Does perceived supervisor support reduce turnover intention? The mediating effects of work engagement among healthcare professionals.

Abstract: Abstract The recent advancements in digital technologies have made remote work a core aspect of modern organizations, bringing opportunities and challenges for employee well-being. Drawing on the Job Demands-Resources model, the study investigates key stressors undermining employees’ well-being within digitalized settings. Fuzzy total interpretive structural modeling (F-TISM) and MICMAC analysis are employed to understand the hierarchical interrelationship and classify the stressors according to their driving and dependence power. The findings reveal low supervisor support, unrealistic supervisor expectations, digital overload, digital fatigue, and constant connectivity as critical drivers undermining remote workers’ well-being in these work practices. The proposed health impairment process of the JD-R model provides theoretical insights into how high job demands in digitalized settings undermine the well-being of remote workers, amid the growing emphasis on digital transition and flexible work models. The developed decision model provides actionable insights for practitioners and policymakers.

Abstract: Background With the acceleration of coal mine intelligence transformation, new generation miners (NGM) are gradually becoming the main force of production. The correlation between their work alienation (WA) and unsafe behavior (UB) has become a core challenge of safety management. Objective This study aims to explore the influence mechanism of WA on NGM’ UB and test the mediating function of organizational identification (OI) and work engagement (WE) as well as the moderating effect of psychological capital (PC). Methods This study takes 355 NGM from Shanxi Datuhe Coking Co., Ltd in China as a sample, adopts the structural equation model and Bootstrap method to conduct data analysis, and examines the relationship between variables and their function mechanism. Results WA is significantly positively correlated with UB; OI and WE independently mediate this relationship, with empirical evidence of chain mediation under generational characteristics in high-risk industrial settings. PC significantly moderates the negative impact of WA on OI and WE, and individuals with high PC can effectively buffer the negative impact of alienation. Conclusions The study innovatively integrates PC theory with JD-R model, revealing WA affects NGM’ UB through OI and WE sequentially. PC buffers WA's negative influence on these mediators particularly in high-risk industries. Strengthening OI, enhancing WE, and cultivating miners’ PC can mitigate alienation's adverse outcomes, providing strategic insights for coal mine safety management.

TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).

TL;DR: The results indicate an increased maturity of the IS field in using PLS-SEM for model complexity and formative measures and not just small sample sizes and non-normal data and demonstrate the continued use and acceptance of PLS -SEM as an accepted research method within IS.

TL;DR: In this article, a comparison between covariance-based (CB-SEM) and variance-based partial least squares (PLS-Sem) was conducted. And the results showed that CB-SEMS was substantially better than PLSSEM when comparing variance explained in the dependent variable indicators.

TL;DR: Results demonstrate that media multitasking, a rapidly growing societal trend, is associated with a distinct approach to fundamental information processing, with heavy media multitaskers more susceptible to interference from irrelevant environmental stimuli and from irrelevant representations in memory.