Perceived Organizational Support and Reduced Job Performance During COVID-19.

Current research aims to identify a framework to enhance the performance of employees in government sector healthcare during the COVID-19 pandemic. Perceived organizational support was identified to enhance employees' performance through the intervention of a psychological process containing 3 states, that is, psychological safety, felt obligation and organization-based self-esteem. Job performance is considered as planned behavior, and psychological links are developed on the basis of the theory of planned behavior. This study is quantitative and used an empirical survey. Respondents of the study were nursing staff of government hospitals in Pakistan. The data were collected during the first wave of COVID-19 in Pakistan through online distributed questionnaires, and the data were analyzed using Smart PLS. Results show that perceived organizational support positively affects job performance during the COVID-19 crisis, and all the psychological states mediate the relationship. The study results are helpful for decision-makers of public sector organizations dealing with the most common problem of performance reduction during COVID-19. Results are also helpful for policymakers to address reduced performance in most government hospitals. Future research should consider antecedents of the perception of organizational support in the context of government and private hospitals.

Work from home or office during the COVID-19 pandemic: The different chain mediation models of perceived organizational support to the job performance.

With the coronavirus pandemic in 2019 (COVID-19), work from home (WFH) has become a frequent way of responding to outbreaks. Across two studies, we examined how perceived organizational support influences job performance when employees work in office or work from home. In study 1, we conducted a questionnaire survey of 162 employees who work in office. In study 2, we conducted a questionnaire survey of 180 employees who work from home. We found that perceived organizational support directly affected job performance when employees work in office. When employees work from home, perceived organizational support could not affect job performance directly. However, it could influence job performance indirectly through the separate mediating effects of job satisfaction and work engagement. These findings extend our understanding of the association of perceived organizational support and job performance and enlighten enterprises on improving employees' job performance during the COVID-19 pandemic.

Healthcare professionals' perceptions and experiences of the influence of the COVID-19 pandemic on their personal and work performance.

BACKGROUND: Healthcare workers are known to experience higher stress levels compared to other industry workers due to challenges presented in their work environment. The global pandemic of COVID-19 has seen many countries' healthcare systems struggle to meet the demands of healthcare seekers. OBJECTIVE: The aim of the article is to explore healthcare professionals' perceptions and experiences of the influence of the COVID-19 pandemic on their personal and work performance. METHODS: Twelve individuals working in the health sector participated in this study. The researchers used a qualitative exploratory and descriptive research design. Semi-structured interviews were used to collect data. RESULTS: Theme one "A feeling of ambivalence", describes the positive and negative influence that the COVID-19 pandemic has had on HCWs. Theme two "Unfortunately, the support from the government is not as much as it's said to be in the news", describes the support required from government services during the pandemic. Theme three "Changes experienced by the individual related to his or her personal and work routine", describes the changes experienced by healthcare professionals in their daily tasks during the pandemic. CONCLUSION: The study found that the work environment contributed to experiences of burnout and anxiety due to staff shortages, lack of personal protective equipment (PPE) and an increase in work pressure. More research needs to be conducted to inform policies and organizations on how to best support healthcare workers to prevent burnout and anxiety.

Computer and Furniture Affecting Musculoskeletal Problems and Work Performance in Work From Home During COVID-19 Pandemic.

OBJECTIVES: We surveyed how home-working conditions, specifically furniture and computer use, affected self-reported musculoskeletal problems and work performance. METHODS: Questionnaires from 4112 homeworkers were analyzed. The relationship between subjective musculoskeletal problems or work performance and working conditions were determined by logistic regression analyses. RESULTS: More than half the homeworkers used a work desk, work chair, and laptop computer. However, approximately 20% of homeworkers used a low table, floor chair/floor cushion, or other furniture that was different from the office setup. Using a table of disproportionate size and height, sofa, floor cushion, and floor chair were associated with neck/shoulder pain or low back pain. Disproportionate table and chair, floor cushion, and tablet computer were associated with poor work performance. CONCLUSIONS: Disproportionate desk and chair, floor cushion/chair, and computer with small screen may affect musculoskeletal problems and home-working performance.

Mental Health of Doctors Who Treat Patients with covid-19 in Mexico City: An Anthropological Investigation / La salud mental de los médicos que atienden covid-19 en la Ciudad de México: una investigación antropológica / A saúde mental dos médicos que tratam a covid-19 na Cidade do México: uma investigação antropológica

Introduction: The objective of this article was to explore, from an anthropological perspective, the social representations that doctors who treat covid-19 in specialized hospitals in Mexico City have, regarding the relationship between their professional performance and the deterioration of their mental health; as well as their social representations of the existing institutional resources to provide them mental health attention and their care-seeking and self-care strategies. Materials and Methods: For this, a quali-tative investigation was carried out with semi-structured interviews with 35 doctors who treat covid-19. Results: From the points of view of the doctors, various sociocultural and structural causes of mental illness related to their professional performance are documented and analyzed, as well as their repre-sentations about the inadequacy and/or ineffectiveness of the institution, group, or individual resources to provide them mental health attention; and some allopathic and non-biomedical forms of care-seeking and self-care. Conclusions: Recommendations are made to address the etiologies of the disease analyzed in a culturally and structurally appropriate way to the context of the pandemic.

Introducción: el objetivo de este artículo es explorar, desde una perspectiva antropológica, las representaciones sociales de los médicos que atienden covid-19 en hospitales especializados de la Ciudad de México, respecto a la relación entre su desempeño profesional y el deterioro de su salud mental, así como de los recursos institucionales existentes para atenderla y sus estrategias de búsqueda de atención y de autoatención. Materiales y métodos: para ello, se realizó una investigación cualitativa con entrevistas semiestructuradas a 35 médicos que atienden covid-19. Resultados: a partir de sus puntos de vista se documentan y analizan diversas causas socioculturales y estructurales del padecimiento mental relacionado con su desempeño profesional, así como sus representaciones sobre la inadecuación o ineficacia de los recursos institucionales, grupales o individuales, para atenderlo y algunas modalidades de búsqueda de atención y autoatención alopáticas y no biomédicas. Conclusiones: se realizan recomendaciones para abordar institucionalmente las etiologías del padecimiento reportadas por los entrevistados de una forma cultural y estructuralmente adecuada al contexto de la pandemia.

Introdução: O objetivo deste artigo é explorar, a partir de uma perspectiva antropológica, as represen-tações sociais que os médicos que tratam a covid-19 em hospitais especializados na Cidade do México, têm sobre a relação entre seu desempenho profissional e a deterioração de sua saúde mental; bem como os recursos institucionais existentes para cuidar da saúde mental e as estratégias de busca de cuidado e autocuidado. Materiais e métodos: Para isso, foi realizada uma pesquisa qualitativa com entrevistas semiestruturadas com 35 médicos que tratam da covid-19. Resultados: Do ponto de vista dos médicos, são documentadas e analisadas diversas causas socioculturais e estruturais do adoecimento mental relacio-nadas à sua atuação profissional, bem como suas representações sobre a inadequação e/ou ineficiência dos recursos institucionais, grupais ou individuais, disponíveis para atendê-los e algumas modalidades de busca de cuidado e autocuidado alopáticos e não biomédicos. Conclusões: São feitas recomendações para abordar institucionalmente as etiologias da doença relatadas pelos entrevistados de forma cultural e estruturalmente adequada no contexto da pandemia.

Impact of organizational health-oriented strategies on employees' job performance, perceived medical mistrust as a moderator: A COVID-19 perception-based view.

After experiencing the COVID-19 pandemic, employees' health and well-being become a priority for firms. Organizational health-oriented strategies assist them in coping with health-related crises. Based on the social exchange theory, the present study attempts to determine the role of organizational health-oriented strategies in promoting employees' job performance. This study hypothesized that the organizations' health-oriented strategies positively correlate with employees' job performance. This study also assessed the mediating role of employees' psychological wellbeing and trust and moderating role of perceived medical mistrust. For the empirical examination, data of the present study was gathered from the textile sector in China. This study analyzed data through partial least square structural equation modeling (PLS-SEM). For this purpose, Smart-PLS software was used. The outcomes revealed that organizational health-oriented strategies positively enhance the employees' psychological wellbeing, trust, and job performance. Moreover, the results revealed that employees' psychological wellbeing and trust positively mediate the proposed relationships. This study found that perceived medical mistrust moderates the relationship between employees' psychological wellbeing and job performance. However, the findings revealed that perceived medical mistrust does not moderate the relationship between employees' trust and job performance. In addition, the present study's findings provide insights to the firms about the importance of health-oriented strategies. Moreover, this study's findings also serve the literature by providing important theoretical and practical implications.

Work from Home during the COVID-19 Pandemic-The Impact on Employees' Self-Assessed Job Performance.

This study investigates the impact of remote workplace factors on employees' social and technical self-assessed performance during the COVID-19 pandemic. The impact of the variables belonging to the employee's profile, organizational environment, and work-life balance categories on social and technical performance were analyzed, based on a survey of 801 Romanian employees, using ordinary least squares and quantile regression techniques. While the first method provided summary point estimates that calculated the average effect of the explanatory variables for the "average employee", the second approach allowed us to focus on the effects explanatory variables have on the entire conditional distribution of the response variables, taking into account that this effect can be different for employees with different levels of performance. Job autonomy, engagement, communication skills, trust in co-workers, occupational self-efficacy, and family-work conflict, significantly influence both social and technical performance. PhD education and trust in management significantly influence social performance, while motivation, stress, the share of time spent in remote work, organizational commitment, children in the household, and household size, influence only technical performance.

Adapting to change: How has COVID-19 affected people's work and personal goals?

COVID-19 has had a devastating impact on the global economy and affected millions of people's work and personal lives across the world. The purpose of the present study was to better understand how individuals' work and personal goals have been affected by the pandemic and how they have adapted to these changes. We conducted qualitative semi-structured interviews (n = 48) and surveyed participants (n = 200) weekly for 5 weeks. Both methods revealed similar themes regarding the adaptation and pursuit of goals (social support, handling unpredictable situations, logistics, solving problems creatively, goal postponement, and no changes). Survey responses also showed that most individuals experienced their goals as more difficult (79%; 13% easier; 9% no change) and found that many had had to adapt or postpone their work and personal goals, often due to logistical difficulties. Businesses and governments should do more to help individuals adapt their goals to the new circumstances.

Effects of Sedentary Behavior Interventions on Mental Well-Being and Work Performance While Working from Home during the COVID-19 Pandemic: A Pilot Randomized Controlled Trial.

Sedentary behavior negatively impacts mental health, which can decrease employee productivity. Employee mental well-being and work performance may improve with sedentary reduction interventions, especially strategies that include environmental workplace modifications and behavior-changing strategies. However, such interventions have not been examined among employees working remotely during the COVID-19 pandemic. As part of the Stand Up Kansas program, 95 sedentary university employees working from home were randomized into one of four intervention arms: height-adjustable desk provision (Desk Only), online sedentary behavior modification program (Program Only), Desk + Program, or Control. The outcomes were measured at a baseline (November 2020) and following the 12-week intervention (February 2021). Employees reported mood (positive and negative affect), stress, fatigue (duration, interference with activities and severity) and work performance (irritability, focus, work satisfaction, non-work satisfaction and productivity) were measured using established self-report instruments. The effect sizes, by comparing the Control arm to the Desk + Program arm, revealed large improvements in mood (positive affect, d = 1.106). Moderate improvements were also seen in fatigue (duration, d = -0.533, and interference with activities, d = -0.648) and several aspects of work performance (focus, d = 0.702, work satisfaction, d = 0.751, and productivity, d = 0.572). Moderate effect sizes were also seen for positive affect (d = 0.566) and fatigue severity (d = 0.577) among the Program Only arm, whereas no noteworthy effect sizes were observed among the Desk Only arm. Combining an online sedentary behavior modification program with height-adjustable desk provisions appeared to positively affect mental well-being and work performance among remote employees.

Quality of Sleep and Work Productivity among White-Collar Workers during the COVID-19 Pandemic.

Background and Objectives: The COVID-19 pandemic has disrupted routine sleep and work patterns in the general population. We conducted an anonymous online survey among white-collar workers from various finance, IT and technology companies in Lithuania to define factors associated with worse sleep quality and diminished productivity during a COVID-19 lockdown. Materials and Methods: Employees of selected companies in Lithuania completed an anonymous questionnaire online that included the Pittsburgh Sleep Quality Index (PSQI), The Sleep Locus of Control (SLOC), the Generalized Anxiety Disorder Scale-7 (GAD-7), and the World Health Organization's Health and Work Performance Questionnaire (WHO-HPQ). Respondents also provided information about their sleep hygiene, physical activity and alcohol use. Results: Data of 114 respondents (56, 49.1% male) were used for analysis. Among them, 49 (43.0%) suffered from poor sleep and 29 (25.4%) had clinically relevant levels of anxiety. However, there were only negligible levels of absenteeism in the sample (a median of zero hours of work lost over the past month). In a stepwise linear regression model (F(5,108) = 11.457, p < 0.001, R2adj = 0.316), high levels of anxiety, daily hours spent using the screen, use of electronic devices in the bedroom, smoking in the evening, and COVID-19-related changes in appetite were associated with worse sleep quality. Absenteeism was associated with physical activity of moderate intensity and decreased self-reported productivity during the pandemic (F(2,111) = 7.570, p = 0.001, R2adj = 0.104). However, there was no strong relationship between sleep-related variables (i.e., sleep hygiene, sleep locus of control, quality of sleep) or levels of anxiety and measures of work productivity. Conclusions: Our findings suggest that while bad sleep hygiene, anxiety, and changes in appetite are associated with worse sleep quality among white-collar workers during the pandemic, work productivity may remain high irrespective of disrupted sleep.

Relationship between Employee Mental Health and Job Performance: Mediation Role of Innovative Behavior and Work Engagement.

The relationship between employee mental health and job performance has been one of the key concerns in workplace. However, extant studies suffer from incomplete results due to their focus on developed economies' contexts and the unclear path of employee mental health's impact on performance. In this paper, we investigate the mechanism of employee mental health influencing job performance. We use the data of Chinese firms to test these hypotheses. Drawing on a sample of 239 firms from China, we find that employee mental health positively impacts job performance, and such relationship is mediated by innovative behavior and work engagement. The findings not only enrich the discipline's knowledge on mental health in an emerging economy setting but also extend the implications of mental health, innovative behavior, and work engagement to job performance.

Burnout, Professional Self-Efficacy, and Life Satisfaction as Predictors of Job Performance in Health Care Workers: The Mediating Role of Work Engagement.

BACKGROUND: It is essential to identify the factors that influence the work performance of health professionals working in health care facilities, especially in the context of the COVID-19 pandemic, since these factors have an impact on the quality of medical care provided to the population. OBJECTIVE: This study aimed to analyze the mediating role of work engagement in the relationship between job burnout, professional self-efficacy, life satisfaction, and job performance in Peruvian health care workers. METHODS: Cross-sectional explanatory study, with the voluntary participation of 508 health professionals (physicians and nurses) of both sexes (70.7% women, 29.3% men), and from different health facilities in the city of Lima. All participants were administered the Single Burnout Item questionnaire, the Professional Self-Efficacy Scale (AU-10), the Satisfaction with Life Scale (SWL), the Individual Work Performance Questionnaire (IWPQ), and the Utrecht Work Engagement Scale (UWES-9). Structural Equation Modeling (SEM) was used for data analysis. RESULTS: In the SEM analysis, it was found that for the mediation model the incremental goodness-of-fit indices were significant (χ2 = 2292.313, gl = 659, P < .001, χ2/gl = 2.788). Career self-efficacy (ß = .557, P < .001) and life satisfaction (ß = .289, P < .001) were positive predictors of work engagement. While burnout was a negative predictor (ß = .878, P < .001). The consistent mediation of work engagement of professional self-efficacy, life satisfaction, and burnout had a positive predictor effect on job performance (ß = .878, P < .001). CONCLUSION: Research provides evidence that professional self-efficacy, life satisfaction, and burnout could influence job performance through work engagement.

Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID-19 pandemic.

AIMS: We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. BACKGROUND: Many nurses have suffered from role overload at work during the COVID-19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. METHODS: A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. RESULTS: Work engagement partly mediated the relationships of role overload with task performance (ß = -.253, p < .001, 95% CI: [-.315, -.204]) and interpersonal facilitation (ß = -.202, p < .001, 95% CI: [-.261, -.145]); work engagement also fully mediated the relationship between role overload and job dedication (ß = -.239, p < .001, 95% CI: [-.302, -.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (ß = -.171, p < .001, ß = -.154, p < .001 and ß = -.175, p < .001, respectively). CONCLUSIONS: Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. IMPLICATIONS FOR NURSING MANAGEMENT: Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.

Work Performance, Mood and Sleep Alterations in Home Office Workers during the COVID-19 Pandemic.

The sudden burst of the COVID-19 pandemic has changed the work environment in favor of remote working, affecting the perception of work quality, satisfaction and performance. This crisis has also influenced workers' mood, sleep quality and general perception of everyday life. Our main purpose in this study was to give empirical contributions about home office workers experiencing remote working during the pandemic by assessing mood spectrum variations, sleep disturbances and the general impact of pandemic in everyday life. This cross-sectional study was performed between November and December 2020 through an online questionnaire. Participants were office workers performing remote work from workstations settled at home. The questionnaire investigated sociodemographic characteristics, health factors, perception of remote working, mood spectrum, sleep quality and pandemic context perception. The sample consisted of 94 respondents: 63 women and 31 men; the mean age was 50.4 years. Study population showed great satisfaction for remote working performance and online services for video connections. Only one third of the participants reported higher levels of irritability and loneliness and 16% of women complained of nightmares. Most of participants stated that the pandemic importantly affected daily life (85.1%). Half of female subjects with children <18 years stated that children's age influenced their work performance. Since the pandemic is still an ongoing issue, the lesson learnt is that local government actions are needed to assist home office workers through tailored programs to support families. Given the central role of women in childcare, female workers would mainly benefit from social support accordingly to their parental tasks and remote work organization.

Vision 2020: How Caregiving and Work Productivity Outlook Shifted for Academic Pediatric Faculty.

Background: The coronavirus disease 2019 (COVID-19) pandemic has affected both home and work routines and may have exacerbated existing inequities. The objectives of this study were to describe pediatric faculty work productivity and caregiving responsibilities during the pandemic, identify groups at risk, and better understand mitigation strategy preferences. Materials and Methods: We conducted a cross-sectional electronic survey of Department of Pediatric faculty. Responses were analyzed by demographic data as well as academic context. Results: Women (p = 0.003) and junior faculty (p = 0.02) reported greater increases in caregiving responsibilities than men and senior faculty during the pandemic compared with the previous year. Faculty perceived a worse one-year outlook for their research than for their teaching or clinical responsibilities (p < 0.01). More than a third (37%) of faculty reported wellness concerns affecting job performance, which was more common among those with increased caregiving responsibility (p = 0.01). Junior faculty (p = 0.01) and those whose increased caregiving (p = 0.01) were two and threefold more likely to report that their caregiving responsibilities would affect promotion, for those likely to go up for promotion within 10 years. Preferred mitigation strategies included clear communication of expectations by leadership, acknowledging the need for adjustments in expectations, flexible work hours, and allowances for an off-line day. Conclusion: Pediatric faculty with increased caregiving responsibilities and junior faculty are at highest risk for the pandemic, affecting their readiness for promotion. Wellness concerns by faculty could affect work performance. Researchers report a worse 1-year outlook than the other groups. Faculty identified preferred strategies to potentially assist in maintaining their productivity.

Moderating Effect of Burnout on the Relationship between Self-Efficacy and Job Performance among Psychiatric Nurses for COVID-19 in National Hospitals.

Background and Objective: The unprecedented spread of infectious diseases, such as the COVID-19 pandemic, in psychiatric units has affected the self-efficacy, burnout, and job performances of psychiatric nurses. We conducted a survey to investigate the moderating effect of burnout on the relationship between the self-efficacy and job performances of psychiatric nurses. Materials and Methods: Validated and structured questionnaires were used to collect data from 186 nurses in psychiatric units for COVID-19. The data were analyzed using descriptive statistics, Pearson's correlation coefficient, and a series of multiple linear regression analyses based on Baron and Kenny's method using the SPSS 26.0 program. Results: Job performance was positively correlated with self-efficacy (r = 0.75, p < 0.001) but had no significant correlation with burnout (r = -0.11, p = 0.150). Self-efficacy was negatively correlated with burnout (r = -0.22, p = 0.002). Burnout among psychiatric nurses had significant moderating effects on self-efficacy and job performance (ß = -0.11, p = 0.024). Conclusions: These findings indicate a need to prevent burnout and to enhance self-efficacy in psychiatric nurses to increase their job performances and serve as a basis for establishing strategies to deploy medical staff in the future.

Mediating Effects of Psychological States on Work Performance of Visiting Nurses According to COVID-19 Workplace Quarantine Measures: A Multi-Group Path Analysis Study.

This multi-group path analysis study investigated the effects of verbal abuse (suspicion of infection and disrespect) on difficulties in work performance according to the workplace quarantine measures of visiting nurses during the COVID-19 pandemic. A total of 262 visiting nurses in Korea completed the online questionnaire between 10 October and 30 November 2020, and their data were included in the final analysis. The study found that experiences of verbal abuse mediated fear and anxiety to affect difficulties in work performance. In the path model of the group with a high level of workplace quarantine measures, experiences of verbal abuse (suspicion of infection and disrespect) did not directly affect fear. The opposite was true for the group with low levels of workplace quarantine measures. The implications for the field are that the following is required: heightened awareness of verbal abuse; workplace quarantine policies; and mental health management systems and intervention programs to detect the early fear and anxiety of visiting nurses.

The challenges of lockdown for early-career researchers.

Thousands of UK doctoral students and early-career researchers shared the repercussions of lockdown on their work and wellbeing.

The Power of Family Support: The Long-Term Effect of Pre-COVID-19 Family Support on Mid-COVID-19 Work Outcomes.

While COVID-19 has triggered a vast amount of research on the effect of the pandemic on employee outcomes, little information is known about how the family-to-work interface affects long-term work outcomes during the pandemic. Drawing on the work-home resources model, this study proposes that family support provided before the onset of COVID-19 has a positive indirect effect on job performance and organizational citizenship behavior (OCB) after the onset, by decreasing emotional exhaustion. To test this proposition, we collected two-wave data from 211 South Korean employees over a 17-month period. As predicted, after controlling for employees' pre-COVID-19 emotional exhaustion, job performance, and OCB, pre-COVID-19 family support was found to exert a significant indirect effect on mid-COVID-19 job performance (b = 0.024, 95% CI = [0.003, 0.071], abcs = 0.027) and OCB (b = 0.031, 95% CI = [0.001, 0.084], abcs = 0.033), through mid-COVID-19 emotional exhaustion. This finding suggests that family support has a positive longitudinal effect on work outcomes for employees during the pandemic.