THE EFFECT OF ORGANIZATIONAL SUPPORTS ON JOB PERFORMANCE IN CONSTRUCTION PROJECTS

Abstract

Purpose. The main aim of this study is considering on the effect organizational support as antecedent of job performance. Furthermore, this study focused on the effect of intrinsic and extrinsic motivation as mediators in the relationship between organizational support and job performance. Methodology. This study conducted in Iran. Data were collected from full-time employees of construction projects by using questionnaire in two times with the time lag of three weeks. Seven project managers assisted in data collection procedure and 216 responses were usable. Questionnaire subjected to back-translation process and 21 employees targeted for pre-study. Cronbach’ alpha and exploratory factor analysis confirmed the existence of reliability and validity of questionnaire. Correlation analysis tested the direct relationships between variables and regression analysis assessed the mediation effect. The method of Baron and Kenny (1986) considered for mediation analysis. Results. Findings of this study indicated the significant positive association between all variables in this study. Organizational support has significant positive effect on intrinsic motivation, extrinsic motivation and job performance. Also there are significant positive relationships between both intrinsic and extrinsic motivation and job performance. Furthermore, this study showed intrinsic and extrinsic motivation partially mediate the relationship between organizational supports and job performance. The theoretical contribution. There are several studies that focused on the effects of work environment on job outcomes; but such studies in field of construction projects are rare. Also there are limited studies which focused on the importance of human resource management on the success of these projects; therefore to fill the gap, this study considered on the effect of organizational support on intrinsic motivation, extrinsic motivation and job performance. Practical implications. It is necessary that managers pay consideration to employees’ needs- monetary and nonmonetary- at the real time to enhance their job performance. For this reason managers must focus on claims arising from the deferred salary and also offering promotion to employees. Also managers should plan to minimize delayed payments. Creating an environment which employees achieve career promotion can be helpful to enhancing job performance.