Perceived Organizational Support Research Articles

The Impact of Proactive Behaviors of Vocational College Teachers on Teaching Performance: The Mediating Role of Organizational Support Perception

<p style="text-align:justify">This study aims to explore the relationship between proactive behaviors, teaching performance, and organizational support among vocational college teachers. Based on the theory of organizational support, we conducted a survey of 373 teachers from four vocational colleges in Shanxi Province, using scales for proactive behaviors, organizational support, and teaching performance. The results indicate that: (a) There is a significant correlation between teachers' proactive behaviors and teaching performance; (b) There is a significant correlation between teachers' proactive behaviors and organizational support; (c) Organizational support plays a significant mediating role in the relationship between teachers' proactive behaviors and teaching performance. This study enriches the application of organizational support in vocational colleges, providing empirical evidence for improving teachers' proactive behaviors in higher education institutions, which could be useful for central or local education policy decision-makers and implementing units. Additionally, this model could be further applied beyond vocational education to other contexts or policies, demonstrating both theoretical and practical significance.</p>

The reciprocity of perceived organizational support and employee engagement in SMEs during the COVID-19 pandemic

This paper examines the reciprocal relationship between perceived organizational support (POS) and employee engagement within small and medium-sized enterprises (SMEs) during the COVID-19 pandemic. During this crisis, a positive association was observed: SMEs that committed to their employees tended to see a corresponding engagement from their employees. To assess how performance influenced this relationship, the study also explored whether this reciprocal pattern varied with different levels of business performance—decreased, unchanged, or improved—relative to pre-crisis economic performance. An empirical analysis was conducted on a sample of 114 SMEs from the Andalusian region (Spain) using a regression model with mediating effects. The findings reveal that reciprocity between POS and employee engagement was evident during the pandemic and was particularly strong among SMEs belonging to the sub-sample with negative economic results.

Bridging perceived organizational support with learning motivation and work engagement: the mediating role of focus on opportunity.

Perceived Organizational Support (POS) represents the extent to which employees believe their organization values their contributions and well-being. While higher POS is associated with increased work engagement and learning motivation, the intricacies of this relationship, especially the mediation by Occupational Future Time Perspective (OFTP), are not well understood. We conducted an online survey of 2,046 working individuals aged 20-69 to assess the relationships between POS and two outcome variables, Learning Goal Orientation (LGO), and work engagement with multiple regression analyses for all ages and in the younger age group (under 45). Then, the mediating effects of Focus on Opportunity (FOO) - a primary component of OFTP- on these relationships were examined. Of 2046 participants, 887 were younger than 45 years old. Younger participants, predominantly more educated and inclined towards professional jobs, exhibited higher LGO but lower work engagement compared to their older counterparts. POS showed positive correlations with LGO, and FOO significantly mediated the relationship, especially in the young group. Furthermore, a positive relationship between POS and work engagement was noted, with FOO as a partial mediator. POS correlates positively with both LGO and work engagement across various age demographics, with FOO critically mediating this relationship. To enhance employee engagement and learning motivation, organizations should emphasize bolstering both POS and FOO.

Unveiling connections between organizational dimensions, employee performance and boundary-spanning behaviors: a study on perceived organizational support and perceived supervisory support

Purpose This study aims to examine the influence of perceived organizational support (POS) on boundary-spanning behaviors (BSBs) among frontline employees in the hospitality industry. It also considered perceived supervisory support (PSS) as a moderating factor within a conceptual model. Design/methodology/approach Data were gathered from 651 full-time hospitality employees across 12 hotels in China. The analysis of the data used confirmatory factor analysis and structural equation modeling. Findings The findings revealed that POS influences hospitality boundary spanners’ BSBs, specifically external representation (ER), internal influence (II) and service delivery (SD). In addition, PSS moderates the relationship between POS and these frontline employees’ behaviors. Practical implications This study offers practical strategies for hospitality professionals to enhance frontline employees’ BSBs and foster supportive workplaces that drive employee excellence. These strategies encompass cultivating a supportive organizational culture, implementing supportive measures, fostering a sense of belonging among employees and ensuring supervisors’ well-being and competence in supporting their teams during daily interactions. These actions effectively motivate customer-contact employees to excel in their performance. Originality/value Fostering a helpful attitude in frontline employees is crucial for service firms’ success. Hospitality organizations must provide support to achieve this. Few studies have explored how organizational support contributes positively to the BSBs of customer-contact employees. This study goes beyond oversimplification and delves into the nuanced interplay between perceived support (POS and PSS) and hospitality frontline employees’ BSBs, focusing on ER, II and SD. The moderated mediating model enhances the understanding of support dynamics in the organizational context.

Unlocking sustainability: the dynamic nexus of organizational support, identification, and green HRM practices in cultivating pro-environmental excellence

Purpose There is a growing need to promote and practice sustainable HRM to foster greener organizations with trained employees who have an attitude and behavior to preserve depleting resources. The purpose of this study is to highlight the importance of sustainable green human resource management (Green HRM) practices along with organizational identification (OI) as a mediating factor and perceived organizational support (POS) as a moderating factor. Design/methodology/approach Quantitative methodology was used, and the data were collected from 311 employees working in telecommunication organizations located in the twin cities of Rawalpindi and Islamabad, Pakistan. Results of the study are based on the structural equation modeling technique using Smart-PLS. Findings Findings revealed that OI proved to be a significant positive mediator between Green HRM and organizational citizenship behaviors for the environment. POS also proved to be a significant moderator on the relationship between Green HRM and OI. Research limitations/implications The study is limited to the two cities of Pakistan; future studies can focus on more cities so that the results can be more generalized. Practical implications This study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices. Social implications Organizations’ positive position is established through the inculcation of green activities among their employees. Thus, a sense of responsibility and attachment among employees toward green behavior makes them good citizens. It also works well for their organization as well as for the environment. Moreover, it preserves environmental resources and helps ensure sustainability. Originality/value The research paper was aimed at exploring the importance of sustainable Green HRM practices in a developing country like Pakistan.

Relationship Between Firm Size and Perceived Organizational Support and the Moderating Role of Supervisor Support: A Nationwide Cross-sectional Study.

The study aims to explore the relationship between firm size and perceived organizational support (POS) and to investigate how supervisor support might moderate this relationship. The study involved a cross-sectional questionnaire survey in Japan with 25,648 participants. Assessing POS through eight-question. Firm size was categorized into small (2-49 employees), medium (50-999), and large (1000 or more). Coefficients were estimated using multiple regression analyses. The analysis revealed that medium and large firms had lower POS compared to small firms, with the difference being more pronounced in medium firms. A positive interaction between firm size and supervisor support was observed for POS. This study found that although POS is more likely to be lower in medium and large firms than in small firms, the effect of supervisor support on improving POS is stronger.

The Influence of Career Development and Perceived Organizational Support (POS) on Employee Retention Through Employee Performance at PT. Graha Agung Perkasa

This research aims to analyze the influence of career development and perceived organizational support (POS) on employee retention through employee performance at PT. Graha Agung Perkasa. The type of research carried out in this research is quantitative. The population in this study were employees from PT. Graha Agung Perkasa, totaling 100 respondents. The sample collection technique used the Slovin formula which obtained 50 respondents. The research results showed that career development had a significant effect on employee retention, perceived organizational support (POS) had a significant effect on employee retention, career development had a significant effect on employee performance, perceived organizational support (POS) has an effect but is not significant on employee performance, and employee retention has a significant effect on employee performance.

The Effect of School Administrators’ Use of Motivational Language on Teachers’ Organizational Support Perceptions and Work Engagement

This study examines the effect of school administrators’ motivational language use on teachers’ perceptions of organizational support and work engagement. The study sample included 394 teachers who were selected using a disproportionate cluster sampling method from primary schools in Gaziantep. The relationships between the variables were analyzed using structural equation modeling. The results indicated direct positive relations among the study variables and a partial mediating role of perceived organizational support between motivational language and work engagement. Motivational language used by school administrators significantly predicts teachers’ work engagement directly and through perceived organizational support. While the use of motivational language enables teachers to engage more with their work; at the same time, they display more work engagement behaviors with increased perceptions of organizational support. Therefore, school administrators should be encouraged to use motivational language to provide support and improve teacher engagement. Further research could focus on identifying schools where motivational language use and organizational support are not occurring at the desired levels. In this way, with the measures and activities to be taken, teachers’ engagement with their work can be increased, and their active participation in school development can be ensured.

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

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

Exploring the Impact of a Supportive Work Environment on Chinese L2 Teachers’ Emotions: A Partial Least Squares-SEM Approach

Second language (L2) teachers’ emotions can influence their well-being and students’ performance. However, most of the existing studies have focused on the role of individual factors in affecting L2 teachers’ emotions, while leaving environmental factors underexplored. To fill this gap, this study aimed to examine how the four dimensions of a supportive work environment (SWE) (perceived climate, PC; supervisory relationship, SR; peer group interaction, PGI; and perceived organization support, POS) relate to L2 teachers’ emotions (enjoyment, anxiety, pride, and anger). A sample of 406 Chinese L2 teachers completed two valid scales to measure their SWE and emotions. The data were analyzed by Partial Least Squares-Structural Equation Modeling (SEM) using Smart PLS 3 software. The results showed that (1) PC, PGI, and POS had a positive and significant effect on enjoyment, while SR had no significant effect; (2) PGI and POS had a negative and significant effect on anxiety, while PC and SR had no significant effect; (3) PGI had a positive and significant effect on pride, while the other three dimensions had no significant effect; and (4) POS had a negative and significant effect on anger, while the other three dimensions had no significant effect. The study concludes with some implications for L2 teachers’ education.

Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work

PurposeThis paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW) and HAW.Design/methodology/approachA three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n = 361), and hypotheses were tested using the PROCESS macro for SPSS .FindingsThe results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation of POS and MOW in the relationship between discretionary HR practices and HAW.Practical implicationsThis research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.Originality/valueThe findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.

The Effect of Perception of Organizational Support, Job Characteristics, Organizational Justice on Employee Engagement and Performance (A Case Study on Employees of 4-Star Hotel in Nagpur)

The Effect of Perception of Organizational Support, Job Characteristics, Organizational Justice on Employee Engagement and Performance (A Case Study on Employees of 4-Star Hotel in Nagpur)

PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT, MOTIVASI INTRINSIK, DAN PERSON JOB-FIT TERHADAP JOB SATISFACTION

A company's performance is mostly influenced by its human resources' capacity to adapt, develop, and contribute fully to the business. The primary element to gaining a competitive advantage is to implement effective and innovative HR management techniques. Companies must assure employee work satisfaction because it has a direct impact on productivity, retention, and the organizational image. This study aims to analyse the effect of perceived organisational support, intrinsic motivation, and person-job fit on job satisfaction among employees of PT Mitra Tirta Buwana Tbk Yogyakarta. This research is quantitative and uses primary data obtained from filling out questionnaires taken with the census technique on respondents. Data collection using direct surveys was processed using multiple linear regression analysis, preceded by classical assumption tests utilising the SPSS software application. The results stated that perceived organisation support has a significant positive effect on job satisfaction, intrinsic motivation has a significant positive effect on job satisfaction, and person-job fit has a significant positive effect on job satisfaction. The implication is that companies can increase antecedents to strengthen their employees' job satisfaction

ANALISIS MEDIASI PSYCHOLOGICAL EMPOWERMENT PADA PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KINERJA KARYAWAN SUPPERDAZZLE YOGYAKARTA

Employee performance research is still popular in various organizations, including for-profit companies. Performance issues are also a concern in Supperdazzle; not all employees consistently meet sales targets, consumer complaints regarding service performance have not been fully handled, tasks are not completed on time, employees are not ready to work according to standard operational procedures. This study is intended to analyze the impact of perceived organizational support (POS) on task performance through psychological empowerment (PE). The research method used is a quantitative method. Researchers determined all 49 SupperDazzle employees as respondents through a questionnaire and analyzed using the classic assumption test and using multiple linear regression. This classic assumption test includes normality, multicollinearity and heteroscedasticity tests. Mediation testing uses the Sobel test. The results showed a positive influence of POS and PE on task performance. The significant influence of POS on PE also has an impact on the mediating role of PE on the influence of POS on task performance. Organizations can strengthen antecedents to improve employee performance.

Cartes conceptuelles des facteurs critiques à la transition vers des espaces ouverts et flexibles sur la performance et le bien-être

<p>Many organizations are considering reconfiguring their workspaces to optimize them. While studies (Brunia et al., 2016; Dunford et al., 2013; Hoendenvanger et al., 2016) on open and flexible spaces tend to show mixed results, it is important to consider experimenting and transitioning to these new spaces so that they best meet the needs of the change recipients and the organization. A pilot project was built for recipients to experiment with new spaces. A support team followed 15 cohorts of about 15 people for two to three months each, over three years. Exploratory action research in a university setting made it possible to collect qualitative data from weekly follow-up meetings, a survey, and videotaped statements. Concept maps created (Davies, 2011) from 260 verbatim excerpts illustrate the hierarchical relationships between critical factors and their psychosocial effects. The results show three critical factors. The diversity and flexibility of the layouts facilitated adaptation and created a sense of increased performance by meeting the needs for focus, privacy, and teamwork. Physical proximity contributed to increased social interaction and accessibility to colleagues and managers, leading to collaboration and a sense of well-being. Change management fostered the perception of organizational support and spatial appropriation. Change management practitioners and leaders might consider a transition period of a few months for learning and monitoring of recipient groups before final decisions are made. The results obtained need to be contextualized and could vary by type of position. The effects of these spaces in the long term and consideration of tasks performed during the days spent in the office would be interesting leads for future studies.</p>

The impact of a climate of perceived organizational support on nurses' well-being and healthcare-unit performance: A longitudinal questionnaire study.

To investigate the relationship between nurses' climate of perceived organizational support, and their well-being and healthcare-unit performance. A two-wave cohort questionnaire study among nurses within six hospitals in Sweden. Hypotheses were tested using cross-lagged path models on the individual (organizational support, job satisfaction, burnout, intention to stay) and aggregate levels (care-unit organizational support, team effectiveness, patient safety climate and patient safety). Analyses were based on 1.817 nurses in 228 care-units (T1), 1.362 nurses in 213 care-units (T2) and longitudinal samples of 711 nurses and 140 care-units. Organizational support (T1) positively influenced job satisfaction (T2) and tended to decrease burnout (T2) but did not affect turnover intent. Reversed relationships were also found. No statistically significant prospective effects were found on the aggregate level. The results indicated a prospective reciprocally reinforcing relationship between organizational support and job satisfaction. Burnout and intention to stay were predictors rather than outcomes of the organizational support climate. A climate where nurses perceive that their organization values their contributions and cares about their well-being is beneficial for their job satisfaction and health, which, according to previous research, may influence nurse retention. The study addressed perceived organizational support as a potential predictor of nurses' well-being and healthcare-unit performance. A mutually reinforcing relation was indicated between organizational support and nurses' job satisfaction and health. Job dissatisfaction, burnout symptoms and turnover intentions were prospectively negatively related to the organizational support. Identifying and implementing a variety of practical measures to support perceptions of organizational support may be an effective way for healthcare management to start and sustain the development of a healthier work environment for healthcare professionals. STROBE statement for cohort studies. No patient or public contribution.

Empowering MSME Employees: Quality of Work Life and Organizational Support

This quantitative study investigates the association between quality of life at work (QWL), perceived organizational support (POS), and employee performance in Kota Magelang's micro, little, and medium-sized firm (MSME) sector. Through a questionnaire issued to 210 MSME employees, with a 100% response rate, the research explores the impact of QWL on both employee performance and POS, as well as the mediating role of POS in the relationship between QWL and employee performance. The findings show a good relationship between QWL and staff performance, as well as a positive influence of QWL on the point of sale. Furthermore, the study emphasizes the mediating role of POS in the relationship between QWL and employee performance. These findings highlight the necessity of improving QWL and POS within MSMEs to support increased employee performance, hence contributing to the economic development of Magelang's City MSME sector.

How Does Self-Efficacy and Perceived Organizational Support (POS) Increase Organizational Commitment? Mataram Evidence from the Lombok Raya Hotel

Organizational commitment, with an emphasis on organizational dedication. Successful organizations typically have a highly dedicated staff. Some aspects impact organizational commitment, such as self-efficacy and perceived organizational support. This research aims to determine the effect of self-efficacy and perceived organizational support (POS) on organizational commitment (study on Lombok Raya Hotel employees). This research is quantitative; the data used are primary and secondary. 103 respondents who worked at the Lombok Raya Mataram Hotel completed questionnaires for this study. Then, this study employed conventional assumption tests, such as normality tests, multicollinearity tests, and heteroskedasticity tests. T-tests, f-tests, coefficient of determination tests, and multiple linear regression tests are some of the hypothesis tests (R2) used. According to the study’s findings, organizational commitment is positively and significantly influenced by self-efficacy, POS, and all these variables together. The outcomes of descriptive data analysis show that staff members of the Lombok Raya Mataram Hotel are worried about the future and sustainability of the company or hotel.
 Keywords: perceived organizational support (POS), organizational commitment, self-efficacy

The Model of Worker’s Quality of Life During Covid-19 Pandemic: The Role of Perceived Organizational Support (POS), Digital Literacy, Covid-19-Related Workplace Policy, Quality Culture, and Safety Culture

The quality of life (QoL) of workers during the Covid-19 pandemic is an important issue that must be considered. Unfortunately, research related to the QoL of workers during the Covid-19 pandemic for the non-health sector is still very limited. Moreover, no one has comprehensively investigated QoL involving not only the perceived threat of Covid-19, Covid-19-related workplace policy, and job insecurity but also digital literacy, perceived organizational support (POS) during Covid-19, quality culture, and safety culture. Therefore, to fill the gap in the literature, this study studied QoL by involving perceived threat of Covid-19, Covid-19 related workplace policy, job insecurity, digital literacy, POS, quality culture, and safety culture. Quantitative research method was carried out in this research. Data collection was conducted through an online survey. The research respondents were 181 non-health sector workers in Indonesia. SEM-PLS was used as an analytical tool. The results showed that QoL was directly and positively affected by POS and safety culture. In addition, QoL was also indirectly affected by Covid-19-related workplace policy, quality culture and safety culture by post. However, several factors, namely the perceived threat of Covid-19, job insecurity, and digital literacy did not have a significant effect on the QoL of non-health sector workers during the Covid-19 pandemic. In addition, this research also found that quality culture did not affect Covid-19 related workplace policy and job insecurity. The perceived threat of Covid-19 was not affected by the Covid-19-related workplace policy and safety culture. Job insecurity was affected by the perceived threat of Covid-19.

Understanding resident wellness: A path analysis of the clinical learning environment at three institutions

Purpose The clinical learning environment (CLE) affects resident physician well-being. This study assessed how aspects of the learning environment affected the level of resident job stress and burnout. Materials and methods Three institutions surveyed residents assessing aspects of the CLE and well-being via anonymous survey in fall of 2020 during COVID. Psychological safety (PS) and perceived organizational support (POS) were used to capture the CLE, and the Mini-Z Scale was used to assess resident job stress and burnout. A total of 2,196 residents received a survey link; 889 responded (40% response rate). Path analysis explored both direct and indirect relationships between PS, POS, resident stress, and resident burnout. Results Both POS and PS had significant negative relationships with experiencing a great deal of job stress; the relationship between PS and stress was noticeably stronger than POS and stress (POS: B= −0.12, p=.025; PS: B= −0.37, p<.001). The relationship between stress and residents’ level of burnout was also significant (B = 0.38, p<.001). The overall model explained 25% of the variance in resident burnout. Conclusions Organizational support and psychological safety of the learning environment is associated with resident burnout. It is important for educational leaders to recognize and mitigate these factors.