PurposeOrganizational justice and its impact on employee commitment have received a lot of attention these days. The objective of this study is to see the effect of job satisfaction as a mediator in the relationship between organizational justice and employee commitment. Also, the role of academic rank as a moderator in the model is probed.Design/methodology/approachA moderating mediation structural equation model was used for randomly collected cross-section data on 285 employees from public universities in Ethiopia. Necessary condition analysis (NCA) was employed to check the importance of the variables. The Gaussian copula approach was used to check endogeneity in the structural model.FindingsNCA confirms the importance of organizational justice and employee satisfaction as the independent variables. The Gaussian copula approach reveals no endogeneity problems in the structural model. The results supported the partial mediating role of job satisfaction in organizational justice and academic staff’s commitment. Moreover, though staff rank is not a necessary condition, it plays the role of moderator in the relationship between academic staff’s job satisfaction and commitment.Practical implicationsThis paper affirms that public institutions must implement fair initiatives and procedures to promote academic staff satisfaction and commitment.Originality/valueThis is the first study to check the job rank as a moderator in the model comprising organization justice, employee commitment and satisfaction. Moreover, application of NCA and Gaussian copula adds to methodological innovation.

Organizational justice, job satisfaction and academic rank: a moderating mediation study on employee commitment in Ethiopian public universities

This study used gender-sensitive research to investigate stress levels and stressors among pre-service teachers. The differences and similarities in stress levels between male and female pre-service teachers were studied. There were five significant findings: 1) both male and female pre-service teachers had high-stress levels; 2) male pre-service teachers had higher stress levels than females; 3) male pre-service teachers' stress has a strong relationship with their ages, while it was not for female pre-service teachers; 4) male pre-service teachers preferred to undertake their placement and commence their teaching career in middle or higher year level sectors, while female students preferred to teach in middle or lower year level sectors; and 5) while male and female students had similar knowledge about available support, their expectations of support were different. These findings can inform future gender-appropriate support mechanisms for pre-service teachers, leading to better retention in their studies and future career. 

/pdf/gender-and-stress-levels-among-pre-service-teachers-2yh0c1t3.pdf

Gender and Stress levels among Pre-Service Teachers

Background: This study aimed to fill a gap in the existing literature by investigating burnout among Chinese social workers during and after the COVID-19 pandemic. Although a large number of studies have examined the impact of the pandemic on healthcare workers, there are relatively few studies on social workers. Method: Using a non-matched repeated cross-sectional design, this study surveyed frontline social workers who were engaged in COVID-19 prevention and control efforts at two time points: during the pandemic in 2022 (606 respondents) and after the pandemic period in 2023 (336 respondents). The collected data were analyzed to understand changes in burnout and work overload, and the moderating effects of professional identity and organizational support. Results: The analysis showed that social workers experienced moderate levels of emotional exhaustion and depersonalization, along with a drop in personal accomplishment during and after the pandemic. Work overload was a key factor contributing to burnout. Both organizational support and professional identity played roles in moderating the effects of work overload on burnout, but their influences varied over time. During the pandemic, professional identity helped buffer the impact on emotional exhaustion and depersonalization, while organizational support was more effective in moderating personal accomplishment. After the pandemic, organizational support played a more comprehensive moderating role across all burnout dimensions, whereas professional identity only has a weak effect on depersonalization. Conclusion: This study underscores the important role of professional identity during crises and highlights the significance of organizational support in transition to a post-crisis environment. These insights are valuable for policymakers and practitioners aiming to reduce burnout and improve the well-being of social workers. 

Work overload and burnout among chinese social workers during and post-covid-19: the impact of organizational support and professional identity

Lived Experiences on Wellbeing of University Teachers in The New Normal: Basis for Psychosocial Support Services

The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector.

How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

PURPOSE
Based on an approach to psychological health at work and on social exchange theory, this study tested the relationships between the four dimensions of organizational justice (distributive, procedural, interpersonal, and informational), supervisor and coworker support, resilience and psychological well-being (PWB).


METHOD
Using a cross-sectional design with one measurement, a sample of 369 French social workers responded to an online questionnaire. Analysis were based on correlations, and on mediations with Hayes and Preacher's (2014) method.


RESULTS
The results showed that satisfaction of the three psychological needs, procedural justice, supports, and resilience explained PWB. Mediation analyses showed that satisfaction of the need for autonomy played a mediating role between interpersonal justice, procedural justice, and PWB. Satisfaction of the needs for competence and autonomy played a mediating role between coworker support and PWB. Satisfaction of the three needs played a mediating role between resilience and PWB.


DISCUSSION AND CONCLUSION
The results pointed out the relevance of need satisfaction in predicting PWB. These findings confirm the relevance of justice, support, and resilience for social workers' well-being, and of the importance of need satisfaction that plays a critical role.

Impact of Organizational Justice, Support, Resilience, and Need Satisfaction on French Social Workers' Psychological Well-Being.

Abstract There is a gap in the literature for how organizational and individual factors affect teachers’ adjustment. This study, focused on teachers, attempts to fill this lack by examining the extents to which psychological need satisfaction acts as a mediator between organizational justice, resilience, and teachers’ adjustment to work. We based this study on the predictive model of psychological health at work, psychological adjustment theory, and self-determination theory which argue that individuals have a sense of well-being at work if it promotes the satisfaction of their needs for autonomy, competence, and relatedness. We tested our model in the education sector. Using a cross-sectional design, we asked French teachers (N = 393) to fill in a one-step self-report questionnaire. Mediation analyses showed that satisfaction of the three needs played a mediating role between organizational justice and job adjustment, and between resilience and job adjustment.

Teachers’ adjustment to work: Effects of organizational justice and teacher resilience via psychological need satisfaction

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Impact of Organizational Justice, Support, Resilience, and Need Satisfaction on French Social Workers' Psychological Well-Being.

Teachers’ adjustment to work: Effects of organizational justice and teacher resilience via psychological need satisfaction