Influence Of Organizational Support Research Articles

Enhancing Faculty Work Productivity through Organizational Support and Servant Leadership with the Mediating Role of Work Motivation: A Study Case at University of Muhammadiyah Jakarta

This study aims to examine the influence of organizational support and servant leadership on work productivity, both directly and indirectly through work motivation as a mediating variable. A quantitative approach with a survey method was employed by involving 164 permanent faculty members of the University of Muhammadiyah Jakarta as the sample. Data collection techniques was conducted using questionnaires, and path analysis was performed for data analysis. The results indicate that organizational support (β = 0.309), servant leadership (β = 0.375), and work motivation (β = 0.149) have a direct positive, and significant influence on work productivity. Additionally, organizational support (β = 0.338) and servant leadership (β = 0.303) also exert a direct positive and significant influence on work motivation. Work motivation mediates the relationship between organizational support (β = 0.050) and servant leadership (β = 0.045) on work productivity, although this mediating influence is less effective than the direct influences, which are more dominant. The findings offer recommendations for faculties and stakeholders to enhance work productivity in achieving the Three Principles (Tri Dharma) of Higher Education through strategies that strengthen organizational support, servant leadership, and work motivation.

The Influence of Organizational Support and Proactive Personality on Employee Creativity Mediated by the Meaning of Work at PT Sumitan Artha Valutama

This research aims to determine the effect of 1) organizational support and proactive personality on the meaning of work, 2) organizational support and proactive personality on employee creativity, 3) meaning of work on employee creativity, 4) organizational support for employee creativity through meaning of work 5) proactive personality on employee creativity through meaningful work. The research was conducted at PT Sumitan Artha Valutama with a research sample of 50 respondents. The sampling technique uses a saturated sample technique. The data analysis method uses descriptive analysis and path analysis. The results of the research show that: 1) there is a positive and significant direct influence of organizational support and proactive personality on the meaning of work, 2) there is a positive and significant direct influence of organizational support and proactive personality on employee creativity, 3) there is a positive and significant direct influence of meaningful support work on employee creativity, 4) there is no influence of organizational support on employee creativity through meaning of work. 5) there is no influence of proactive personality on employee creativity through the meaning of work.

Roles of organizational flexibility and organizational support on service innovation via organizational learning – A moderated mediation model

The study aims to determine if organizational flexibility and support generate innovation in IT solutions, providing firms with enhanced competitiveness. It also explores the mediating role of organizational learning in its flexibility and innovation dynamics and the moderating influence of employees' perceived organizational support on its flexibility and learning. The paper argues that the inimitable internal resources of flexibility, learning capabilities, and a supportive climate can help service-oriented firms innovate to enhance their competitive advantage. A quantitative approach was adopted to conduct a cross-sectional survey of 1350 IT solution-providing companies concentrating on Software Export zones based in India. The structural equation modeling technique was adopted to test the validity and reliability of the measurement models, followed by the proposed direct, mediating, and moderating relationships among organizational flexibility, learning, support, and service innovation. The findings illuminate the significant positive influence of firm-level resources of organizational flexibility on learning, leading to amplified innovation in its services. Additionally, perceived support from the organization's side towards the employees mitigates the positive relationship between organizational flexibility and organizational learning, indicating a negative association. This study also highlighted the untested influence of organizational support as a mitigator of learning in flexible organizations.

The Influence of Organizational Support and Turn of Duty on Performance Through Work Engagement in the Surabaya Transportation Department

The Influence of Organizational Support and Turn of Duty on Performance Through Work Engagement in the Surabaya Transportation Department

Increasing Teacher Innovativeness Through Strengthening Creativity, Organizational Support, Emotional Intelligence, And Information and Communication Technology (Ict) Literacy in Private Vocational School Gty Teachers in Bogor District

This research aims to produce strategies and ways to increase teacher innovativeness by strengthening the variables of creativity, organizational support, emotional intelligence, and information and communication technology (ICT) literacy as intervening variables. The research sample was 218 samples taken using stratified proportional random sampling of private vocational school GTY teachers in Bogor Regency. This research uses a survey method with a path analysis approach and SITOREM analysis. The results of this research can be concluded: 1). there is a direct influence of creativity on teacher innovativeness, 2). there is a direct influence of Organizational Support on Teacher Innovativeness, 3). there is a direct influence of Emotional Intelligence on Teacher Innovativeness, 4). there is a direct influence of Information and Communication Technology (ICT) Literacy on Teacher Innovation, 5). there is a direct influence of Creativity on Information and Communication Technology (ICT) Literacy, 6). there is a direct influence of Organizational Support on Information and Communication Technology (ICT) Literacy, 7). there is a direct influence of Emotional Intelligence on Information and Communication Technology (ICT) Literacy, 8). there is an indirect influence of Creativity on Teacher Innovation through Information and Communication Technology (ICT) Literacy, 9). the indirect influence of Organizational Support on Teacher Innovation through Information and Communication Technology (ICT) Literacy, and 10) the indirect influence of Emotional Intelligence on Teacher Innovativeness through Information and Communication Technology (ICT) Literacy. The results of the SITOREM analysis show that based on the priority order of improving teacher innovation, it is necessary to strengthen creativity, organizational support, and emotional intelligence. Creativity is to be strengthened, so it is done by enhancing indicators that are still weak, namely: smart (acting cleverly in looking for opportunities), habit ( behavioral habits in solving problems), originality (originality in developing something new or different), as well as maintaining or developing indicators: openness (open behavior in accepting new ideas and thoughts), interest (behavior interested in complex things), and persistent (acting persistently in trying), organizational support is to be strengthened, then this is done by improving indicators that are still weak, namely: providing justice and leadership support, as well as maintaining or developing indicators: respect from the organization and working conditions, emotional intelligence is to be strengthened, then this is done by improving indicators that are still weak, namely: emotional expression, optimism, empathy, as well as maintaining or developing indicators: adaptability, impulsive behavior, and relationships, information and communication technology (tik) literacy wants to be strengthened, so it is carried out by improving indicators that still weak, namely: user ability, knowledge of data communications, understanding of operational systems, as well as maintaining or developing indicators: understanding of computer application programs, understanding of computers, ability to operate computers, effectiveness and sustainability of use, and efficiency and capacity of use .

The Influence Of Organizational Support And Job Characteristics On Service Quality Through Innovation As An Intervening Variable

This Research Aims To Identify And Determine Efforts That Can Be Made To Improve Service Quality Through A Study of its relationship with Organizational Support, Job Characteristics and Innovation. The population of this study was 161 implementing employees at the Bogor Regency Food Crops, Horticulture and Plantation Service with a sample size of 115 people, whose determination used the Slovin formula with an error tolerance of 5%. Data was obtained using instruments in the form of questionnaires and analyzed using descriptive and inferential statistical analysis. The results showed seven positive and significant relationships. First, there is a positive and significant direct relationship between the variables Organizational Support and Innovation with a correlation coefficient of 0.347. Second, there is a positive and significant direct relationship between Job Characteristics and Innovation with a correlation coefficient value of 0.254. Third, there is a positive and significant direct relationship between Organizational Support and Service Quality with a correlation coefficient of 0.102. Fourth, there is a positive and significant direct relationship between Job Characteristics and Service Quality with a correlation coefficient value of 0.087. Fifth, there is a positive and significant direct relationship between Innovation and Service Quality with a correlation coefficient of 0.389. Sixth, there is a positive and significant indirect relationship between Organizational Support and Service Quality through Innovation with a correlation coefficient of 0.084. Seventh, there is a positive and significant indirect relationship between Job Characteristics and Service Quality through Innovation with a correlation coefficient of 0.104.

A STUDY ON ORGANIZATIONAL SUPPORT AND ITS IMPACT ON EMPLOYEE ENGAGEMENT

This study investigates the influence of organizational support on employee engagement The purpose of the study is to determine how much employee engagement is impacted by organizational support. It explores key factors influencing engagement to identify areas for improvement and enhance overall satisfaction and productivity. By evaluating existing engagement initiatives, the study assesses their effectiveness in motivating and retaining employees. Additionally, it analyzes the significance of employee recognition in fostering a positive work environment. The study aims to offer practical recommendations for enhancing organizational support. The study utilized surveys and statistical tools such as Mann-Whitney U test, Kruskal Wallis H test, methods to gather and analyze data. Through this investigation, the study aims to contribute to the development of strategies that promote a supportive and engaging workplace culture.

The Mediating Role of Devolved Management on the Influence of Organizational Support on Teacher Creativity

The Mediating Role of Devolved Management on the Influence of Organizational Support on Teacher Creativity

The Role of Organizational Support in Enhancing Lecturer Performance: The Role of Commitment as a Mediator and Lecturer Certification as a Moderator

This study aims to examine the influence of organizational support on the performance of lecturers, mediated by commitment, and moderated by lecturer certification. The research was conducted in the undergraduate program in the field of economics at private universities in Riau Province. The research method used was a survey with a questionnaire as the data collection instrument. The population and sample of the study consisted of 269 respondents. Data analysis was conducted using SEM-PLS. The results of the study indicate that organizational support has a significant effect on commitment. Organizational support also has a significant effect on performance, which is mediated by commitment. Furthermore, organizational support affects performance, which is mediated by commitment and moderated by lecturer certification. The implications of this research highlight the importance of private universities in Riau Province considering these factors in the management and development of human resources, especially lecturers, to improve the quality of education. This study provides theoretical and practical contributions to understanding the factors that influence lecturer commitment and performance.

A study of Creativity, Innovation and Performance of the Hospitality and Tourism Industry in Ibadan, Oyo State, Nigeria

The study examined the relationship between creativity, innovation, and performance of the hospitality and tourism industry in Ibadan, Oyo State. Lack of imagination and innovativeness in the hotel and tourism sectors in Oyo State is one of the reasons why the state is failing to establish itself as a worldwide player in the hospitality and tourism industries. The study specifically examined the influence of organizational support on performance of hospitality and tourism industry; ascertained the influence of new customer-firm interface on performance of hospitality and tourism industry. Works on creativity, innovation and performance of the hospitality and tourism industry in Ibadan, were reviewed. Descriptive research design was employed as the research methodology. Taro Yamane sample size formula was used to determine the sample size of 89 out of 481 study population. The findings revealed that the adjusted R square is 68.2%, which is a higher rate which supports the hypotheses, as it says that 68.2% the dependent variable was accounted for. F test result is also within the acceptance region which is higher than 10 points. The β is within the acceptance region which is higher than the generally accepted region of 0.020 with hypothesis two having a stronger beta than hypothesis one meaning that customer-firm interface has a very significant relationship to performance of the tourism and hospitality sector. Therefore, the study recommends that an increase attention should be paid by both researchers and practitioners to the question of how hotels might become more innovative.

Beyond ethics: How perceived organizational support amplifies the impact of ethical HRM on employee commitment and performance

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

The Influence Of Training And Work Environment On Employee Performance (Case Study: Tax Inspector at the Directorate General of Taxes)

There are many factors that can influence employees in an organization. The aim of this research is to find out how training and the work environment influence employee performance with competency as an intervening variable. The research method uses a quantitative approach with a questionnaire instrument, purposive sampling data collection techniques with 60 respondents, and Structural Equation Modeling (SEM) analysis methods. Based on the results of this research, it confirms: First, based on the results of this research, it confirms that training has a positive effect on employee performance. Statistical test results show that 65% of employee performance is influenced by training. Of the several indicator variables studied, it shows that the instructor's ability to provide training is the most important factor, followed by the training material factor. From the performance variables, it can be noted that achievement indicators are the strongest factor in employee performance, followed by employee behavior and characteristics. Second, the results of this research show that the work environment has a positive effect on employee performance. Statistical test results show that 46% of employee performance is influenced by the work environment. Of the several indicators studied, the influence of organizational support is the most important factor in the organizational environment, then peer relationships or support and the influence of superiors. Third, the results of this research note that employee competency has a positive influence on employee performance. Statistical test results show that 48% of employee performance is influenced by employee competency. Of the several indicators studied, employee skills/expertise are the most important factors in the competency variable, as are employee self-concept and attitudes. These three factors will have an important influence on employee performance. Keywords: Training, Work Environment, Employee Performance

The Influence of Training And Work Environment on Employee Performance (Case Study: Tax Inspector At The Directorate General of Taxes)

There are many factors that can influence employees in an organization. The aim of this research is to find out how training and the work environment influence employee performance with competency as an intervening variable. The research method uses a quantitative approach with a questionnaire instrument, purposive sampling data collection techniques with 60 respondents, and Structural Equation Modeling (SEM) analysis methods. Based on the results of this research, it confirms: First, based on the results of this research, it confirms that training has a positive effect on employee performance. Statistical test results show that 65% of employee performance is influenced by training. Of the several indicator variables studied, it shows that the instructor's ability to provide training is the most important factor, followed by the training material factor. From the performance variables, it can be noted that achievement indicators are the strongest factor in employee performance, followed by employee behavior and characteristics. Second, the results of this research show that the work environment has a positive effect on employee performance. Statistical test results show that 46% of employee performance is influenced by the work environment. Of the several indicators studied, the influence of organizational support is the most important factor in the organizational environment, then peer relationships or support and the influence of superiors. Third, the results of this research note that employee competency has a positive influence on employee performance. Statistical test results show that 48% of employee performance is influenced by employee competency. Of the several indicators studied, employee skills/expertise are the most important factors in the competency variable, as are employee self-concept and attitudes. These three factors will have an important influence on employee performance.
 Keywords: Training, Work Environment, Employee Performance

Pengaruh Dukungan Organisasi, Pengembangan Karir terhadap Kepuasan Kerja dan Turnover Intention pada Karyawan Operasional PT. CRS ( Siantar Top Group, Tbk )

The purpose of this study examine and analyze the influence of organizational support, career development on job satisfaction and turnover intention employees PT. CRS (Siantar Top Group, Tbk) Surabaya. The approach used for this research is quantitative approach. Population in this research is operational employee of PT. CRS Surabaya. The instrument used in this study is a questionnaire consisting of a number of questions about organizational support, career development, job satisfaction, and turnover intention. The number of samples used in this study amounted to 117 respondents. Data were collected personally by distributing questionnaires to a number of respondents to obtain primary data. Data analyst technique uses path analysis. Based on the research results, and the discussion that has been described, it can be concluded that 1) Organizational support has a positive and significant impact on employee job satisfaction; 2) career development has a positive and significant impact on job satisfaction; 3) Job satisfaction has a positive and significant impact on turnover intention; 4) Organizational support has a positive and significant impact on turnover itention; 5) Career development has a positive and significant impact on turnover intention

The Influence of Organizational Support and Job Satisfaction on Organizational Citizenship Behavior with Organizational Commitment as an Intervening: A Study on CV Baby Cloudfoam

This research aims to analyze the influence of organizational support and job satisfaction on organizational citizenship behavior using organizational commitment interventions. The sample for this research consisted of 40 respondents who were CV employees. Dear Cloudfoam. The data collection technique used is a survey method using a research instrument in the form of a questionnaire. The variables used in this research are organizational support, satisfaction, organizational commitment and organizational citizenship. and organizational citizenship behavior. The outcome of this research provide confirmation for the CV. Cloudfoam Baby is designed to further increase organizational support and job satisfaction for organizational citizenship behavior as well as organizational support for organizational commitment so that it can influence organizational citizenship behavior and organizational commitment.

Organizational support, market access, and farmers' adoption of agricultural green production technology: evidence from the main kiwifruit production areas in Shaanxi Province.

Industrial organizations play a crucial role in transforming the production and management practices of smallholder farmers, encouraging the adoption of environmentally friendly production methods. However, limited studies have conducted comprehensive research examining how these industrial organizations effectively encourage farmers to adopt green production technologies. To address this research gap, this study examines the influence of organizational support on the adoption of agricultural green production technologies among 645 kiwifruit farmers in Shaanxi Province, northwestern China, using cross-sectional survey data from 2022. In addition, this research explores the mechanisms and heterogeneity in this impact. In our analysis, we estimated Probit models and mediation effect models, which show a positive influence of organizational support on farmers' adoption of these technologies. Notably, both institutional support and tool support have a more pronounced positive effect on this adoption. The mechanism analysis shows that organizational support facilitates farmers' adoption of these agricultural green production technologies by expanding their access to high-value markets. Furthermore, when considering heterogeneity among farmers, the study finds that organizational support has the most significant impact on the adoption of these technologies among farmers operating at a moderate scale. Moreover, our research highlights a technology linkage effect in the adoption process. Specifically, organizational support has a positive and significant effect on the adoption of technologies like bagging, physical control, and soil testing formulas, while also having a positive but statistically insignificant impact on technologies such as pollution-free pesticides and organic fertilizer substitution. In conclusion, the study proposes to increase assistance to industrial organizations, to play an influential role in guiding and driving farmers.

The Mediating Role of Work Meaning on the Influence of Organizational Support and Teacher Creativity

This research aims to determine and analyze the influence of organizational support on teacher creativity and the meaning of work as a mediating variable. This research was conducted at MI Mujahidin. This research is quantitative. Using an explanatory research approach with a survey approach. The questionnaire was prepared based on research variables: organizational support, teacher creativity and meaning of work. Research data was taken from 100 teachers who were the samples for this research. Data collection was carried out using random sampling techniques. Data analysis uses the Partial Least Square (PLS) approach using Smart PLS software. The results of hypothesis testing show that organizational support has a positive effect on teacher creativity. Institutional support can stimulate an increase in creative ideas for teachers. Organizational support has a positive impact on the meaning of work. Organizational support will increase the meaningfulness of performance. The meaning of work has a positive influence on teacher creativity. Educational institutions support teachers and stimulate creativity and innovation. The mediating meaning of work on the positive influence of organizational support on teacher creativity. Thanks to the support from all elements at school, teachers will feel more meaningful for themselves. Organizational support from the workplace, recognition and motivation make teachers further develop their creative ideas and think that their work is essential and brings meaning to their work.

THE INFLUENCE OF LEADERSHIP AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL SUPPORT IN THE REGIONAL OFFICE OF THE DIRECTORATE GENERAL OF TAXES (DJP) WEST JAKARTA

This research aims to: 1) determine the influence of leadership on organizational support, 2) determine the influence of job satisfaction on organizational support, 3) determine the influence of leadership on employee performance, 4) determine the influence of job satisfaction on employee performance, 5) determine the influence of organizational support on employee performance, 6) determine the influence of leadership on employee performance through organizational support, and 7) determine the influence of job satisfaction on employee performance through organizational support. The research was conducted at the West Jakarta Regional Office of the Directorate General of Taxes (DJP) with a research sample of 62 respondents. The sampling technique uses a proportional sampling technique. The data analysis method uses descriptive analysis and path analysis. The results of the research show that: 1) there is an influence of leadership on organizational support, 2) there is an influence of job satisfaction on organizational support, 3) there is an influence of leadership on employee performance, 4) there is an influence of job satisfaction on employee performance, 5) there is an influence of organizational support on employee performance, 6) there is no influence of leadership on employee performance through organizational support, and 7) there is no influence of leadership on employee performance through organizational support. The organizational support variable cannot mediate the leadership and job satisfaction variables on improving employee performance.

Influence of organizational support on the use of legal databases among lawyers in Ibadan, Oyo State, Nigeria

The emergence of information and communication technology did not exclude the legal profession from its disruptive impact, given rise to the availability of legal databases for legal researches therefore understanding understudying the factors that influences the use of these legal databases is crucial. This study at the organizational level investigated the organizational supports as factor that influences that use of legal databases among lawyers in Ibadan, Oyo State, Nigeria. The study adopted the descriptive survey design. Using Taro Yamane, the study arrived at a sample of 333 out of a population of 2000 lawyers in Ibadan, Oyo State, Nigeria. Questionnaire was used as instrument for data collection. Descriptive and inferential statistics were used to analyze the research questions and hypotheses respectively. The hypotheses were tested using p-values at 0.05 level of significance. The study found a moderate usage (Mean=2.8) of legal databases among lawyers. The test of hypothesis found that organization factors has a positive significant influence on use of legal databases (AdjR 2 =15.3, p=0.001 < 0.05). The study concluded that the place of organization supports in terms of provision of funds, training and retraining, mentoring are inevitable in enhancing quality usage of legal databases for optimum legal researches. It was recommended that law firms, and law schools should increase the frequency and depth of training programmes focused on the use of legal databases. Law firms should establish a training programme aimed at improving the 21st century information literacy skills of lawyers.

Wellness Programs, Perceived Organizational Support, and Their Influence on Organizational Performance: An Analysis Within the Framework of Sustainable Human Resource Management

The wellbeing of employee has become a challenge associated with working towards sustainable human resource management. This study, therefore, focuses on analyzing the role played by companies’ wellness practices as an important part of the social dimension of the “triple bottom line.” We hypothesize that these practices are linked to the employees’ perceived organizational support, and, simultaneously, to organizational performance, in addition to observing the mediating effects of job satisfaction and commitment. We tested the hypotheses by developing a questionnaire. The direct and mediating effects were analyzed using the Partial Least Square (PLS) structural equation technique. The results eventually obtained from 137 questionnaires provided evidence that wellness programs and perceived organizational support influence organizational performance, with mediating effects on job satisfaction and commitment. JEL Classification: L84, M12, M14