Organizational Support Theory Research Articles

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.

SELF SPONSORED TRAINING AND EMPLOYEES’ INTENTION TO LEAVE THE ORGANIZATION: THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT – CASE STUDY AT SMALL AND MEDIUM ENTERPRISES (SMEs) IN DONG THAP PROVINCE, VIET NAM

In the context of a highly competitive human resource market, investing in improving human capital is increasingly of interest to many people, because human capital is one of the most important capital sources of an organization, especially Individuals paying their own training costs is the current trend. Based on human capital theory (HCT), organizational equilibrium theory (TOE), and organizational support theory (POS), this study aims to develop a comprehensive model of self-sponsored training (SST), human capital (HC), Desirable of Movement (DM), Ease of Movement (EM), Intention to leave the organization (IL) and Perceived organizational support (POS). Using a survey questionnaire, this study collected data from 509 participants. The study hypotheses were evaluated using piecewise linear squared structural equation modeling (PLS-SEM). Research results show that SST has a positive impact on HC; HC positively affects DM and EM; DM, EM promote IL. POS plays an important moderating role in the relationship between DM and IL. From there, the study proposes some management implications to limit the intention to leave the organization of employees at small and medium-sized enterprises (SMEs) in Dong Thap province, Vietnam.

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.

Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

Although the home working model, which started in the general directorates at first and then emerged in the branches in the banking sector, has some advantages, it disrupts the work-life balance of individuals in the long run. Thus, the present study focused on the moderating role of professional self-efficacy in the relationship between the perceived organizational support and work-life balance of women employed in private banks operating in Turkey and working from home. To this end, data were collected from 403 female private bank employees by the survey method and tested with the help of the Smart PLS 3 analysis program. According to the study findings, women's professional self-efficacy beliefs play a moderating role in the relationship between perceived organizational support and work-life balance. This relationship has been ignored in the literature. Therefore, this study enriches the content related to organizational support theory and social cognitive theory by investigating the relationship between perceived organizational support, professional self-efficacy, and work-life balance in women working in the banking sector from home and thus contributes to theory and practice.

Mitigating destructive deviance in organisations: assessing the role of perceived HRM practices and perceived organisational support

PurposeThe purpose of this study is to empirically examine how the seven human resource management (HRM) practises, namely, leadership development, professional investment, egalitarian practises, developmental appraisals, family-friendly practises, engagement practises and generous benefits, are associated with perceived organisational support (POS) and destructive deviance in the context of Indian organisational culture.Design/methodology/approachIn total, 265 middle-level IT personnel provided the study's data. To test the suggested study hypotheses, confirmatory factor analysis and PROCESS Macros were used.FindingsResults show that putting in place leadership development, professional investment, egalitarian practises, developmental appraisal, family-friendly practises, engagement practises and generous benefits generates POS that, in turn, significantly contributes to reducing destructive deviance. Additionally, POS was found to partially mediate the relationship between perceived HRM practises and destructive deviance.Research limitations/implicationsThe results would help firms reduce detrimental employee deviation. To do this, managers must develop and put into effect the seven HRM practises, which demonstrate to workers that the organisation appreciates their contributions and cares about their well-being, thereby lowering disruptive deviance. In essence, IT businesses should carefully plan and implement the HRM practises they expressly want to use rather than mindlessly copying those of rival organisations. Furthermore, to adapt to the workforce's evolving needs, these HRM practises must be properly matched with both individual and organisational goals.Originality/valueBy including destructive deviance as a result of POS, this study adds to the body of research on organisational support theory. The literature on POS and negative behaviours will take a new turn with such a focus on destructive deviance. Additionally, this study encourages academics to investigate an underlying mechanism that accounts for how HRM practises affect employees' conduct. This study also adds to the sparse body of knowledge on POS for non-Western workers. The study's findings confirm that POS is a crucial concept for both Asian and Western workers.

The impact of perceived fairness, organizational and professor support on students' intentions to quit

PurposeThe extant research on student attrition and retention has relied on models that focus on factors over which universities may have limited control and thus not lead to actionable practices. To address this shortcoming, the authors applied organizational support theory (OST) to test the association between students' perceptions of justice, perceived organizational support (POS), perceived professor support, organizational identification, and intention to quit.Design/methodology/approachUsing items from validated scales, a survey was used to collect data from students in the college of business at a southwestern public university in the United States. A final sample of 316 observations was fitted to a structural equation model to test the study's a priori hypotheses.FindingsThe authors found that professor support and procedural justice had direct positive effects on POS. Distributive justice and interactional justice indirectly influenced POS through professor support. In turn, POS had decreased students' intention to quit and increased their organizational identification. The antecedents of POS indirectly influenced intention to quit and organizational identification. The determinants in the model accounted for 12% of the variance in students' intentions to quit, and 25% of students' organizational identification.Originality/valueThis study contributes to the student attrition literature where few studies have applied OST to student populations despite the strong link between POS and intention to quit in employment settings. In this study, the authors provide evidence of the suitability of the OST framework to predict students' intentions to quit.

Elevating Workplace Employee Wellbeing through Transformational Leadership and Organisational Support: Lessons from Tanzania's Higher Learning Institutions

This study examines the influence of transformational leadership and organisational support in elevating workplace employee wellbeing. A total of 467 self-administered questionnaires were distributed to Tanzanian public higher-learning institution employees. The findings from partial least squares structural equation modelling demonstrated that transformational leadership directly influences employee wellbeing at the workplace. The study's results further demonstrate that the impact of transformational leadership on workplace employee wellbeing is partially mediated by perceived organisational support. These findings provide insights that may serve as a foundation for managers and policymakers when developing policies and programmes to enhance employee wellbeing. The study provides more empirical evidence on the applicability of the affective event theory and organisational support theory in higher learning institutions. It makes a distinctive contribution to the theory by revealing the mediation role of perceived organisational support on the influence of transformational leadership on workplace employee wellbeing. Thus, public higher learning institutions’ managers should use transformational leadership and perceived organisational support to improve workplace employee wellbeing.

How and When Workplace Incivility Decrease Employee Work Outcomes. A Moderated-Mediated Model

Drawing on the Organizational Support Theory (OST) and Conservation of Resources Theory (COR), this study investigates how experiences of workplace incivility translate into employee outcomes: attitudinal (job satisfaction, affective commitment) and behavioral (task performance, contextual performance and counterproductive work behavior). It has been hypothesized that experiences of incivility from coworkers lead to the attribution of a lack of perceived organizational support (POS). As a result of this process, coworkers, unable to count on the support, react negatively at the attitudinal and behavioral level. The study was conducted on 405 employees from companies form various sectors operating in Poland. Statistical verifications of the moderation and mediation were conducted via Structural Equation Modeling (SEM) with AMOS. The results show that experiencing incivility from coworkers reduces POS, with the relationship growing stronger the more the employees are victimized by abusive supervision. Furthermore, the results revealed that POS fully mediates between experiencing incivility and employee attitudinal and behavioral outcomes. This study integrates research on workplace incivility, abusive supervision, POS and employee outcomes, and the findings have important implications for research on organizational behavior.

Social Support Expectations of Managers and Employees from Croatia, Thailand, and the United States Amid COVID-19: An Organizational Support Theory Perspective

ABSTRACT Social support can help buffer against stressors and build employees’ resilience. However, workers of different cultures may vary in their expectation of support. Drawing on organizational support theory (OST), this qualitative study explored the types of support managers and employees (n = 668) from Croatia, Thailand, and the United States expected from each other amid COVID-19. A cluster analysis showed US workers expected more understanding and transparent communication from their supervisors while Thai workers desired stronger leadership and more protective gear. US supervisors expected employees to proactively ask for help while Thai supervisors encouraged their employees to adapt to change. Both Croatian supervisors and employees expected each other to maintain business as usual. Overall, the results resonate with previous OST research that expectations of support vary by cultures and highlight how leaders across countries can enhance the efficacy of social support and promote both supervisors’ and subordinates’ well-being during future crises.

Exploring the linkage between workplace precaution measures, covid-19 fear and job performance: The moderating effect of academic competence.

The coronavirus disease 2019 (Covid-19) has created emerging mental health challenges around the world. Like other countries, Pakistan is also confronted with covid-19 calamities. The aim of the study is to examine the impacts of workplace measures (WM) on the job performance (JP) and covid-19 fears (CF) along with the moderating role of academic competence (AC) based on the organizational support theory (OST) and job demand and resources (JDR) theory. A quantitative approach was applied to collect data from 333 banking employees in Gujranwala (Pakistan), and the hypothesis were tested via structural equation modeling using SPSS and AMOS. The study findings indicate that workplace measures significantly affect covid-19 fears except for individual preventive measures (IPM). Similarly, workplace measures significantly impact on job performance apart from information about the pandemic (IAP). Moreover, academic competence insignificantly moderates between workplace measures and covid-19 fears, but a significant moderation is found between information about pandemic (IAP) and covid-19 fears. Meanwhile, academic competence significantly moderates between workplace measures and job performance instead of a relationship between information about pandemic and job performance. However, this study was limited only to the banking sector of Pakistan. So, it will open the doors for future researchers to investigate other cultural contexts and sectors. This research gives a holistic understanding of workplace measures and contributes to the body of knowledge by enlightening the moderating role of academic competence in the banking sector of Pakistan. These useful insights would enable practitioners and policy makers to develop more efficient strategies and workplace measures to enhance job performance and reduce the fears of covid-19 among employees.