The effectiveness of supervisor support in lessening perceived uncertainties and emotional exhaustion of university employees during the COVID-19 crisis: the constraining role of organizational intransigence.

IF 1.9 4区 心理学 Q2 PSYCHOLOGY, MULTIDISCIPLINARY
Journal of General Psychology Pub Date : 2021-10-01 Epub Date: 2020-07-21 DOI:10.1080/00221309.2020.1795613
Peerayuth Charoensukmongkol, Tipnuch Phungsoonthorn
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引用次数: 101

Abstract

Despite the severity of the COVID-19 crisis, which has affected organizations worldwide, there is a lack of research on the organizational factors that affect the psychological wellbeing of the employees of an organization affected by the crisis. This research uses the case of employees at two international universities in Thailand that have been directly affected by the COVID-19 crisis. Grounded in social support theory and the job-demand resource model of job stress, this research examines the role of supervisor support in explaining the degree of perceived uncertainties and emotional exhaustion that employees experience due to the COVID-19 crisis. Moreover, this research examines whether the effect of supervisor support on the perceived uncertainties of employees can be moderated by organizational intransigence, that is, a prevailing climate of resistance to change at the workplace. The questionnaire survey data were obtained from a sample of 300 employees at two private international universities, and the partial least squares structural equation model was used for data analysis. The results significantly confirm that supervisor support has a negative effect on the perceived uncertainties of employees. Perceived uncertainties also significantly mediate the negative effect of supervisor support on the employees' emotional exhaustion. More importantly, the moderating effect analysis shows that the negative effect of supervisor support on the perceived uncertainties of employees presents only for employees who work in a workplace climate where there is low intransigence; in a workplace climate where there is high intransigence, supervisor support does not lower the perceived uncertainties of employees.

COVID-19危机期间,主管支持在减少大学员工感知不确定性和情绪耗竭方面的有效性:组织不妥协的约束作用。
尽管COVID-19危机的严重性影响了世界各地的组织,但缺乏对受危机影响的组织中影响员工心理健康的组织因素的研究。本研究以泰国两所国际大学的员工为例,这两所大学直接受到COVID-19危机的影响。本研究以社会支持理论和工作压力的工作需求资源模型为基础,探讨了主管支持在解释员工因COVID-19危机而经历的感知不确定性和情绪耗竭程度方面的作用。此外,本研究考察了主管支持对员工感知不确定性的影响是否可以通过组织不妥协来调节,即在工作场所普遍存在的抵制变革的气氛。问卷调查数据来源于两所国际私立大学的300名员工,采用偏最小二乘结构方程模型对数据进行分析。研究结果显著证实,主管支持对员工感知的不确定性有负向影响。感知不确定性也显著调节了主管支持对员工情绪耗竭的负向影响。更重要的是,调节效应分析表明,主管支持对员工感知不确定性的负向影响仅出现在不妥协情绪较低的工作环境中;在高度不妥协的工作环境中,主管的支持并不能降低员工感知到的不确定性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Journal of General Psychology
Journal of General Psychology PSYCHOLOGY, MULTIDISCIPLINARY-
CiteScore
5.20
自引率
4.00%
发文量
10
期刊介绍: The Journal of General Psychology publishes human and animal research reflecting various methodological approaches in all areas of experimental psychology. It covers traditional topics such as physiological and comparative psychology, sensation, perception, learning, and motivation, as well as more diverse topics such as cognition, memory, language, aging, and substance abuse, or mathematical, statistical, methodological, and other theoretical investigations. The journal especially features studies that establish functional relationships, involve a series of integrated experiments, or contribute to the development of new theoretical insights or practical applications.
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