Positive Organizational Psychology Factors as Serial Multiple Mediators of the Relationship between Organization Support and Job Satisfaction Among Peer Support Specialists.
Jia Rung Wu, Kanako Iwanaga, Fong Chan and 5 others
PMID 35933569WHAT IT FOUND
Perceived organizational support was linked to higher job satisfaction in peer support specialists, but this link was fully explained by three workplace factors: autonomous motivation, work engagement, and organizational commitment.
Direct support alone did not predict satisfaction once these factors were accounted for.
Key findings
01Perceived organizational support was positively associated with job satisfaction (r = .64), autonomous motivation (r = .57), work engagement (r = .56), and organizational commitment (r = .47).
02The direct effect of organizational support on job satisfaction was not significant after controlling for the mediators, indicating complete mediation by autonomous motivation, work engagement, and organizational commitment.
03Significant indirect effects were found for organizational support on job satisfaction through autonomous motivation, work engagement, organizational commitment, and the sequence of work engagement then organizational commitment.
STILL TO COME
How it was doneWhat they foundWhat it means for OTs
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What it does not show
The study used a non-random convenience sample, which may limit generalizability. The design was cross-sectional, so causality and the direction of effects cannot be determined. All data were self-reported, which introduces potential social desirability bias. Participants were recruited via online surveys, which may skew results toward those with higher technology access and skills. The sample was predominantly female and Caucasian, though this reflects the current national demographic of peer support specialists.
Declared interests
The authors declared no relevant financial interests. The study was supported by the U.S. Government and NIH (Extramural).
The easy way to misread this
Do not interpret the lack of a significant direct effect between organizational support and job satisfaction as evidence that organizational support is unimportant. The analysis shows that support works indirectly by fostering autonomous motivation, engagement, and commitment; removing support would likely reduce these mediators and thus lower satisfaction.