IMPACT OF SUPERVISOR SUPPORT AND HEPATITIS C STIGMA ON EMPLOYEE PERFORMANCE WITH MEDIATING EFFECT OF SELF EFFICACY AND PREJUDICE: EVIDENCE FROM PAKISTAN
Background: Stigmatization also excessively upsetting the people who are suffering from Hepatitis C. In employees perspective they suffers more when those patients stigmatizes in the working environment at this point they are at risk and any exploitation from their supervisors effect worsen then in...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Rand Publications
2021-06-01
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| Series: | The Rehabilitation Journal |
| Subjects: | |
| Online Access: | https://trjournal.org/index.php/TRJ/article/view/90 |
| Summary: | Background: Stigmatization also excessively upsetting the people who are suffering from Hepatitis C. In employees perspective they suffers more when those patients stigmatizes in the working environment at this point they are at risk and any exploitation from their supervisors effect worsen then in normal condition. Lack of resources, damage health and negative behaviour can directly impact the efficacy of employee. Objective: to determine the impact of supervisor support and hepatitis C stigma on employee performance with mediating effect of self-efficacy and prejudice. Methodology: A cross-sectional correlational study was conducted at different private and government hospitals of the Rawalpindi and Islamabad. The sample of n=242 hepatitis C (HCV) patients with age between 25-50 years, having 5-year experience and positive with HCV were included in the study were taken during June 2020 to March 2021. The HCV stigma scale, Supervisory support scale, prejudice scale, self-Efficacy scale and employee performance scale was used for data collection. . This data was analysed by SPSS version 20. Results: The mean age of participants was 33.3 ±10.5 years. A total of n=242 (85.10%) were males and n=36 (14.90%) were females. HCV stigma has negative correlation (with r=.45 p=.05) performance of employees through increased prejudice (r=.45, p=.04) and lower self-efficacy whereas (r=.45, p=.05) supervisory support can moderate this relationship to enhance the performance at the workplace (r=.45, p=.05). Conclusion: The positive effect of Supervisor Support is clear from the results. Hence, if the Supervisor Support invades the relationship of HCV Stigma and Self Efficacy and Prejudice and their ultimate impact on Employee Performance, it alters their impact.
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| ISSN: | 2521-344X 2521-3458 |