Perceived Organizational Support Research Articles

Do conscientious employees have a high level of work engagement? The roles of presenteeism and perceived organizational support

In recent years, work engagement garnered significant attention from both the business community and academia. Drawing on conservation of resources (COR) theory, this study investigates the mechanisms and boundary conditions through which conscientiousness influences work engagement. Through an empirical survey of 376 employees, the study found that, first, conscientiousness positively predicts employees’ work engagement; second, presenteeism partially mediates the relationship between conscientiousness and work engagement; third, perceived organizational support (POS) negatively moderates the relationship between conscientiousness and presenteeism while positively moderating the relationship between presenteeism and work engagement; fourth, POS moderates the indirect effect of conscientiousness on work engagement via presenteeism, whereas the mediated relationship is weakened when employees exhibit a higher POS. These findings advance our theoretical and practical knowledge of how personality traits and situational factors jointly affect employees’ work engagement, providing empirical data for a dialectical perspective on conscientious employees and enhancing their work engagement.

The mediating role of compassion fatigue between perceived organization support and caring behavior among outpatient nurses in China: a cross-sectional study

BackgroundThe caring behaviors of outpatient nurses play a crucial role in improving the quality of care in hospitals. Work resources and personal psychological resources have a significant impact on nurses’ caring behavior. Previous research has shown that perceived organizational support and compassion fatigue are linked to nurses’ caring behaviors. However, the specific relationship among these variables is less clear in the context of outpatient nurses working in high-stress environments.MethodsA convenience sampling method was utilized to recruit 413 outpatient nurses from six tertiary hospitals in Xi’an, China, as research subjects between November 2023 and January 2024. The questionnaires used in the study included a sociodemographic questionnaire, the Perceived Organizational Support Scale, the Chinese version of the Compassion Fatigue Brief Scale, and the Chinese version of the Caring Behavior Scale. Data analysis involved descriptive statistics, Mann-Whitney U test, Kruskal-Wallis H rank-sum test, Spearman correlation analysis, and the PROCESS macro model 4.ResultsA significant negative correlation was observed between the sense of organizational support and compassion fatigue (ρ=-0.547, P < 0.01). Conversely, a significant positive correlation was found between the sense of organizational support and caring behavior (ρ = 0.469, P < 0.01). Moreover, there was a significant negative correlation between compassion fatigue and caring behavior (ρ=-0.641, P < 0.01). Subsequent mediation analysis demonstrated that compassion fatigue partially mediated the relationship between perceived organizational support and caring behaviors. The overall impact of perceived organizational support on caring behavior (β = 0.363) encompasses both its direct influence (β = 0.131) and the indirect impact mediated by compassion fatigue (β = 0.232). The mediating effect accounts for 63.9% of the total effect.ConclusionCompassion fatigue acts as a partial mediator in the relationship between perceived organizational support and the caring behavior of outpatient nurses. It is essential for nursing managers to effectively manage both the work resources and personal psychological resources of outpatient nurses to improve their caring behaviors in high-stress settings. By improving nurses’ organizational support resources, we can reduce the depletion of their personal psychological resources and alleviate negative emotions such as compassion fatigue. This, in turn, can improve nurses’ caring behavior and ultimately enhance the overall quality of nursing services in the hospital.

Exploitative leadership and green innovative behavior of hospitality employees: mediation of emotional exhaustion and moderation of perceived organization support

PurposeThis study aimed to investigate the relationship between exploitative leadership (EL) and employee green innovative behavior (GIB) in the hospitality sector organizations of Pakistan. The relationship between EL and GIB is mediated by emotional exhaustion (EE). Perceived organizational support (POS) is used as a moderator between EL and EE.Design/methodology/approachThe study used convenience and purposive sampling techniques from the population, and the data collected on the structured questionnaire were analyzed through structural equation modeling (SEM) using SmartPLS. The data analysis involved the assessment of the measurement model and structural model.FindingsThe results of the data analysis show that EL has a significant and negative influence on employee GIB, and EE mediates the relationship, meaning EE caused by EL lowers GIB. The moderating effect of perceived organization support between EL and EE also lowers the effects of EL and diminishes EE leading to increased GIB.Practical implicationsThe findings of the study suggest that organizations in the hospitality sector like hotels and resorts need to focus on the POS to curb EE in employees due to EL to accelerate positive attitudes at work. Investments of resources in this avenue can enhance employee engagement and improve organizational performance while contributing to environmentally sustainable goals.Originality/valueThe originality of the study lies in the findings that in the presence of higher perceived organization support, the negative effects of EL are mitigated, and this leads to the replenishment of the emotional resources of employees, which allows them to engage in GIBs. GIB is a term that is being researched by the scholars in the hospitality industry of Pakistan. Conservation of natural resources is only possible through individual efforts, especially the efforts of individuals whose livelihoods depend on environmentally related industries, such as hospitality.

Exploring Differences In-house Human Resource Versus Outsourced Human Resource Small Business Employee Samples in Perceived Organizational Support

No prior research has focused on comparing in-house human resource (HRI) versus outsourced human resource (HRO) small organization employee samples on perceived organizational support (POS). Using a survey methodology, the sample sizes of 101 HRI United States (US) employees and ninety-seven HRO US employees were equivalent in terms of company size, company age, gender, years of work experience, work schedule, average HR response time, and POS. Comparisons between HRI versus HRO samples for specific type of organizational support on POS showed that the HRI employee sample perceived higher POS for the Personalized and Collectivist than Monistic type. No differences were found for the HRO sample. In addition, a significant difference in correlations was found between HRI versus HRO employees’ average HR response time for resolving an issue to POS, with the relationship more negative for the HRI sample. Collectively these results suggest that HRI employees were more sensitive to the type of perceived organization support, and a slower HR response time negatively affected their POS. Study limitations and future research issues are discussed.

Exploring hospital physician relationships in HRD through POS lens: an integrated literature review

Purpose The purpose of the paper is to examine how perceived organizational support (POS) for physicians is situated within different hospital physician relationship (HPR) employment structures and to explore human resource development (HRD) implications within these relationships. Design/methodology/approach This paper focuses on research in the western context using an integrated literature review methodology, which includes employed (“Employed”), affiliated (“Affiliated”) and Locum tenens physicians [“Locum(s)]” who work in hospitals. Findings POS constructs, under the broader purview of organizational support theory (OST), provided evidence for hospital leadership to find intentional ways to support their hospitals physicians within all HPR models. Our review also revealed the strategies adopted by hospitals to align and influence physician practice behaviors, which were researched using economic and/or noneconomic constructs. The findings indicated stronger or isolated alignment with hospitals where the physicians practiced. Research limitations/implications The paper focuses on Employed, Affiliated and Locums HPRs in western healthcare contexts. When available, distinctions are made with respect to the US or Europe. Limitations to our review include (a) limited research within healthcare contexts on organizational support, and (b) limited literature about Affiliated and Locums hospital physician populations in the US and Europe written in English. Practical implications Though hospital physicians are integral to patient care and economic efficiencies in hospitals, not much is known about how hospital physicians perceive organizational support within different HPRs, and what construct contributions are made to hospital system performance. Accordingly, this study contributes to the HRD literature in the healthcare context starting with confirming HPRs from a POS perspective and extending findings to theories of employee alignment that can contribute to organizational performance. The findings of this study serve HRD theory and practice. Theorists may use this to pursue HPR-related inquiries to explore HRD’s influence in creating hospital policies and culture that make physicians feel supported and satisfies the hospital’s financial and patient care-related goals. Practitioners may use the findings of this article to inform quality improvement and organization development efforts. Social implications Hospital physicians are an integral workforce that provides critical patient care across the world. Understanding how organizations can support physicians has a ripple effect from hospitals to communities at large. Originality/value This review contributes toward the development of a conceptual model of organizational support for HRD that can help physicians and their hospital employees within different HPRs to reach mutual goals of support, understanding, integration (clinical, economic and noneconomic) and physician alignment evidenced by improved patient care and organizational performance.

Cultivating loyalty: the role of inclusive leadership in fostering organizational commitment through mediating effect of psychological safety and perceived organizational support

Purpose This study explores the effect of inclusive leadership (IL) on organizational commitment (OC) in Pakistan’s telecom sector. Psychological safety (PS) and perceived organizational support (POS) are taken as mediators to explore the interplay of the constructs. The study aims to contribute to the existing literature by providing insights into the critical role of inclusive IL impacting OC through PS and POS as mediators. Design/methodology/approach This study uses a quantitative methodology and a cross-sectional survey of 289 employees of the telecom sector working in the front office dealing with customer services. Using confirmatory factor analysis and structural equation modeling, the study tests hypotheses on the critical role of OC in Pakistan’s telecom sector. With the aid of SPSS v27 and AMOS v23 for structural equation model construction and path analysis, a time-lagged data collection method was used to avoid common method bias. Findings According to the research paper’s findings, evidence supports the hypotheses, suggesting that IL has a positive direct and indirect impact on OC via PS and POS. Originality/value This study adds to the existing body of knowledge on IL, PS, POS and OC. This study also tests the mediating role of PS and POS in Pakistan’s telecom sector’s service domain. This research also provides practical implications for leaders and employees concerning PS and POS in the specific context of Pakistan’s society.

Organizational Identification as a Mediator of Organizational Support, Employee Engagement, and Commitment: The Case of Non-Teaching Employees in the Mindanao State University-Iligan Institute of Technology (MSU-IIT)

Purpose – The primary objective of this study is to assess and compare the levels of organizational identification, employee engagement, organizational commitment, and perceptions of organizational support between contract-of-service and regular non-teaching employees in a state university in Iligan City. Aims(s) – This study investigates whether OI among contract-of-service and regular non-teaching employees mediates the relationships between OS, EE, and OC. Design/methodology/approach – This study used a cross-sectional quantitative research design. The respondents comprised 81 contract-of-service and 91 regular non-teaching employees from different offices in MSU-IIT using an online survey form. The collected data was analyzed using SmartPLS4 and Partial Least Square of Structural Equation Modeling (PLS-SEM) to test the hypotheses. Findings – The findings show that Organizational Identification (OI) significantly mediates the relationship between Organizational Support and Affective Commitment (AC), with stronger effects for contract-of-service employees. For contract-of-service and regular employees, OI is crucial in linking support and commitment. Regular non-teaching employees show stronger OI than temporary workers, enhancing their engagement and commitment. Limitations of the study and practical implications – Future research can also be conducted on a larger sample size, including other government higher educational institutions in Mindanao, to generalize the findings. One such limitation is the scope of this study, which is limited to a state university in Iligan City only. This work is limited to the MSU-IIT non-teaching employees; a cross-cultural study may be conducted to see if any variations occur in other cultural settings. A comparative study among the non-teaching employees of government and private higher educational institutions is also suggested. Originality - This research contributes to the broader understanding of employee dynamics, especially the non-teaching employees within the academic sector, specifically in the Philippine context, with implications for improving institutional performance and employee well-being.

Greening the dragon: how Malaysian SMEs can achieve SDGs through engaged employees

This research explores the synergistic relationship between sustainable development goals (SDGs) and employee well-being in Malaysian small and medium enterprises (SMEs). We delve into the impact of perceived organizational support (POS), thriving organizational culture, strong organizational commitment, and high-level job satisfaction on achieving ambitious goals like SDG 12: Responsible Consumption and Production and SDG 8: Decent Work and Economic Growth. By unleashing the potential of their workforce, Malaysian SMEs can chart a course towards a greener future, fostering sustainable practices and empowering employees to thrive in the process. This research showed that POS for talent was favorably correlated with organizational culture, based on a survey of 599 employees in Malaysia. Furthermore, there were strong links between organizational culture and job satisfaction, as well as between organizational culture and organizational commitment.

Development of the core occupational adaptabilities through the learning-orientated interaction of employees’ proactivity and organizational support

Core occupational adaptability (COA) is a crucial occupational competency and workplace competitiveness for employees. This study identified significant antecedent variables that impact COA and constructed a structural equation model to test the relationships among these variables. A questionnaire survey was administered to 519 employees from Chinese manufacturing enterprises to validate the model. The results revealed that perceived organizational support (POS), proactive personality (PP), and career-related continuous learning (CCL) positively predicted an employee’s COA. PP and POS indirectly predicted COA through the mediating role of CCL, respectively. Moreover, employees’ age moderated the direct effect between PP and COA positively, while employees’ positions positively moderated the direct effect between POS and COA. This study demonstrated that CCL is critical in enhancing employee initiative, providing organizational support, promoting vocational learning, and improving overall COA levels among employees.

The Implications of Organisational Contexts on Unpaid Workers’ Loyalty: The Interactive role of Perceived Organisational and Supervisor Support

AbstractThis paper examines the process through which perceived organisational support (POS) affects volunteers’ affective commitment (AC) by investigating the mediating role of leader-member exchange (LMX) in the relationship between POS and AC of volunteers in five non-for-profit organisations in Queensland, Australia. Data collected from 213 participants with a cross-sectional survey questionnaire were analysed to validate the hypotheses. The result reveals that POS has a significant direct effect on volunteers’ AC, as well as indirect significant effect through LMX. The results of the study provide new knowledge about the importance of a supportive workplace relationship between immediate supervisors and volunteers in enhancing volunteers’ positive organisational experiences that would lead into higher loyalty and involvement.

Advocacy versus depart: How perceived organizational support influences employee well-being and shapes their intentions

Abstract This study investigates the influence of perceived organizational support (POS) on employees’ intentions to recommend their employer or leave the organization. Based on social exchange theory, it explores how POS affects employee well-being and shapes behaviors such as loyalty and advocacy. An online survey gathered data from 604 French employees across various sectors, analyzing variables like POS, positive and negative well-being, and intentions to leave or recommend the employer. Structural equation modeling was used to examine the relationships among these variables and to test the mediating role of well-being. Results show that POS positively influences employee well-being. High POS is associated with improved positive well-being, which decreases the intention to leave and increases the intention to recommend. Similarly, reduced negative well-being linked to high POS lowers the desire to leave and lessens negative effects on recommendation intentions. The study confirms the mediating role of well-being between POS and employee intentions. The study provides new insights into the impact of POS on employee intentions by highlighting the pathways of positive and negative well-being. For human resource practices, strengthening POS is essential to boost employee retention and encourage positive behaviors, thereby enhancing the organization’s reputation and attractiveness.

The relationship between job stress and job burnout of preschool teachers during the COVID-19: The moderation of perceived organizational support.

COVID-19 poses great challenges for preschool teachers in China, which will increase the level of job stress and job burnout, and have an impact on the relationship between job stress, job burnout, and perceived organizational support (POS). However, few studies have examined trilateral relationships, especially the role of POS concerning job stress and job burnout of preschool teachers. This study aimed to investigate the relationship among the three variables of job burnout, job stress, and POS, as well as explore the moderating effects of POS between job stress and job burnout. A cross-sectional study was conducted among preschool teachers in six provinces of China. A total of 408 preschool teachers completed a self-report questionnaire, including three scales that measured job burnout, job stress, and POS respectively. The Pearson correlation coefficient and regression analysis were used to examine the relationship among variables. The results showed that job burnout among Chinese preschool teachers was at a medium level during the COVID-19 pandemic. Job stress was positively related to job burnout, and the POS was negatively related to job burnout. Additionally, POS moderated the relationship between job stress and job burnout and alleviated the adverse effects of job stress on the job burnout of preschool teachers. POS can play a moderating role between job stress and job burnout of Chinese preschool teachers during the COVID-19 pandemic.

Perceived Organizational Support and Work Engagement in Malaysian Banking Industry

This study focuses on the predictive effect of Perceived Organizational Support (POS) to Work Engagement (WE) in the Malaysian Banking Industry, Peninsular Malaysia. The population in this study were all employees employed in Malaysian banking industry. The method used in this research is quantitative descriptive studies using a simple descriptive approach and Structural Equation Modelling- Partial Least Squared (SMART PLS-3) analysis to test the study hypotheses. This study found that the hypotheses is supported which show the direct relationship between the perceived organizational support and work engagement. Perceived organizational support is the belief of employees that if managers are concerned about their employees' commitment to the organisation, employees will be concerned about the organization's commitment to them. The implication of this study is that employers should ensure the employees knows that they are getting support in workplace from organization as this will affect their work engagement at workplace as this may affect their performance.

Strategic Workforce Management in Malaysia's Food and Beverage Industry: Overcoming Challenges and Cultivating Sustainable Innovation

The food and beverage (F&amp;B) industry is a critical driver of Malaysia’s economic and social development. While contributing significantly to GDP and employment, the sector faces persistent challenges, including high employee turnover, resource constraints, and limited workforce retention strategies. This paper explores the dynamics of perceived organizational support (POS), workforce sustainability, and predevelopment practices within Malaysian small and medium enterprises (SMEs). Drawing on robust theoretical frameworks and empirical data, the findings illuminate the roles of organizational justice, supervisor support, and employee engagement policies. The study offers practical recommendations to foster workforce stability, innovation, and sustainable growth, positioning this research as a strategic blueprint for advancing human resource practices in the F&amp;B industry.

Advancing Artificial Intelligence Adoption and Decision-making with Extended Technology Acceptance Model

Despite Kuala Lumpur’s push for AI integration, only 23% of businesses have adopted AI, lagging behind the global average of 37%, with 65% still relying on basic data tools and only 10% using advanced analytics. This study investigates the factors influencing AI adoption in Kuala Lumpur's IT sector, focusing on Perceived Ease of Use (PEOU), Perceived Usefulness (PU), and Perceived Organizational Support (POS). Using the Technology Acceptance Model (TAM) and Unified Theory of Acceptance and Use of Technology (UTAUT) as theoretical foundations, this study extends these frameworks by incorporating POS to emphasize the critical role of organizational support in AI adoption. Data from a survey of 340 IT managers were analyzed us- ing PLS-SEM. The results demonstrate that both PEOU and POS significantly impact PU, which in turn influences AI adoption intentions. POS emerged as a vital factor, indicating that organizational support, such as training and resource provision, is key in making AI useful and encouraging its adoption. This research has practical implications for businesses and policymakers. Organizations should focus on improving organizational support mechanisms, particularly through targeted training programs and technical assistance to enhance AI adoption. Policymakers are encouraged to refine initiatives like Industry4WRD by strengthening infrastructure and providing sector-specific support. The study's novelty lies in its focus on emerging markets like Kuala Lumpur, addressing a gap in AI adoption research by exploring the organizational challenges specific to such regions.

The Influence of Employee Discipline and Perceived Organizational Support on Organizational Commitment among Employees in the Population and Civil Registry Office Surabaya

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

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).

ACADEMIC STAFFS’ SELF-EFFICACY AND WORK ENGAGEMENT IN NIGERIA PUBLIC UNIVERSITIES: THE MEDIATING EFFECT OF ORGANISATIONAL SUPPORT

Abstract: The universities education in the past focused on producing human capital but today due to the changes of globalisation, they need to focus on infusing values and include training that can give advantages to the industry and society at large. Hence, this study examines the effect of self-efficacy on work engagement of academic staffs of public Universities in the North-West of Nigeria, with the moderating effect of perceived organisational supports (POS). The data collected were analysed using CB-SEM (via AMOS software) to test the hypothesize variables, as this software is versatile tools for conducting multivariate analysis in various field. The findings of the study revealed that self-efficacy have significant effect on work engagement of academic staffs of selected public institutions. Furthermore, the mediating effects of POS have significant effect on the relationship between organizational culture and work engagement of academic staffs in Nigeria. This study contribute to the body of knowledge by providing a deep understanding of how the various components of self-efficacy are trigger by POS and work engagement within the context of developing nations like Nigeria. As such, Nigerian authorities and policymakers are concerned about the work engagement of education sector, the findings of this study revealed that the introduction of POS enhance the effect of POS and work engagement of higher education sectors. On the recommendation notes, foreign investors, business practitioners, owners, and managers would find the study's findings extremely useful in identifying important factors that can improve work engagement of higher education institutions in Nigeria. Keywords: Self-Efficacy; Perceived Organizational Support; Work Engagement; Academic Staffs; Nigeria

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&amp;rsquo; 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&amp;nbsp;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.