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Primary School Teachers’ Resilience during the Economic Crisis in Greece  [PDF]
Anastasia Botou, Iro Mylonakou-Keke, Ourania Kalouri, Nikolaos Tsergas
Psychology (PSYCH) , 2017, DOI: 10.4236/psych.2017.81009
Abstract: The economic crisis has had economic, social and professional consequences on teachers with the result that challenges and adversity they face have significantly increased. Resilience helps the individual face these adversities and difficulties and is built through the individual’s dynamic interaction with his/her environment. In order for teachers to face increased challenges and setbacks created by the economic crisis they are required to have resilience. This paper presents a research carried out in Greece aiming to assess the correlation between resilience of primary school teachers who work in Athens (the capital of Greece) and the parameters that are associated with the economic crisis. The present research has found that more than half of primary school teachers who participated in it show moderately high and high resilience and at the same time a very small percentage has very low and low resilience. Furthermore, the Greek teacher’s resilience has been influenced by the economic crisis at a moderate level. It seems that teachers in Athens, despite the fact that they have been experiencing difficulties due to the crisis, are still facing them at a good level. An important finding is that the Greek teacher’s resilience is very highly correlated to his/her relationship with his family and his/her colleagues. In Greece family nexus is still very strong. The Greek teacher is supported by a strong network of relationships that s/he establishes with his/her family members and his/her colleagues. This network of relationships seems to support and strengthen the features that make up resilience.
A Study on the Influence of Team Members’ Social Media Interaction Perception on Employee Creativity  [PDF]
Zhiqiang Huang, Saichao Chang, Jianhua Wu
American Journal of Industrial and Business Management (AJIBM) , 2017, DOI: 10.4236/ajibm.2017.711086
Abstract: Based on the questionnaire of 252 employees, this paper explores the relationship between social media interaction and employee creativity, which is influenced by the mediating effect of colleagues’ trust and the moderating role of supporting organizational culture. The study found that: 1) Social media interaction among team members has a significant positive impact on employee creativity; 2) Social media interaction among team members indirectly influences employee creativity through trust; 3) The supporting organization culture regulates the relationship between social media interaction among team members and trust among them. That is to say, the higher level of the supporting organizational culture the employees perceive, the more obvious the influence of social media interaction among team members on the trust of colleagues is. This research not only enriches the theoretical research on the relationship between social media interaction and the internal stakeholders (employees) of the enterprise, but also has important guiding significance to the practice of organization management.
Can Supervisor Support Mitigate the Impact of Colleague Exclusion on Silence Behavior?—A Moderated Mediating Model  [PDF]
Yali Chen
Open Journal of Social Sciences (JSS) , 2018, DOI: 10.4236/jss.2018.610011
Abstract: In this study, we explored the generation and influence mechanism of employees’ silence behavior from the perspectives of different relationship with colleagues and leaders. A questionnaire survey was conducted among 226 employees to investigate the possibility of employees’ silence behavior in organizational situations. The results of regression analysis show that: 1) Colleagues’ exclusion has a significant positive effect on employees’ silence behavior; 2) Psychological security has a significant negative effect on employee silence behavior, and psychological security plays a part mediating role between colleagues exclusion and silence behavior; 3) Supervisor support has a significant negative moderating effect on the relationship between colleague exclusion and psychological security.
The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa
Lena-Mari van Schalkwyk,Crizelle Els,Ian Rothmann (Jr)
South African Journal of Human Resource Management , 2011, DOI: 10.4102/sajhrm.v9i1.384
Abstract: Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation. Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa. Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention. Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention. Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention. Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged. Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention. How to cite this article: Van Schalkwyk, L., Els, C., & Rothmann, S. (Jr). (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 9(1), Art. #384, 13 pages. http://dx.doi.org/10.4102/sajhrm.v9i1.384
The Management of Work Satisfaction among Sports Teacher  [PDF]
Jaffry Bin Zakaria, Muhammad NorSyafiq Bin Omar, Romi Mardela
Open Access Library Journal (OALib Journal) , 2019, DOI: 10.4236/oalib.1105376
Teachers are very important to the community and nation especially in school. They help students with their full responsibility to make sure stu-dents get the best result in their exams. Teachers give their full commitment during their class hours and sometimes also during school holidays. It truly for sure needs to help students get all the information and knowledge to prepare for their exams. But, dissatisfaction among them nowadays is needed to see in clear view for ministry. According to [1], there are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leaderships and social relationships and the job itself. Why they do not satisfy with the job? This paper discusses job satisfaction among sports teacher in primary school at Kulim district in Malaysia.
A Multi-Island Situation Without the Ocean: Tutors' perceptions about working in isolation from colleagues
Ilse Fouche
International Review of Research in Open and Distance Learning , 2006,
Abstract: Distance education is generally seen as a very isolating experience for students, but one often forgets that it can be an equally isolating experience for teaching staff who oftentimes work in isolation from colleagues. This study examines the experiences of nine tutors at the Reading and Writing Centres of one of the 10 biggest universities in the world, Universtiy of South Africa (Unisa). The tutors work at different Regional Offices across South Africa. This study examines both quantitative data (closed-ended questions) and qualitative data (open-ended questions) obtained from questionnaires. This study seeks to determine to what extent administrative support, professional development support, and colleague support influence tutors’ feelings of isolation. This paper takes the position that if feelings of isolation are curbed, staff retention will be improved, which means that the university can retain valuable experience. Findings show that contact with and collaboration between and among colleagues significantly decrease feelings of isolation. Other important methods of curbing isolation are regular training and continuous administrative support.
Regulation Effect Model of Sports Coaches’ Work-Family Conflict

- , 2015, DOI: 10.19582/j.cnki.11-3785/g8.2015.03.015
Abstract: 摘要:为了探讨家庭友好政策、个人应对风格(直接行动、建议寻求、积极思考、认知评价)在前因变量与工作-家庭冲突间的调节效应,以及上司支持、同事支持、家庭支持在工作-家庭冲突与后果变量间的调节效应。采用调查问卷对320名竞技运动教练员进行调查,对257份有效问卷进行信度分析表明调查问卷具有较好的信度。线性层次回归分析表明:个体层面的个人应对风格(直接行动、建议寻求和认知评价)对家庭压力源和家庭→工作冲突之间的关系起调节作用。家庭层面的家庭支持对家庭→工作冲突和个人成就感维度之间的关系起调节作用。组织层面的家庭友好政策能调节前因变量与工作-家庭冲突间的关系:对工作压力源和工作→家庭冲突之间的关系起调节作用、对工作投入和工作→家庭冲突之间的关系起调节作用、对家庭压力源和家庭→工作冲突之间的关系起调节作用,对家庭投入和家庭→工作冲突之间的关系起调节作用;上司支持对工作→家庭冲突和工作满意度之间的关系起调节作用;同事支持对工作→家庭冲突和情感疏远之间的关系起调节作用。
Abstract: The purposes of this study were to explore the regulation effects of family-friendly policies and individual coping styles (direct action, advice seeking, positive thinking, and cognitive reappraisal) on the relationship between antecedents and work-family (W→F) conflict, and explore the regulation effects of supervisor support, colleague support and family support on the relationship between W→F conflict and outcomes. Three hundred and twenty sports coaches were investigated by questionnaire; the reliability of 257 effective questionnaires was good. Result of regression analysis indicates that individual coping styles (direct action, advice seeking and cognitive reappraisal) can regulate the relationship between family stressors and F→W conflict; family support can moderate the relationship between F→W conflict and personal accomplishment; family-friendly policies from organization can regulate the relationship between antecedents and work-family conflict; family-friendly policies can moderate the relationships between job stressors and W→F conflict, between job involvement and W→F conflict, between family stressors and F→W conflict, and between family involvement and F→W conflict; supervisor support can regulate the relationship between W→F conflict and job satisfaction; colleague support can moderate the relationship between W→F conflict and depersonalization
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