Organizational Support Theory Research Articles

The paramedic experience of return to clinical practice: A reflexive thematic analysis

Background The Australian paramedic workforce has significantly expanded and evolved in the past few decades. Professionalisation, increasing demand and evolving clinical practice have contributed to pressure on paramedics to meet community expectations of service delivery. Returning to clinical practice after an absence presents a substantial challenge for paramedics who will need to navigate this transitional phase while readjusting to the fast-paced environment of pre-hospital care. This study aims to explore and understand the experience of paramedics returning to clinical practice. Methods: Paramedics were invited to discuss their experiences returning to clinical practice in ambulance services within Australia. A qualitative reflexive thematic analysis was conducted utilising an inductive approach, underpinned by the theoretical framework of the organisational support theory. An experiential orientation was supported by a critical realist ontology, which intersected and overlapped with epistemological contextualism. Results: Three major themes were identified: (1) perceived organisational support, (2) the reality of flexible work, and (3) clinician identity. Theme one was further broken down into three sub-themes relating to structure, work engagement, and clinical support. Conclusions: Our findings provide insight into the lived experiences of paramedics returning to clinical practice. These experiences and challenges should inform the application of organisational policy and resource allocation to better support returning paramedics in the future. Strategies should include enhanced leadership capability, flexible work, robust clinical education, and structured programmes with in-built flexibility to reintegrate staff with an emphasis on communication and support.

Perspectives of Perceived Organizational Support (POS) Theory Towards Individual Happiness

Introduction: Organizations must take a proactive stance when it comes to their workers' welfare and well-being to demonstrate their best commitment in this regard.   Objective: This paper presents the descriptive data of organizational factors that contribute to staff happiness in one of the Malaysian Technical University Network (MTUN) clusters in Malaysia.   Methods: This study was conducted at one of the Malaysian Technical University Network (MTUN) clusters in Malaysia. It involved 20 respondents comprising academicians who had served more than 11 years. The session at the Round Table Discussion was organized to discuss the issues that were highlighted in the survey data.   Results and Conclusion: Analysis showed that the personal economy and personal appreciation dimension were among the highest contributors in determining employee happiness, followed by a support system, workstation environment, and trust. Furthermore, the discussion is related to the general aspect of Perceived Organizational Support Theory which supports the data analysis on individual happiness aspect in the institution of higher education.    Originality/Value: By emphasizing the role of factors such as support systems, workstation environment, and trust in determining employee happiness, the study provides valuable insights into the broader dynamics of the workplace. Understanding how these factors influence employee satisfaction can inform strategies for improving organizational culture and employee engagement. Hence, this finding is related to Sustainable Development Goal (SDG) 3: Good Health and Well-being because it focuses on individual happiness, which is closely tied to mental well-being and overall health, both of which are central to SDG 3.

Does Social and Organizational Support Moderate Emotional Intelligence Training Effectiveness?

Given the dearth of systematic research and inconclusive results regarding the effectiveness of emotional intelligence (EI) training in adult training, this study was conducted to evaluate the effectiveness of EI training. This study aimed to assess the effectiveness of EI training on learning and transfer outcomes, considering underexplored moderation of social and organizational support with experimental and longitudinal research design. Training transfer was measured through changes in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Participants self-assessed their OCB and CWB levels, while their supervisors also provided evaluations, allowing for separate analysis. Data, from a sample comprising 176 government officials, were collected across different periods and analyzed employing diverse analytical tools. The results revealed positive effects of EI training on training outcomes in both samples but positive moderation effect of social and organizational support on the effect of EI training on training outcomes was observed in the self-evaluation sample but not in the supervisor evaluation sample. The findings advance the debate on social exchange theory and organizational support theory by showing the boundary condition of their applicability. Furthermore, this study clarifies the impact of EI training on training outcomes by emphasizing the nuanced role of social and organizational support.

Value Commitment Influence on Turnover Intention, Mediated by Organizational Culture among Health Professionals in National Referral Hospitals in Kenya

The study aimed to determine the influence of value commitment on turnover intention among health professionals of public national referral hospitals in Kenya. Further, the study examined whether organizational culture mediates the effect of value commitment on the turnover intention of health professionals in public national referral hospitals in Kenya. The research designs used were descriptive and correlation. The designs assessed the relationship, effect, and mediation, where value commitment's influence on turnover intention and organizational culture mediation of value commitment's effect on turnover intention was tested. Theories that anchored this study included organizational support theory and theory Z. The Target population was all health professionals in public national referral hospitals in Kenya. The study used SPSS version 25 for scale accuracy. The findings of the study indicated that the value commitment relationship was significant. Value commitment and organizational culture relationships were also significant. The study found that organizational culture-mediated value commitment affects turnover intention. The study concluded that value commitment influences turnover intention among Kenya's health professionals in public national referral hospitals. It was also concluded that the effect of value commitment on turnover intention was mediated by organizational culture. The study recommended that boards of management in public national referral hospitals set standard operating policy that improves value commitment goals. Human resource managers should come up with practices that enhance the attitude change of employees to see that organizations succeed in achieving their goals. National Assembly should come up with a curriculum that trains health professionals on value commitment tenets that improve the performance of long-serving employees. 

The role of innovative work behavior and organizational support for business model innovation

While innovative work behavior sets the stage for organizational innovativeness, little is known about how innovative work behavior is related to business model innovation. This study analyzes how employees' innovative work behavior leads to business model innovation. Following the organizational support theory, we further examine that business model innovation is a function of individual innovative work behavior of the employee and the firm's ability to create an organizational environment in which these work behaviors can unfold and be translated into innovative output, such as business model innovation. Based on survey data from 154 firms, this study empirically finds that employee innovative work behavior is positively related to business model innovation. Further, we find that the effect of innovative work behavior on business model innovation is moderated through organizational support for innovation. However, the moderation reveals different results for low levels of innovative work behavior than for high values. For high values, we find that additional organizational support does not lead to more business model innovation.

Do expatriates adjust better when they seek advice from host country nationals? Role of perceived social costs and organizational support in advice-seeking

Our study examines the impact of perceived organizational support (POS) and perceived social costs (PSC) in advice-seeking on the relationship between expatriate advice-seeking from host country nationals (HCNs) and expatriate adjustment. We conducted two studies: (1) a field study with survey data collected from Indian expatriates in the U.S. and (2) an experimental study. Findings from our research reveal a significant three-way interaction between expatriate advice-seeking, POS, and PSC. Specifically, the moderating effect of POS was more pronounced among expatriates perceiving low social costs in seeking advice from HCNs. PSC emerged as a significant barrier to expatriate adjustment, outweighing the positive effects of high POS. However, when expatriates perceive low PSC in advice-seeking, organizational support becomes more effective compared to situations with high perceived social costs. This research advances the understanding of expatriate coping and organizational support theory by highlighting the boundary conditions of POS in facilitating expatriate adjustment.

Impact of Perceived Parental Leave Policies on Female Employees’ Job Satisfaction and Organizational Commitment: Mediating Effect of Job Satisfaction

Purpose – According to the perceived organizational support (POS) theory, when organizations value their employees’ efforts and support them with various systems, employees experience higher levels of job satisfaction (JS). Therefore, exploring the impact of awareness regarding the representative policy for female employees (FEs) in the work-life balance system, specifically the parental leave policy, on their JS and organizational commitment (OC) is significant. This study examines the mediating effects of JS and provides theoretical and practical implications. Design/Methodology/Approach – The 24th panel dataset from the Korea Labor Institute was used to control for several conditions. Among FEs (aged 20–40) suitable for this study, 2,092 respondents were selected, contrary to prior studies that have exclusively focused on FEs in private enterprises. Using these data, frequency, reliability, correlation, and regression analyses are employed. Findings – The analysis reveals that the perceived parental leave policy for FEs in private enterprises positively affects JS and OC. Notably, unmarried FEs also demonstrate a significant influence of parental leave policy awareness on JS. Moreover, JS partially mediates the relationship between FEs’ perceptions of the parental leave policy and OC. Research Implications – This study presents findings consistent with previous research that has empirically examined the positive impact of POS theory on JS. Additionally, contrary to prior studies, this study identifies a separate influence on unmarried women, highlighting the significant effect on JS by perceiving the potential for future organizational support, even if it is not currently available.

Linking Authentic Leadership with Follower Outcomes: Mediating Roles of Follower’s Hope and Perceived Organizational Support

Purpose – The primary objective of this study is to examine the impact of authentic leadership on follower outcomes. The research specifically aims to explore the role of two under-considered psychological factors – hope and perceived organizational support – in mediating the relationship between authentic leadership and its outcomes on followers. Design/Methodology/Approach – This study utilizes organizational support theory and hope theory as foundational frameworks. It employs an empirical approach to investigate how perceptions of authentic leadership influence followers’ individual motivational states and their perceived organizational support, ultimately affecting their outcomes. Findings – The research, which encompassed a study of 241 employees from various corporations in Korea, demonstrated that both hope and perceived organizational support significantly mediate the relationship between authentic leadership and follower outcomes. The results indicate that followers’ hope and their perception of organizational support play critical roles in linking authentic leadership to reduced turnover intentions and enhanced organizational citizenship behavior. Research Implications – This study contributes to the broader discourse on leadership and organizational behavior by highlighting the importance of psychological factors in the dynamics of leadership and its effects. The findings underscore the necessity of incorporating elements like hope and perceived organizational support in understanding and fostering effective leadership within organizations. The study also opens avenues for future research to explore these dynamics in different organizational contexts and cultures.

Impact of Organizational Culture and Values on Employee Engagement and Performance in Brazil

Purpose: The aim of the study was to investigate impact of organizational culture and values on employee engagement and performance in Brazil.
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: In Brazil, aligning organizational culture with employee values boosts engagement and performance. Collaborative and inclusive cultures are highly valued, as are well-being and development opportunities. Cultural sensitivity and trust-building are vital in the diverse Brazilian workforce. Overall, aligning culture with values enhances engagement and performance in Brazil.
 Unique Contribution to Theory, Practice and Policy: Social exchange theory, expectancy theory & organizational support theory may be used to anchor future studies on impact of organizational culture and values on employee engagement and performance in Brazil. Implement leadership development programs that emphasize the role of leaders in shaping and modeling the desired organizational culture and values. Develop regulatory guidelines that encourage organizations to integrate corporate social responsibility (CSR) into their values and culture.

ORGANIZATIONAL CHANGE AND EMPLOYEE WORK RELATED STRESS: EVIDENCE FROM CONSUMER GOODS INDUSTRY IN NIGERIA

This study aimed at to investigate the effects of organizational change on employee work related stress in the Nigeria Consumer Good Industry. The study adopted one specific objectives, research question and one research hypotheses. The study adopted survey research design method. The study used organizational support theory, The population of the study consists of one hundred (100) respondents. A random sample was used to select 38 employees and 62 employers. Questionnaire was the major instrument used for the study. Data collected was analyzed with mean and standard deviation, while t-test was used for test of hypotheses. The findingshows that work related stress that affects employee’s level of productivities of organization in Nigeria. It concluded that managers working in organizations are expected to motivate their workers in order to reduce stress from them. It is recommended those employees are encourage to avoid work-related stress that affect their commitment toward organizational change during production of consumers goods.
 Keywords: Organization, Change, Employment, Work Related, Stress,Evidence, Consumer, Goods, Industry, Nigeria.

Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

AbstractHotels are implementing green human resource management to achieve sustainable development in response to increasingly stringent environmental policies and to meet stakeholder expectations. This study aims to elucidate the impact of green human resource management (GHRM) on organizational citizenship behaviors (OCBs) implemented by hospitality employees in organizational, interpersonal, and customer contexts, respectively. Specifically, a mediation model with dual moderation from employees' personality, perceptual and cognitive perspectives simultaneously is proposed, which supported by organizational support theory, social identity theory and social cognitive theory. Structural equation modeling is used to evaluate 440 data collected from the Chinese hospitality industry based on conditional sampling method. This paper finds that GHRM can promote OCBs towards the organization and customers and perceived CSR has a mediating effect. Employees' environmental value positively moderates the promotion of perceived CSR through GHRM implementation, and the proactive personality positively moderates the relationship between perceived CSR and OCBs towards the organization and customers. The original value of the study lies in the simultaneous consideration of the three aspects of employees' cognition, perception, and personality, expanding the research perspective of GHRM and discovering the benefits beyond green that this green management model can bring. For hotel managers, this study helps them understand that GHRM brings hotels more than just green. Hotels should focus on matching potential employees' attributes with the organizational culture during recruitment and on improving employees' environmental value and proactive personality level during their subsequent training.

Workhorse or White Elephant? End User Acceptance of ERP System in a Shared Service Center

Businesses globally heavily invest in Enterprise Resource Planning (ERP) implementation to meet high customer demands and maintain competitiveness. Despite significant investments, underutilization hampers reaping the system's full benefits, leading to stagnant or adverse performance. Hence, this study aims to uncover reasons for the lack of end-user adoption of ERP systems. It focuses on the correlation between performance expectancy, effort expectancy, social influence, and organizational support in determining ERP system acceptance by end users. This study utilized a quantitative methodology. Data were collected from 392 respondents within a Malaysian shared service center. Multiple regression analysis was conducted employing the UTAUT model and perceived organizational support theory to evaluate and interpret the collected data. The study’s key findings include the significant positive association between performance expectancy and ERP system adoption, reinforcing the influence of effort expectancy on technology adoption. Despite its positive effects, social influence had little effect on end-user adoption. Additionally, it was observed that ERP system adoption was consistently facilitated by organizational support. This study confirms the essential factors that drive the adoption of ERP systems by end-users. It emphasizes the crucial role of leadership in prioritizing these elements for organizations to enhance user acceptance and ensure the successful implementation of ERP systems. Doi: 10.28991/HIJ-2023-04-04-013 Full Text: PDF

Determinants of Intention towards Digital Transformation Adoption: Evidence from Vietnam’s Public Sector

Purpose: Drawing on familiar concepts such as inclusive leadership and organizational support theories, and the input-mediator-output-input model, this study aims to explore civil servants’ intention towards digital transformation adoption in the public sector of Vietnam.   Method: This study takes the form of a case study of the Vietnam context and employs a quantitative method. A printed questionnaire was distributed to collect data from 892 civil servants. After excluding cases with missing data, 863 valid cases were used for data analysis. Primary data analysis was conducted using SPSS 20, Amos 20, and SMARTPLS version 4, which included descriptive statistics, testing the proposed model and hypotheses using the SEM approach, and conducting the importance-performance map analysis.   Findings: The current study revealed that inclusive leadership, government support, and organisational support have both direct and indirect effects on the intention towards digital transformation adoption through the partial mediating role of organisational innovative climate. Moreover, the importance-performance map analysis revealed that while organisational support is the most important factor, it has the lowest performance.   Originality: This study is pioneering in its use of the IMOI model to predict intentions towards technology adoption, particularly in the context of digital transformation, a new aspect in developing nations, including Vietnam. The study contributes to our understanding of digital transformation adoption in the public sector and will be of particular interest to government, policymakers, and service providers of new technology systems.

Navigating the Decision to Disclose Mental Illness in the Workplace: The Role of Leader Motivating Language and Perceived Organizational Support

ABSTRACT Mental health disclosure in the workplace has drawn much attention as it comes with multiple benefits such as reducing financial burden, facilitating relationships, and counteracting related stress. Drawing on insights from the disclosure decision-making model, motivating language theory, and organizational support theory, the study presents a model that pictures the underlying mechanisms of the disclosure decision-making process. The findings from a survey of 416 participants suggested that the direction-giving and empathic language strategy can lead to employees’ perceived organizational support. Such perception can help them reduce anticipated negative outcomes when considering disclosure and increase their disclosure efficacy, which in turn increases their disclosure intention.

Influential factors of pro‐environmental behaviors among franchisees in the fast‐food sector

AbstractIn spite of the increasing attention on environmental sustainability, there is a dearth of knowledge about franchisees' pro‐environmental behaviors. This study aims to understand the factors that influence the extent to which franchisees engage in pro‐environmental behaviors in the fast‐food sector. The research is based on in‐depth interviews with franchisees operating restaurants in the fast‐food sector in France. The empirical evidence in this qualitative study shows how franchisees' pro‐environmental behaviors can be explained as a result of organizational and personal factors, thereby extending the theory of planned behavior, norm‐activation‐model and organizational support theory within the franchising context. This study offers avenues for more research on green practices in franchising, as well as in the hospitality sector and other sectors such as retailing. It provides important implications for franchise practitioners in the fast‐food sector on how to create a more environmentally sustainable business model. The findings offer the first known model of pro‐environmental behaviors of franchisees.

Exploring the Nexus of Emotional Intelligence and University Performance: An Investigation Through Perceived Organizational Support and Innovative Work Behavior.

This study is based on the ability-based theory of emotional intelligence (EI), organizational support theory, and componential theory of creativity. This study intended to investigate organizational performance (OP) against academics' EI in higher education institutions (HEIs) in China. This study further scrutinized perceived organizational support (POS) and innovative work behavior (IWB) as mediators among these associations. Similarly, the inter-link between POS and IWB was investigated. Chinese HEIs academicians (327) were examined using quantitative and cross-sectional research methods. Likewise, PLS-SEM, that is, partial least squares structural equation modeling, was used as a data analysis method to examine assumed relationships statistically. The extracted findings established the anticipated relationships, and the results validated that EI had a direct and positive association with OP in HEIs. Similarly, the findings revealed that IWB partially mediated the association between EI and OP; however, full mediation was observed in the case of POS. This study emphasizes the importance of unindustrialised glamorous blend of EI and OP in HEIs. In addition, the findings asserted that HEIs staff evaluate and control high-voltage circumstances that assure an effectual valuation and supervision of the self and others' emotions. Equally, EI amplifies POS, which flares up the IWB while enriching OP in HEIs. This study examined OP alongside academicians' EI in HEIs, which is among the initial pieces of research on HEIs. Additionally, the wholesome research nexus that scrutinizes POS and IWB as an inter-link between EI and OP in HEIs is original.

Connecting the Dots: How Organizational Commitment Mediates the HR Practices-Turnover Intention Link

The main purpose of the current study is to analyze the influence of human resource (HR) practices on the intention of employees to leave their jobs, taking into account the intermediary role played by employees' commitment to the organization. This investigation is rooted in the organizational support theory. Data was obtained through a self-administered questionnaire. The research was carried out by selecting a sample of 400 respondents from Pakistan's hospitality industry, using a non-probability purposive sampling approach. The study's findings revealed that there is a partially significant and direct relationship between HR practices such as training and development, motivation-enhancing approaches, and skill-enhancing initiatives—except for aspects related to pay and promotion. Notably, organizational commitment was found to significantly mediate the connection between HR practices and employees' intention to leave their jobs within Pakistan's hospitality industry. This research enriches the Human Resource Management literature by amalgamating HR practices, turnover intention, and organizational support theory into a unified framework. Through this, it offers insights into the potential routes via which HR practices can yield positive outcomes. From a practical perspective, this study extends guidance to HRM professionals in the hospitality sector on the effective implementation of HR practices.  

Exploring the impact of social media use on altruistic behaviours: an affordance approach

ABSTRACT Although researchers have devoted great effort to explore the antecedents of altruistic behaviours (a type of organisational citizenship behaviours), the important role of technical factors (social media) remains unclear. Drawing on social comparison and organisational support theory, this study explored how social media affordances influence employees’ altruistic behaviours from both positive and negative perspectives. In this study, 302 employees from organisations in China were surveyed. We found that social media affordances could facilitate employees’ perceived organisational support and social comparison of ability. Perceived organisational support positively mediated the relationship between social media affordances and altruistic behaviours. Although the evidence did not support the notion that social comparison of ability could directly dampen altruistic behaviours, a post-hoc analysis found that it could dampen the positive impact of perceived organisational support on developing altruistic behaviours. This study expanded previous research focusing on only positive or negative effects of social media use in the workplace by investigating the dual effects and the interaction effect in between. Here, we discuss the results and provide practical guidance for managers and organisations.

Presenteeism and job satisfaction among hospital environmental service workers during the COVID-19 pandemic: A moderated mediation model

ABSTRACT Presenteeism, i.e. attending work while ill, is known to be more prevalent among employees with a higher workload and/or job strain. Recently, the COVID-19 pandemic had a significant impact on the workload and strain experienced by environmental service workers (ESW). Drawing on both the Effort-Recovery Model and Organizational Support Theory, the model presented in this study evaluates the direct and indirect relationships (i.e. through depressive symptoms) between presenteeism and job satisfaction amongst ESW amid the pandemic. It also evaluates the moderating role of perceived organizational support in this first relationship. A small sample of ESW working in a Canadian hospital participated in this exploratory study by completing an electronic questionnaire. The results show three main findings. First, presenteeism was positively related to depressive symptoms and negatively related to job satisfaction. Second, depressive symptoms were found to be one of the mechanisms through which presenteeism exerted its effect on job satisfaction. Third, perceived organizational support was found to moderate the negative relationship between depressive symptoms and job satisfaction, so this relationship became weaker as perceived organizational support increased. Overall, this pilot study is one of few that have focused on the experience of hospital-based ESW, and the pandemic's effects on their well-being.

Studi Kualitatif Gaya Komunikasi Manajerial Terhadap Pembentukan Motivasi Dan Sikap Karyawan

This study intends to analyze the findings of previous research results related to the impact of managerial communication styles on the formation of employee motivation and attitudes which will be examined through the concept of interpersonal communication, the concept of organizational communication, social exchange theory and organizational support theory. This type of research is qualitative with a literature review approach as an analytical method. The research results show that communication styles and managerial leadership styles have a positive impact on the formation of employee motivation and attitudes. The personality of company leaders is also an important variable in growing employee confidence. The level of communication satisfaction is another variable that can strengthen the emotional bond between employees and company managers. The leader's personality factor, assertive communication style and the visionary-organic leadership paradigm are proven not only to influence the formation of the technical aspects of supervision, but also to the psychological aspects of employees, namely the high support and commitment of employees to the company.