Perceived Organizational Support Research Articles

Employee suicide: The effect of cause, employer response, and gender on perceptions of organisational brand image and support.

Employee suicide: The effect of cause, employer response, and gender on perceptions of organisational brand image and support.

Impact of Workplace Bullying on Psychological Distress: Role of Perceived Organisational Support and Religious Coping

Despite the fact that perceived organisational support (POS) and religious coping have been advocated as a crucial component of the stress model, the roles remain unclear among academics that often associate with heavy workloads. Therefore, this study aims to examine the moderating role of POS, and the mediating role of religious coping between the relationship of workplace bullying and psychological distress among academics in higher educational institutions (HEIs). Data were collected from academic staff from private and public universities in Malaysia, and a total of 219 data were used. The results revealed that workplace bullying has a positive impact on academics’ psychological distress, and the POS significantly moderated the relationship between workplace bullying and psychological distress. However, this study failed to support the mediating role of religious coping. This study adds to our knowledge of the stress model, by focusing more on perceived organisational support in minimising psychological distress and less on personal resources (religious coping).

Unveiling the Layers of Faculty Burnout in Canadian Private Universities during the post-COVID Pandemic Period

The COVID-19 pandemic significantly altered the employment landscape, including educational institutions, creating long-term effects for college and university employees. One of the major implications of the pandemic is the systemic transformations in employment and organisational dynamics, that resulted in effects on working conditions and workplace responsibilities. Emotional, physical, and mental exhaustion accompanying these changes have heightened the risk of faculty burnout. This qualitative research, reports on the multifaceted phenomenon of faculty burnout within Canadian private universities amidst the post pandemic. A phenomenological approach was used to conduct indepth interviews with participants, resulting in narrative responses regarding experiential aspects of participants’ workplaces, daily routines, social interactions, and perceptions of organisational support. Notable findings included burnout in eleven distinct categories: technology and tools, career development, intrinsic motivation, psychological factors, social worth, unmet individual expectations, mental and physical health, time constraints, task management, workload, and professional role. The findings were categorized into three overall themes, including organisational factors, individual factors, and work-specific factors. A comprehensive conceptual model was developed to provide a snapshot of the value alignment of these factors to the overall concept of faculty burnout. The results highlight the significance of the intricate interplay of various elements contributing to burnout and offer significant insights into the lived experiences of faculty members within the context of burnout among Canadian private universities during and after the pandemic. The study informs academic researchers and institutional policymakers of the need for adaptable and responsive interventions to support the faculty, especially in the post-Covid context.

Factors Associated with Knowledge, Attitudes, and Practices of Personnel to Use Objective and Key Results (OKRs) in Thammasat University Hospital

Background: Objective and key results (OKRs) was a strategic tool to drive the organization to achieve a goal. Goals are concomitant and come from leaders and personnel. Most hospital management studies are conducted in a qualitative approach. Objective: To evaluate the association of knowledge, attitudes, practices, personal factor (PF), and perceived organizational support (POS) of OKRs in quantitative approach. Materials and Methods: The present study was a descriptive study conducted at Thammasat University Hospital (TUH), Pathum Thani, Thailand between March and April 2024. Participants were TUH personnel. Self-filling questionnaires were applied and signed written informed consent after thoroughly counselled. Questionnaires consisted of POS, knowledge, attitudes, and practices questions. PF was also collected. Results: Two hundred and twenty-one participants were recruited. Most participant (192 out of 221) were female. Three-quarters (149 out of 221) of the participants had more than ten years’ experience. Eighty-six percent (192 out of 221) of the participants had an educational level equal to or higher than bachelor. Mean knowledge, attitudes, and practices of participants were 9.5±0.6, 3.9±0.4, and 3.7±0.4, respectively. PF was not associated with POS and practices. Hospital personnel with more than 20 years seniority had OKRs’ knowledge less than those less than 10 years seniority (b= –0.21, p=0.04). Monthly income and work experience were significantly positive and negative associated with attitudes at b=0.17 and –0.15, respectively. POS was not associated with attitudes and knowledge. Practice was associated with POS, with statistical significance (b=0.20, p<0.001). Conclusion: OKRs knowledge decreased with work experience. Attitude was associated with high monthly income and reverse associated with work experience. POS was significantly associated with the practice. There was no association between PF and practice, PF and POS, POS and attitude, and POS and knowledge. This study provided guidelines for recognizing organizational support in implementing OKRs and improving processes to ensure efficiency and staff involvement. Management should establish clear policies involving personnel at all levels.

Supplemental Material for Employee Suicide: The Effect of Cause, Employer Response, and Gender on Perceptions of Organisational Brand Image and Support

Supplemental Material for Employee Suicide: The Effect of Cause, Employer Response, and Gender on Perceptions of Organisational Brand Image and Support

Unlocking proactive socialization dynamics: investigating work engagement through social capital resources, the interplay of proactive personality and perceived organizational support

PurposeThis study aims to explore the relationship between proactive socialization behaviors (PSBs) and work engagement, with a specific focus on the mediating role of social capital resources (SCRs). Additionally, it investigates how proactive personality and perceived organizational support (POS) moderate the organizational assimilation of newcomers in Punjab, Pakistan, through the lens of self-determination theory.Design/methodology/approachA cross-sectional survey design was employed, with data collected from diverse organizations across cities in Punjab, Pakistan, including Bhimber, Gujrat, Gujranwala, Lahore, Jhelum, Kharian, Kotla, Mandi Bahauddin, and Sialkot. A total of 1,000 questionnaires were distributed, resulting in 619 valid responses. The sample primarily consisted of individuals with varying levels of work experience, contributing to the diversity of the data. SEM was utilized to analyze the relationships between the studied variables.FindingsResults indicated a significant positive association between PSBs and work engagement among newcomers. SCRs were found to mediate this relationship, suggesting that proactive behaviors help newcomers accumulate social capital, which enhances work engagement. Moreover, the study reveals that proactive personality and POS significantly moderate the relationship between PSBs and work engagement, with stronger positive associations observed among proactive individuals and those perceiving higher organizational support.Practical implicationsThe study underscores the importance of encouraging proactive socialization behaviors and strengthening organizational support systems to foster newcomer engagement and facilitate successful assimilation.Social implicationsUnderstanding these dynamics can lead to the creation of more inclusive and supportive organizational environments, enhancing both individual well-being and organizational effectiveness.Originality/valueThis research offers new insights into the mechanisms through which PSBs impact work engagement, particularly through the accumulation of SCRs, and highlights the importance of proactive personality and organizational support as moderators.

Prosocial Behavior and Workplace Safety: Analysis of the Role of Emotional Intelligence and Perceived Organizational Support in Two UK and US Samples

Prosocial safety behavior (PSB) is a critical element of workforce participation in the promotion of safety in the workplace. This study aims to examine the influence of various antecedents on PSB. Based on an analysis of the existing literature on prosocial behaviors, we investigate whether emotional intelligence (EI) and perceived organizational support (POS) significantly influence PSB. Furthermore, we analyze the mediating role of employees’ intrinsic motivation (IM) and affective commitment (AC) in these relationships. The research was conducted by administering an online questionnaire to a large sample of 488 workers employed in safety-critical industries based in the United States and the United Kingdom with the support of an online platform (N = 346; N = 142). Statistical analyses, conducted using a multi-group approach, revealed that EI had a direct effect on PSB in the two samples analyzed. In the US sample, we found that IM mediated the influence of EI and POS on PSB. In the UK sample, none of the mediation hypotheses were supported. The study provides insights into the individual and organizational factors that promote the development of a prosocial orientation in managing workplace safety issues, revealing the importance of recognizing the role of EI as a significant person-related antecedent supporting PSB. The statistical evidence from the study suggests that organizations that desire to facilitate the expression of PSB in their workforce may consider investing in training programs to enhance the EI of their employees and designing work conditions that facilitate high levels of intrinsic motivation.

Cultivating Organizational Commitment among Outsourced Workers: A Resource-Based View Perspective

This study aims to identify and analyze the construction of organizational commitment among outsourced workers through the perspective of Resource-Based View (RBV) theory. Organizational commitment is employees’ orientation towards the company, linking one's identity with the organization. It is crucial due to its strong relationship with employee performance and turnover. This research employs a qualitative descriptive method with a case study approach, focusing on outsourced employees at PT. Mitra Karya Prima. Data were collected through semi-structured interviews and processed using qualitative data analysis techniques. The findings indicate that work environment, individual characteristics, and perceived organizational support (POS) are critical to forming individual commitment. These empirical findings are expected to contribute to developing a model for organizational commitment among outsourced employees and provide managerial insights for formulating policies to enhance field workers’ commitment to the company.

The Impact of Coaching Leadership on Innovative Work Behavior, Psychological Capital as Mediator, and Perceived Organizational Support as Moderator

Coaching leadership (CL) is an important corporate strategy for improving employee performance at the workplace. We examine how CL affects "innovative work behavior (IWB)" while taking into account the moderating influence of "perceived organizational support (POS)" and the mediation role of "psychological capital (PsyCap)". We obtained the quantitative data from the health department of Gujranwala District, Punjab, Pakistan. The findings of the study show that CL has a significant impact on IWB. PsyCap mediates the relationship between CL and IWB. The POS moderates the relationship between CL and IWB. The findings suggest that CL acts as a catalyst for enhancing employees' PsyCap by fostering positive psychological states such as optimism, resilience, self-efficacy, and hope.

Mass exodus? Police officer turnover intention and organizational commitment in New York City

PurposeThis study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.Design/methodology/approachUsing data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.FindingsThe cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.Research limitations/implicationsThe current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.Practical implicationsOfficer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.Originality/valueThe study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Job Satisfaction and Perception of Organizational Support with Work Engagement of Gen Z Employees

Enhancing Employees' Social Responsibility: The Roles of Continuous Improvement, Organization Identification, and Perceived Organization Support

Social responsibility is imperative for its important function in the growth of societies and organizations. However, the research on corporate social responsibility (OSR) has predominantly focused on the actions of organizations. Not much has been discussed regarding the employee's behaviours in promoting the development of social responsibility within organizations. CI is known for its significant role in the organization's various outcomes, Although a conceptualization and some empirical support have been provided for its relationship with the behaviour of employees, However, the effect of CI on employee socially responsible behaviours has not yet been investigated. In this article, following OC and OI theories, we improve the research model which can describe mechanisms underpinning through which CI, OI and POS support actions for employees' social responsibility. Data was collected from members of service professionals in Saudi Arabia and examined using Structural Equation Modeling- Partial Least Squares. The findings indicated that CI actions and activities develop the skills that motivate employees to support social responsibility inside and outside the organization. Moreover, our research paper explained the mechanism under which CI activities reshape employees' socially responsible manners. The current study is among the first to look at how to modify the socially responsible behaviour of employees across organizations, which can be a starting point for transforming those employees into a sustainable society.

The relationship between perceived organizational support and burnout in newly graduated nurses from southwest China: the chain mediating roles of psychological capital and work engagement.

Burnout affects the quality of work and health, increases the rate of turnover of newly graduated nurses, and leads to a shortage of nurse resources. Perceived organizational support (POS) can mitigate burnout, but the exact mechanism is unclear. The purpose of this study was to explore the mediating roles of psychological capital (PsyCap) and work engagement (WE) in the relationship between POS and burnout. This is a cross-sectional study. An anonymous investigation with a convenience sampling of nurses was conducted in Sichuan province, southwest China between October 2023 and November 2023. The Perceived Organizational Support Scale, Maslach's Burnout Inventory General Survey, the Psychological Capital questionnaire, and the Utrecht Work Engagement Scale were used to collect data. SPSS 26.0 and AMOS 26.0 were applied for statistical analysis. A total of 995 newly graduated nurses participated in this study. The average burnout score of the nurses was 2.45 (1.06) and the incidence of burnout was 82.6%. Burnout was negatively correlated with POS (r=-0.624, p < 0.05), PsyCap (r = -0.685, p < 0.05) and WE (r = -0.638, p < 0.05). The total effect of POS on burnout (β = 0.553) consisted of a direct effect (β = 0.233) as well as an indirect effect (β = 0.320) mediated through PsyCap and WE. PsyCap and WE have a chain-mediated effect between the POS of newly graduated nurses and burnout (β = -0.056, Bootstrap 95% confidence interval (-0.008, -0.003), which represented 10.12% of the total effect. This study confirms that POS has a significant negative predictive effect on burnout. POS was first associated with a decrease in PsyCap, followed by a sequential decline in WE, which in turn was associated with an increase in burnout symptoms among newly graduated nurses. Hospital managers can reduce the levels of burnout of newly graduated nurses by increasing organizational support and improving PsyCap and WE.

The mediating of perceived organizational support between ethical leadership and employee engagement at information and communication technology telecommunication in Palestine

This paper recognizes the gaps in previous studies and provides insight into the significance of leadership guided by ethical principles in influencing employee engagement through the mediating role of perceived organizational support (POS). Thus, this paper aims to examine the impact of ethical leadership on employee engagement and to determine whether perceived organizational support (POS) mediates the relationships between both constructs. This study used a quantitative research method and collected data from 328 employees in the Information and Communication Technology telecommunications sector in Palestine. The hypotheses underwent examination through the application of partial least squares structural equation modeling (PLS-SEM). The findings show that 328 people responded to the current study's questionnaire. Ethical leadership the dependent variable was strongly impacted by perceived organizational support (EL POS) at the significant level of 0.01 (β = .697, µ =.0.669, SD=0.035, t=20.104, P=0.000 and f^2= 78% respectively. All of the study's variables had some effect on the dependent variable and employee engagement. Similarly, the remaining hypotheses are verified. When the R-squared adjusted values of the independent variables for the variance of employee engagement were more than 53 percent, the R-squared multiple correlations (R2) for the dependent variables indicated that the model appropriately matched the data.

The Mediating Role of Employee Energy in the Impact of Perceived Organizational Support on Creative Behaviors: An Application in Hotel Businesses

Purpose-The aim of this research is to determine the impact of perceived organizational support on creative behaviors and the mediating role of employee energy in this relationshipin hospitality businesses.In addition, determining the impact of organizational support on creative behaviors and employee energy and the impact of employee energy on creative behaviors constitute the sub-objectives of the study. Design/methodology/approach-In the research where quantitative research methods were adopted, field research was conducted with employees of five-star hotels operating in Mersin. In the study, a total of 362 questionnaires were collected using the questionnaire technique and the convenience sampling method. Collected data were analyzed by structural equation modeling using appropriate analysis programs.Findings-Analysis revealed a strong positive relationship among perceived organizational support, creative behavior, and employee energy. Research has shown that perceived organizational support has a positive impact on employees' creative behaviour and energy. In addition, it was concluded that employee energy positively affects creative behaviors. Finally, employee energy was found to be a key mediating variable that determined the impact of perceptions of organizational support on creative behaviors.Discussion-The research is among limited studies that examine the mediating role of employee energy in the relationship between perceived organizational support and creative behaviors in the context of hospitality businesses. Handled within the framework of the social change theory, this study discusses similar and different aspects in terms of theoretical and practical contributions and makes some suggestions for researchers and industry

Fostering sustainability in the healthcare organization through green HRM practices: the mediation analysis of perceived organizational support

PurposeThis study aims to investigate the influence of green human resource management (GHRM) practices on healthcare organization sustainability performance in Pakistan. It explores how perceived organizational support (POS) mediates the relationship between GHRM practices and healthcare organizational sustainability.Design/methodology/approachIn the quantitative method, a questionnaire was used to acquire the perception of individuals via a simple random method. A total of 320 questionnaires were collected from the employees in the healthcare organizations of Pakistan, with a 47.70% response rate. Hypotheses were tested using SmartPLS (PLS-SEM).FindingsThe results reveal a positive relationship between GHRM practices and healthcare organization sustainability performance. POS partially mediated the relationship, strengthening the effectiveness of GHRM practices in boosting organizational sustainability.Originality/valueThe present study contributes to the understanding of GHRM practices in the healthcare industry, particularly in the context of emerging nations like Pakistan. It demonstrates a novel mediation role of POS to bolster the effectiveness of GHRM practices for gaining sustainability performance. The research proposes significant insight for both scholars and practitioners on how supportive corporate cultures affect the GHRM initiatives that foster economic, environmental and social sustainability.

The mediating effect of reciprocating responses between organizational support and quality of care: a multigroup moderation analysis

PurposeDrawing on social exchange theory, this study has two objectives. First, it sought to explore the mediating role of social exchange reciprocating responses, specifically citizenship behavior toward the organization (OCB-O) and organizational deviance, in the relationship between perceived organizational support (POS) and quality of care. Second, it aimed to develop a better understanding of the moderating effect of the educational level in the relationships proposed.Design/methodology/approachA cross-sectional survey design was implemented. The study involved 228 nurses from Argentina and data were collected between May and November 2019. A cross-sectional survey design was implemented. This study employs partial least squares structural equation modeling (PLS-SEM) and multi-group analysis (MGA) to examine hypotheses.FindingsThe findings indicate that both social exchange reciprocating responses (i.e. OCB-O and organizational deviance) play a mediating role in the relationship between POS and quality of care. Moreover, the mediating role of OCB-O between POS and quality of care is moderated by the educational level of nursing professionals.Practical implicationsNurse managers should acknowledge and promote nurses' reciprocating responses such as citizenship or deviant behaviors that enhance the quality of care. Furthermore, senior managers and HR departments should design strategies to support nurses in obtaining further education.Originality/valueThis study identifies the mediating role of social exchange reciprocating responses such as OCB-O and organizational deviance in the relationship between POS and quality of care. Furthermore, our research shows that educational level moderates the mediating effect of OCB-O in the relationship between POS and quality of care.

The association between burnout, perceived organizational support, and perceived professional benefits among nurses in China

ObjectiveThis study sought to investigate the relationship between burnout, perceived organizational support (POS) and perceived professional benefits (PPB)as well as to explore factors associated with burnout among nurses in Chinese public hospitals. MethodsThe purposive sampling method was used to collect data from May 2023 through August 2023. A total of 1058 nurses from 5 public hospitals in Beijing, China, completed the questionnaires. The study used a cross-sectional survey design with data obtained using the Maslach Burnout Inventory (MBI-GS), Perceived Organizational Support Scale, and Perceived Professional Benefits Scale. Pearson correlation was used to examine the association between burnout and perceived organizational support with perceived professional benefits, while multivariate regression was used to investigate the specific factors related to both perceived organizational support and perceived professional benefits influencing burnout. ResultsEffective response rate was 1058(93.34 %). The total mean score of burnout was (3.024 ± 0.711), range = (1.59–4.50). Pearson correlation showed that the total mean score of burnout was negatively correlated with the total mean score of POS (r = −0.223, p < 0.01. Additionally, the total mean score of burnout showed a negative correlation with the total mean score of PPB. Multiple linear regression analysis showed that affective perceived organizational support (p < 0.01) and superior support (p < 0.01), sub-dimensions of perceived organizational support, were the main factors influencing burnout. There were no demographic disparities in burnout, except that nurses with ≤8 shift hours per week at night had significantly higher burnout scores (3.19 ± 0.72). ConclusionsThe study's participants experienced moderately high level of burnout. the findings highlight perceived organizational support and perceived professional benefit can be critical in alleviating burnout, medical institutions and nursing managers should undertake timely and effective interventions to boost organizational support and improve the degree of benefit from their profession. It is also recommended that adequate organizational support be prioritized, with a primary focus on improving affective organizational support and strengthening supervisor support.

The Roles of Corporate Social Responsibility and Perceived Organizational Support on Employee Loyalty in the Vietnamese Public Sector

Employee loyalty is crucial for an organization’s success, especially during economic recovery after the COVID-19 pandemic. This research aims to develop a framework of employee loyalty for the public sector, examining the relationship between corporate social responsibilities (CSR), perceived organizational support (POS), organizational identification, and employee well-being. The research addresses the gap in the literature on employee loyalty in public sector organizations and provides valuable insights into the mediating roles of employee well-being and organizational identification in enhancing employee loyalty in the Vietnamese public sector. The findings of this study showed that both CSR and POS positively impact organizational identification and employee well-being. Also, organizational identification and employee well-being play mediating roles in the relationship between CSR, POS, and employee loyalty. However, there is an insignificant relationship between POS and employee loyalty in the Vietnam public sector context. By combining both social identity theory and organizational support theory perspectives, this research offers a more integrated and holistic approach to understanding the path from CSR and POS to employee loyalty, providing managers and policymakers with a more concrete perception of the value and role of CSR and POS in building long-term trustworthy relationships with employees.

Impact of Work Engagement on Teachers’ Workplace Well-Being: A Serial Mediation Model of Perceived Organizational Support and Psychological Empowerment

This study investigated the effect of work engagement (WE) on teachers’ workplace well-being (WWB) and the role of perceived organizational support (POS) and psychological empowerment (PE) in the underlying internal mechanisms. The participants were 2,090 Chinese teachers (valid response rate: 90.32%), with an average age of 39.42 years ( SD = 8.73). To test the mediating role of POS and PE on the relationship between WE and WWB (parallel and serial), participants were asked to complete the subscales of employee well-being, the Utrecht Work Engagement Scale, the Psychological Empowerment Scale, and the Perceived Organizational Support Scale. The results revealed that (1) WE can positively predict WWB, (2) POS and PE mediated the relationship between WE and WWB, and (3) there were numerous indirect routes (i.e., WE→POS→PE→WWB). The results of this study help us understand the relationship between WE and WWB and have implications for improving teachers’ WWB.