Perceived social support and presenteeism among healthcare workers in China: the mediating role of organizational commitment.
10.1186/s12199-019-0814-8
- Author:
Tianan YANG
1
;
Tengyang MA
1
;
Pucong LIU
1
;
Yuanling LIU
2
;
Qian CHEN
3
;
Yilun GUO
1
;
Shiyang ZHANG
4
;
Jianwei DENG
5
Author Information
1. School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China.
2. Human Resources Department, Guangdong Women's and Children Hospital, Guangzhou, 510180, China.
3. Medical Affairs Department, Peking Union Medical College Hospital, Beijing, 100010, China.
4. Hospital Infection Management Department, The First Affiliated Hospital of Xiamen University, Xiamen, 361003, China.
5. School of Management and Economics, Beijing Institute of Technology, Beijing, 100081, China. 111605@bit.edu.cn.
- Publication Type:Journal Article
- Keywords:
Coworker support;
Healthcare worker;
Organizational commitment;
Presenteeism;
Supervisor support
- From:Environmental Health and Preventive Medicine
2019;24(1):55-55
- CountryJapan
- Language:English
-
Abstract:
OBJECTIVES:We assessed the role of social support in presenteeism by examining organizational commitment among Chinese healthcare workers.
METHODS:One thousand four hundred thirty-four healthcare workers from 6 hospitals in 4 Chinese cities completed a questionnaire measuring presenteeism, social support, and organizational commitment. With organizational commitment as the mediator, regression analyses and structural equation modeling were used to test the model.
RESULTS:Organizational commitment was directly inversely associated with presenteeism (β = - 0.42, p < 0.001). Coworker support was moderately but significantly inversely associated with presenteeism (β = - 0.15, p < 0.001), but the path from supervisor support to presenteeism was not significant (β = 0.05, p > 0.05). The correlation between supervisor support and coworker support was significant (β = 0.71, p <0.001). Supervisor support and coworker support were significantly positively associated with organizational commitment (β = 0.41, p < 0.001, and β = 0.14, p < 0.001, respectively).
CONCLUSIONS:Supervisor support was more important in promoting organizational commitment, while coworker support was more effective in reducing presenteeism. The mediating effect of organizational commitment was significant.
