approachUsing cross-sectional design, the data were obtained from 311 public university lecturers in Nigeria. The study employed partial least square structural equation modeling (PLS-SEM) in the analysis.FindingsThe results suggested that the application of HPHRP in the public universities has direct and indirect effects on organizational performance. Also, HPHRP are linked with both organizational support and supervisory support. In turn, the organizational support and supervisory support are strongly linked with organizational performance. Furthermore, both organizational support and supervisory support fully mediate the positive relationships between HPHRP and organizational performance. The mediating role of both organizational support and supervisory support revealed their significance in HPHRP-performance link particularly within the context of public universities.Research limitations/implicationsThe study employed self-report in collecting data for all the major constructs.Practical implicationsThe study demonstrated the importance of HPHR practices (rigorous selection processes; training and development opportunities; information and communication practices; employee involvement in decision making; job security; fair reward system; team working and career management) and how they are directly related to organizational support, supervisory support and performance of organization. Second, for the management to enhance organizational performance (particularly in public universities), the need to emphasize on appropriate and effective HRM practices capable of promoting organizational and supervisory supports is required. This will enable the creation of supportive work environment that will promote better organizational performance.Originality/valueThe study adds value by providing additional understanding of the significant role of organizational support and supervisors support in HPHRP-organizational performance link.

The success of an organization is not only determined by natural resources but human resources (HR) depending on the quality and behaviors that arise within the organization. Expected behavior is behavior that can improve the quality of the organization, namely Organizational Citizenship Behavior (OCB). The purpose of the study was to explain and analyze the influence of organizational culture and organizational support for OCB mediated by organizational commitment. This research was conducted in the Department of Manpower and Energy and Mineral Resources of Bali Province as many as 100 civil servants using non probability sampling methods, collected through questionnaires using descriptive statistical analysis techniques, path analysis and sobel test. The results showed that Organizational Culture, Organizational Support and Organizational Commitment each had a significant positive effect on Organizational Citizenship Behavior (OCB) as well as the mediating role of Organizational Commitment to OCB that strengthened the relationship between organizational culture and organizational support. The Department of Manpower and Energy and Mineral Resources must pay attention to the existing organizational culture within the organization and organizational support that must be improved so that OCB behaviors can be improved for better quality employees.
 Keywords: organizational culture; organizational support; organizational commitment; 
 Organizational Citizenship Behavior (OCB)

The purpose of this study was to examine the organizational citizenship behavior of the staff and its precursors at Begemidir College of teacher education. A correlational survey design that involved 96 instructors recruited through a comprehensive sampling technique was employed. Questionnaire was used to collect data that were analyzed using descriptive and inferential statistics. The result indicated that instructors demonstrated above-average mean scores in all the dimensions of organizational citizenship behavior. It also revealed that organizational support and job satisfaction had a moderate relationship with altruism, civic virtue and sportsmanship while they had a modest relationship with courtesy and conscientiousness. On the other hand, there was a strong relationship between organizational commitment and altruism, civic virtue, courtesy, and sportsmanship. Overall, while OCB had a strong relationship with organizational commitment, it had a moderate relationship with organizational support and job satisfaction. Whereas organizational commitment has a positive and significant contribution to all organizational citizenship dimensions; job satisfaction did not influence all of them. Organizational support has a significant contribution to altruism, civic virtue, sportsmanship, and organizational citizenship behavior. Hence, it was suggested that the college should constantly work on the functions of organizational commitment and support to promote organizational citizenship behavior and ensure sustainable organizational development.

Introduction. Improving the society's well-being and the income of businesses in border regions should be based, inter alia, on the benefits of their geographical location. One of the most effective ways to realize these benefits is the formation of cross-border cluster structures. However, the formation of cross-border clusters and their further development are difficult processes, the course of which is possible only under certain conditions. Specifying these conditions is an important step in developing a general strategy for cross-border cooperation and finding ways to intensify it on the basis of building cross-border cluster structures. Particularly, the necessary conditions for the formation and development of cross-border clusters are proper organizational and infrastructural support of these processes. The purpose of the paper is to determine the composition and to specify the features of organizational and infrastructural support of the formation and economic development of cross-border cluster structures. Results. The concept of economic development of a cross-border cluster was interpreted. The main stages of this development were identified. The creating model of the potential for cross-border cluster formation was presented. The main system components for ensuring the realization of this potential were identified. The grouping of creating ways of cross-border cluster structures was carried out. The processes sequence of formation and development of cross- border clusters has been offered. The main subjects of infrastructural processes that ensure formation and development of cross-border cluster structures were identified. Conclusions. The study showed that a necessary condition for the formation and development of cross-border clusters is the potential for these processes. There should also be a system to ensure the implementation of this potential, which consists of subsystems of organizational, infrastructural, methodological and regulatory support for the formation and development of cross-border cluster structures. There are some relationships between these four subsystems. Particularly, the infrastructural support of these processes largely determines the level of their organizational support. The obtained results can be used in the strategies development for socio-economic development of the border regions of Ukraine.

Cardiopulmonary Resuscitation During the Coronavirus Crisis: Important Updates for the Cardiothoracic and Vascular Anesthesia Community

O presente estudo teve como objetivo testar o impacto do suporte organizacional e do suporte social sobre o bem-estar no trabalho. Este construto contemplou tanto o afeto quanto a experiência de realização e expressão pessoal no trabalho. Um total de 403 funcionários de uma organização pública do Distrito Federal respondeu à Escala de Bem-Estar no Trabalho e à Escala de Suporte Organizacional Percebido. O primeiro instrumento contempla o afeto do trabalhador, operacionalizado como emoções e humores positivos e negativos no trabalho, e a realização pessoal no trabalho. O segundo instrumento contempla um fator de suporte social e quatro fatores de suporte organizacional: gestão do desempenho, carga no trabalho, suporte material e ascensão, promoção e salários. Os dados foram analisados por meio de regressão múltipla padrão. Os resultados indicaram que o suporte organizacional e o suporte social têm impacto direto no bem-estar. Gestão do desempenho foi o principal preditor de afeto positivo e realização no trabalho. Carga no trabalho foi o principal preditor de afeto negativo no trabalho. Implicações dos resultados e limitações do estudo são discutidas no texto.

To analyze the association between organizational support and time to return to work (RTW) in workers with long-term non-work-related sick leave. Cohort participants were 571 workers, with a non-work-related sick leave episode of more than 15 days, recruited during the first visit in a health insurance company (mutua). Workers completed a baseline questionnaire regarding organizational RTW support measures and were followed until the end of the episodes. Return to work and time to RTW were established on the basis of the mutua's register. Multivariate Cox regression models were used. Workers in companies with an overall high organizational RTW support returned to work earlier. This effect was mainly due to workers in companies that provided specific RTW programs. Our findings suggest that companies play an important role in facilitating RTW for workers with long-term non-work-related sick leave episodes.

This study investigated the relationships between job pressure, occupational burnout, organizational support and coping strategies among competitive sports coaches in Sichuan Province, China. It also assesses the impact of job pressure on occupational burnout and the mediating roles of organizational support and coping strategies. A survey was conducted with 207 competitive sports coaches from Sichuan Province, China. Basic information and data on job pressure, occupational burnout, organizational support and coping strategies were collected. Correlations between variables were analyzed, and a theoretical model for hypothesizing the mediating effects was established. A multiple regression model was used to predict the relationships between occupational burnout and job pressure, organizational support and coping strategies. (1) Job pressure was significantly positively correlated with occupational burnout (R = 0.436, p < 0.001) and negative coping (R = 0.389, p < 0.001) but significantly negatively correlated with organizational support (R = -0.503, p < 0.001). Occupational burnout was significantly negatively correlated with academic title (R = -0.158, p = 0.023) and organizational support (R = -0.349, p < 0.001) but significantly positively correlated with negative coping (R = 0.440, p < 0.001). Organisational support was significantly positively correlated with positive coping (R = 0.222, p = 0.001) but significantly negatively correlated with negative coping (R = -0.207, p = 0.003). (2) Mediating effects: Job pressure indirectly affects occupational burnout via organizational support and negative coping strategies. (3) Multiple regression: Y1 (Job Pressure) = 69.262 + 1.172 × Emotional Exhaustion -2.231 × Emotional Support +1.041 × Negative Coping -6.554 × Academic Title (from high to low). Y2 (Occupational Burnout) = 25.609 + 0.141 × Job Pressure - 0.306 × Organisational Support +0.620 × Negative Coping -2.097 × Academic Title. Job pressure is a significant factor leading to occupational burnout among competitive sports coaches in Sichuan Province, China, and factors such as role, interpersonal relationships and career development are closely related to occupational burnout. The sense of organizational support and negative coping strategies play a mediating role between job pressure and occupational burnout. Reducing emotional exhaustion and negative coping, enhancing emotional support and improving the academic titles of coaches can help to reduce job pressure and occupational burnout among competitive sports coaches in Sichuan Province.

This paper empirically examines the impact of organisational psychological support on employees’ outcomes as an example of the ‘Common Good HRM’ model on the well-being – performance continuum of police officers, using a Conservation of Resources (COR) theoretical framework. The study uses Structural Equation Modelling to analyse data from 220 Italian police and 228 English police officers to compare the impact of Perceived Organisational Support (POS) on organisational stress, employees’ resilience, and engagement. The findings show that low Perceived Organisational Support (POS) leads to high stress, which then comprises employees’ resilience and likely demotivates them from being engaged on the job, explaining approximately half of their engagement. Stress and resilience also mediate the relationship between POS and engagement. COR theory explains that when POS is low, employees perceive a resource loss spiral which compromises their wellbeing, and consequently, police officers’ engagement is low. The contribution of this paper is that it shows how organisational support is an integral part of managing emotional labour and therefore demonstrates how the ‘Common Good HRM’ model has the potential to protect emotional labour more effectively.

INTRODUCTION. Overcoming the deep socio-economic crisis that characterizes the current state of the economy today is possible only on the basis of radical innovation and investment activity, and above all, the development of science as the main link in innovative development. THE HYPOTHESIS OF THE SCIENTIFIC RESEARCH is to substantiate the ability of agricultural enterprises to innovative and investment development, which is determined by comparing the innovative potential of enterprises with the optimal set of characteristics susceptible to innovations. THE PURPOSE OF THE RESEARCH is to form the prerequisites for the innovative and investment development of agricultural enterprises. THE METHODOLOGY OF THE SCIENTIFIC RESEARCH is to identify factors that hinder the innovative and investment development of agricultural enterprises, their neutralization and directing forces to its development. One of the main methods for research is dialectical, since all innovations are considered as a single whole. As cognitive tools in this study, the concepts of the firm, investment, innovation developed in economic science and managerialism; micro- and macroeconomic approaches; system analysis, economic and mathematical modeling; statistical analysis. Specific methods: analysis and forecasting – when assessing the management system according to various factors of influence on the development of agricultural enterprises – to compare the obtained indicators with the existing system. CONCLUSIONS AND PROSPECTS FOR FURTHER RESEARCH. Important characteristics of agricultural enterprises susceptible to innovations are as follows: the presence of conditions for testing innovations; the possibility of organizational, personnel and financial support for innovation and investment activities; the presence of sales opportunities for promoting a new product to the market and further consolidation on it; access to scientific and technical information and the possibility of its use in innovation processes. The readiness of agricultural enterprises for innovative development is determined by many conditions. First of all, it depends on the chosen strategic direction of innovation activity. The implementation of an innovation strategy of a certain type requires the presence of various resource and organizational support, technical and technological potential, opportunities for the dissemination of innovations, etc. KEYWORDS: agricultural enterprises; innovations; investments; innovative potential; innovations; organizational support; resource support; technical support; technological support; strategic development; strategy.

This study tested relationships between health and well-being best practices and 3 types of outcomes. A cross-sectional design used data from the HERO Scorecard Benchmark Database. Data were voluntarily provided by employers who submitted web-based survey responses. Analyses were limited to 812 organizations that completed the HERO Scorecard between January 12, 2015 and October 2, 2017. Independent variables included organizational and leadership support, program comprehensiveness, program integration, and incentives. Dependent variables included participation rates, health and medical cost impact, and perceptions of organizational support. Three structural equation models were developed to investigate the relationships among study variables. Model sample size varied based on organizationally reported outcomes. All models fit the data well (comparative fit index > 0.96). Organizational and leadership support was the strongest predictor (P < .05) of participation (n = 276 organizations), impact (n = 160 organizations), and perceived organizational support (n = 143 organizations). Incentives predicted participation in health assessment and biometric screening (P < .05). Program comprehensiveness and program integration were not significant predictors (P > .05) in any of the models. Organizational and leadership support practices are essential to produce participation, health and medical cost impact, and perceptions of organizational support. While incentives influence participation, they are likely insufficient to yield downstream outcomes. The overall study design limits the ability to make causal inferences from the data.

As workers continue to grapple with the ongoing changes and uncertainties of the COVID-19 pandemic, it is critical to examine how to foster young adult workers’ resilience and efficacy, which may prevent their burnout in a sustained crisis. This study investigates the effects of the perceived qualities of change communication, organizational support, and supervisor support on young adult workers’ resilience and efficacy in South Korea, which may mitigate disengagement and exhaustion. Our findings demonstrated that: (a) Supervisor support was positively associated with resilience and efficacy among young adult workers, whereas organizational support and communication did not have such effects. (b) Although young professionals who perceived themselves as efficacious were not necessarily able to prevent burnout, those who conceived of themselves as resilient were indeed less susceptible to burnout. Drawing on these findings, we discuss theoretical implications and practical recommendations for building a supportive work environment during a crisis.

This paper is guided by Conservation of Resources theory and aims to investigate the impact of personal and organisational support on the quality of clinical care given to aged care residents in for‐profit (FP) and not‐for‐profit (NFP) facilities. Broadly, the paper addresses challenges faced by governments in designing contract specifications that ensure quality outcomes from aged care providers. The argument is that the present accreditation standards that are used to assess the status of aged care providers are too narrow to capture the complexity in delivering social services. Data were collected from 442 aged care workers from aged care facilities in NSW, QLD and WA. The results show that carer support (personal and organisational support) explained half of the variance in quality of clinical care in NFP facilities, and a third of the variance in FP facilities. In particular, the findings suggest support for carers is important for carer retention, and ultimately the clinical care of residents. The findings provide supporting evidence to widen the required contract specifications for aged care provider accreditation to include organisational and personal support for carers.

El impacto de la guerra civil española en Iberoamérica no ha sido lo suficientemente estudiado hasta la fecha. La mayoría de estudios al respecto se centran en la movilización de recursos a favor del esfuerzo republicano, obviando la organización de los apoyos a los sublevados. A su vez, tampoco se han realizado estudios sobre la organización de estos apoyos en el entramado asociativo de las colectividades subestatales españolas. Se analizan fuentes provenientes de la Delegación Nacional del Servicio Exterior de Falange, y de organizaciones autónomas creadas en Argentina entre los años 1936 y 1940. Se confrontan con los estudios previos sobre la movilización en el campo republicano. El artículo se centra en la organización de apoyos a los franquistas en el marco de la colectividad gallega a través de un estudio de caso. Se concluye que los apoyos a la sublevación entre la colonia española fue mayor a lo estimado anteriormente y que entre estos también figuraron grupos e individuos con una fuerte impronta en defensa de la identidad y los símbolos de Galicia.&#x0D; &#x0D; [gl] O impacto da guerra civil española en Iberoamérica aínda non foi suficientemente estudado. A maioría de estudos ao respecto céntranse na mobilización de recursos a favor do esforzo republicano, obviando a organización dos sublevados. Á súa vez, tampouco se realizaron estudos sobre a organización destes apoios no eido asociativo das colectividades subestatais españolas. Analízanse fontes da Delegación Nacional del Servicio Exterior de Falange, e de organizacións autónomas creadas na Arxentina entre os anos 1936 e 1940. Confróntanse cos estudos previos sobre a mobilización no campo republicano. O artigo céntrase na organización de apoios aos franquistas no marco da colectividade galega a través dun estudo de caso. Conclúese que os apoios á sublevación entre a colonia española foi maior do estimado anteriormente e que entre estes tamén figuraron grupos e individuos cunha forte impronta en defensa da identidade e os símbolos de Galicia.