Perceived Organizational Support Research Articles

Organizational sustainability and TQM practices in hospitality industry: employee-employer perception

PurposePractitioners and academics have recently put a lot of emphasis on studying and improving how likely an organization will be successful in the long run. A company's capacity to thrive, excel and gain a competitive edge in today's market is increasingly dependent on the company's ability to adopt and successfully execute sustainable practices. The aim of this paper is to take a critical look at the relationship between total quality management (TQM) practices and business sustainability in the hospitality industry, with a focus on the hospitality sector; to evaluate the role of perceived organizational support (POS) and sustainable behavior in promoting long-term success and to make some suggestions for how these practices could be put into place.Design/methodology/approachThe data used were randomly collected from 361 hotel employees, covering both the five-star and four-star hotels. Descriptive and inferential statistics were employed to analyze the data. With the use of partial least squares structural equation modeling (PLS-SEM), the heuristic model was tested.FindingsThe results show that putting TQM practices into place leads to better company performance, higher productivity and steady growth for the business. In addition, empirical studies show that the link between sustainable behavior in TQM implementation and a sustainable company is strong, especially when coming to better governance and sustainability related to employees.Research limitations/implicationsThis paper offers guidelines for gauging employee's opinions of an organization's long-term viability. A two-factor model has been used to measure the sustainability of an organization and possible factors that can aid effective implementation of TQM practices have been suggested.Originality/valueThere is increasing recognition of the organizational support for successful TQM implementation, while yearning toward sustainability. Within the context of the hospitality industry, no previous research has empirically examined the synergistic moderating effect of POS and sustainable behavior on the relationship between TQM and sustainability.

Gender and perceived organizational support as moderators in the relationship between role stressors and workplace bullying of targets

Previous research suggests that role stressors (role ambiguity, role conflict, role overload) are risk factors for workplace bullying, but little is known about when and for whom role stressors affect the risk of being bullied at work. These studies provide a first empirical examination of gender and perceived organizational support (POS) as moderators among targets in role stressor–bullying relationships. We propose that each role stressor relates positively to workplace bullying. We also propose that women experience higher levels of workplace bullying than men and that role stressors relate to workplace bullying more strongly for women than men. We hypothesize that POS relates negatively to workplace bullying and further, that POS has a buffering effect with role stressor–bullying relationships being weaker when POS is high. We propose that the two-way interaction of role conflict and POS is further moderated by gender; specifically, women experiencing high role conflict and low POS are especially likely to be bullied. Data collected in two cross-sectional surveys 3 years apart from a Canadian provincial education association (Study 1; n = 2,142; Study 2, n = 2,008) showed across both studies that role conflict was the strongest predictor of workplace bullying, followed by role ambiguity, and that POS was negatively related to bullying. Results partially supported gender moderation of the role conflict–bullying relationship; both studies showed higher bullying of both women and men under high role conflict, and in Study 1 women were targeted most but in Study 2 men were targeted most. POS moderated role stressor–workplace bullying relationships across both studies. High POS had its strongest buffering effects for role ambiguity and role conflict across both studies, with partial support for role overload in Study 2. Although the three-way interaction was not supported, Study 2 demonstrated higher bullying for both genders under high role conflict and low POS; however, bullying was highest for men, not women. Results affirm the importance of moderators in role stressor–bullying relationships, suggesting that POS can offset negative impacts of these stressors and that gendered bullying risk in stressful work environments warrants closer scrutiny.

Factors Influencing Employee’s Well-Being and Job Performance: The Perspective of State-Owned Enterprise Employee

State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The pandemic COVID-19 has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. The intended goal of this study is to inquire into the impact of technostress, perceived organizational support (POS), total reward systems (TRS), and work-life balance (WLB) on job performance, as mediated by employee well-being (study of SOEs employee). This research employs a quantitative approach to investigate the direct and indirect impacts of the dependent variable through the utilization of the Structural Equation Modelling (SEM) technique. The study focuses on a sample of 263 respondents who are employees of State-Owned Enterprises (SOEs). This research highlights the role of perceived organizational support as a key driver of job performance mediated by employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to strengthen job performance and accomplish organizational success. Furthermore, the study uncovers that employee well-being acts as a full mediator in constructing the connection between the variables under consideration and job performance. This finding emphasizes the importance for companies to continuously maintain perceived organizational support, ensuring that employees feel their well-being is being taken care of and their contributions are valued, especially for the younger generations (Generation Y and Z) who are the successors within the company.

Do financial anxiety and generalized anxiety mediate the effect of perceived organizational support on service employees’ career commitment?

Purpose This paper aims to explore financial anxiety and generalized anxiety as the serial mediators linking perceived organizational support (POS) to career commitment. Design/methodology/approach Data were collected from 388 managerial and nonmanagerial employees in diverse service areas, such as restaurants, airlines and hotels in Turkey. The direct and mediating effects were tested via the PROCESS macro. Findings Financial anxiety partly mediates the impact of POS on career commitment. The findings further reveal that financial anxiety and generalized anxiety serially mediate the effect of POS on career commitment. Practical implications Management should work with mentors to provide employees with psychosocial support during the COVID-19 pandemic. When employees perceive that the firm really cares about them and values their contribution during these challenging days, they display lower anxiety and higher career commitment. Management should also retain employees who are high on career commitment because such employees possess a sense of calling and are unlikely to quit. These implications may not be considered new. However, management would need such employees concerning the firm’s performance recovery after COVID-19. Originality/value Workers in the service industries suffer from financial and generalized anxieties and display reduced career commitment during COVID-19. However, little is known about the antecedents and outcomes of financial anxiety among hospitality and tourism workers. More importantly, no empirical piece has tested these anxiety variables as the mediators linking POS to career commitment in the pertinent literature so far.

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

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

An Empirical Study of Social Loafing Behavior among Public Officers in South Korea: The Role of Trust in a Supervisor, Perceived Organizational Support, and Perceived Organizational Politics.

This study explored the effects of trust in a supervisor (TIS) on social loafing behaviors of employees. In addition, this study examined the mediating effect of perceived organizational support (POS) on the relationship between trust in a supervisor and employees' social loafing behaviors. It also examined the moderating effects of perceived organizational politics (POP) on the relationship between TIS and POS, TIS and social loafing behaviors, and POS and social loafing behaviors. Data were collected from local government employees in Korea, and the final sample was 260. Our results indicate that trust in a supervisor has indirect negative effects on social loafing behaviors mediated by POS. In addition, it was found that the effects of TIS on POS and POS on social loafing behaviors were moderated by POP. The results of this study contribute to the extant literature on social loafing behaviors. Moreover, the findings imply that political behaviors in organizations might induce social loafing behaviors.

MEDIATING ROLE OF JOB EMBEDDEDNESS IN THE RELATIONSHIP BETWEEN PERCEIVED ORGANISATIONAL SUPPORT, PERCEIVED CO-WORKER SUPPORT AND EMPLOYEE RETENTION IN MALAYSIAN PRIVATE UNIVERSITIES

The shortage of academic staff in private universities is at an alarming stage and would have a huge-impact on educational quality. This study aims to examine the mediating role of job embeddedness (JE) in the relationship between perceived organizational support (POS), perceived co-worker support (CWS) and employee retention (ER) in Malaysian private universities. Numerous studies have been conducted to examine POS, CWS and turnover with on-the-job factors such job satisfaction and job commitment. These two on-the-job factors are the two attitudinal constructs most frequently studied by the researchers. However, the mediating role of JE plays in understanding ER has yet to be completely specified. Stratified sampling technique was used to collect data from 482 academic staff. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to test all the hypotheses. The findings indicated that JE mediates the relationship between POS and ER partially. However, there is no direct relationship between CWS and ER. ER cannot be increased by providing high CWS directly. It should go through JE as a mediator. This study could contribute fresh-insight for human resource practitioners from private universities to get more effective retention strategies on how to retain staff even if an opportunity arises by emphasizing JE.

Persepsi Dukungan Organisasi Memoderasi Variabel Sikap dan Persepsi Kontrol Perilaku Terhadap Niat Whistleblowing

Whistleblowing is an act of reporting fraud or violations committed by internal or external parties within an organization, Whistleblowing has an important role in uncovering fraud. This study aims to examine employee attitudes and perceptions of behavior control that affect whistleblowing intentions and perceptions of organizational support can be a moderating variable for attitudes and perceptions of behavior control. The sample in this study were employees of the Bengkulu City Tax Office. The data used in this research is primary data. The data collection method used a purposive sampling technique and this research used quantitative. Data were analyzed using multiple linear regression using SPSS 25 software. The results of testing the hypothesis in this study show that employee attitudes have a positive effect on whistleblowing intentions, perceived behavioral control has no effect on whistleblowing intentions, perceived organizational support cannot be a variable that moderates employee attitudes towards whistleblowing intentions, perceived organizational support can be a moderating variable that strengthens the effect of perceived behavioral control on whistleblowing intentions. In future research, it is hoped that the scope of research will be further expanded, not only at the Bengkulu City KPP, but can add to other organizations that are also prone to commit acts of fraud. It is also hoped to add other factors that can affect whistleblowing intentions, this is because there are still 70% more factors that influence whistleblowing intentions beyond the factors examined in this study.

Work–Life Balance and Work from Home Experience: Perceived Organizational Support and Resilience of European Workers during COVID-19

During the COVID-19 pandemic, most workers had to work from home due to the successive lockdowns across European countries. This constraint posed significant challenges to many workers and companies regarding working conditions and work–life balance. Framed by the job demands–resources model (JD–R), the goal of this paper is to examine the association of perceived organizational support (POS) and individual resilience (IR) with work–life balance (WLB) during the COVID-19 pandemic across European countries. This goal is complemented by assessing the role of work-from-home (WFH) as a mediator. Based on a quantitative approach, data were extracted from the second round of the survey “Living, Working, and COVID-19” from Eurofound. A series of regressions using SEM-PLS tested the hypothesis. Findings reveal that WFH negatively influences WLB. POS positively influences WFH and negatively influences WLB when mediated by WFH. IR negatively influences WFH and positively influences WLB when mediated by WFH. These results have essential theoretical implications related to the relations between individual and organizational resources and WLB and practical implications for the management of WFH, namely, the importance of providing adequate organizational resources and promoting the development of individual resources.

Does Felt Obligation or Gratitude Better Explain the Relationship Between Perceived Organizational Support and Outcomes?

The employee-organization relationship (EOR) is a key component of organizational behavior. Researchers have consistently shown that employees who perceive that they are supported by their organizations (favorable EORs) tend to have positive attitudes and behave in a manner that helps the organization to reach its goals. For many years, the reciprocity norm (e.g. felt obligation) has been a widely accepted explanation for the EOR. Yet, despite calls to explore additional pathways, little work has examined other mediating mechanisms between favorable EORs and outcomes. We draw on the affect theory of social exchange to argue for the mediating effects of gratitude, felt obligation, and pride on the relationship between perceived organizational support (POS) and outcomes. Our results—from three field studies—show that (a) gratitude mediated the relationships of POS with extra-role performance aimed at aiding the organization, affective organizational commitment, and job satisfaction, (b) the mediating effect of gratitude was stronger than the mediating effect of felt obligation, and (c) gratitude made stronger contributions to extra-role performance and affective organizational commitment than did pride. We discuss theoretical and practical implications.

ANALYSIS OF TURNOVER INTENTION, WORK ENGAGEMENT, PERCEIVED ORGANISATIONAL SUPPORT AND HAPPINESS IN A PUBLIC SECTOR

The public sector in Indonesia is often regarded as a sector with stable employee turnover, possibly considered almost non-existent. However, the VUCA (volatile, uncertain, complex, and ambiguous) era has exerted pressure on employees within the Ministry of Finance (MoF) due to both global pressures (e.g., low economic growth) and domestic demands (e.g., high expectations for public services and societal way of life). The high job demands and societal pressures on employees at the MoF have created an exceedingly demanding work environment. Therefore, the research measures turnover intention (TI) which is found extremely high according to internal surveys (46%). This study explores the factors contributing to the high TI by predicting work engagement (WE), perceived organisational support (POS), and happiness as independent variables. Research data was collected through surveys (n=183) and analysed using Partial Least Squares, Structural Equation Modelling (PLS-SEM). The findings demonstrate the diverse impacts of WE (2.881>1.96 t-table; sig 0.004<0.10), POS (3.305>1.96 t-table; sig 0.001<0.10), and happiness (1.541<1.96 t-table; sig 0.123>0.10) to TI. Two hypotheses were supported, while one hypothesis was rejected, indicating the need for further research in the public sector environment.

The Effect Of Perceived Organization Support and Work Motivation On Employee Engagement In Improving Employee Performance At Regional Revenue Agency In Tegal Regency

The purpose of this research is to test the influence of perceived organizational support, and work motivation on employee engagement to impact employee performance. Using these variables, the use of these variables is able to solve the problems arising withinemployees of the Regional Revenue Agency of Tegal Regency. The statement of this problem is how to increase employee performance?.
 The sample size of this research is 44employees of the Regional Revenue Agency of Tegal Regency. Using the Smart PLS (Path Least Square). The results show that perceived organizational support and work motivation on employee engagement impact employee performance.
 The effect ofperceived organizational supporton employee engagement are significant;the effect ofwork motivationon employee engagement are significant;the effect ofperceived organizational supporton employee performance are significant;the effect ofwork motivation on employee performance is significant;the effect ofemployee engagementon employee performance is significant.

The Influence Of Perceptions Of Organizational Support, Training, Self-Concept And Communication On The Work Effectiveness Of Employees Of The Regional Secretariat Of Muara Enim Regency

This research aims to identify and analyze the effect of perceptions of organizational support, training, self-concept and communication individually or collectively on the effectiveness of the employees of the Regional Secretariat of Muara Enim Regency. The research method used in this study is a quantitative method using questionnaires distributed to respondents. Test the quality of the data by using the validity test, reliability test. Analysis using statistical calculations with multiple regression formula, partial test simultaneous test and the coefficient of determination. The results of the study explain that perceptions of organizational support have no significant effect on the effectiveness of the work of Regional Secretariat employees in Muara Enim Regency. Training has a significant effect on the effectiveness of the work of the Regional Secretariat of Muara Enim Regency Staff. Self- concept has no significant effect on the effectiveness of the work of Regional Secretariat employees of Muara Enim Regency. Communication has no significant effect on the effectiveness of the work of the Regional Secretariat of Muara Enim Regency. Perceptions of organizational support, training, self-concept and communication have no significant effect on the effectiveness of the work of Regional Secretariat employees of Muara Enim Regency.

Effect of Structural Moral Case Deliberation on Burnout Symptoms, Moral Distress, and Team Climate in ICU Professionals: A Parallel Cluster Randomized Trial.

Moral case deliberation (MCD) is a team-based and facilitator-led, structured moral dialogue about ethical difficulties encountered in practice. This study assessed whether offering structural MCD in ICUs reduces burnout symptoms and moral distress and strengthens the team climate among ICU professionals. This is a parallel cluster randomized trial. Six ICUs in two hospitals located in Nijmegen, between January 2020 and September 2021. Four hundred thirty-five ICU professionals. Three of the ICUs organized structural MCD. In three other units, there was no structural MCD or other structural discussions of moral problems. The primary outcomes investigated were the three burnout symptoms-emotional exhaustion, depersonalization, and a low sense of personal accomplishment-among ICU professionals measured using the Maslach Burnout Inventory on a 0-6 scale. Secondary outcomes were moral distress (Moral Distress Scale) on a 0-336 scale and team climate (Safety Attitude Questionnaire) on a 0-4 scale. Organizational culture was an explorative outcome (culture of care barometer) and was measured on a 0-4 scale. Outcomes were measured at baseline and in 6-, 12-, and 21-month follow-ups. Intention-to-treat analyses were conducted using linear mixed models for longitudinal nested data. Structural MCD did not affect emotional exhaustion or depersonalization, or the team climate. It reduced professionals' personal accomplishment (-0.15; p < 0.05) but also reduced moral distress (-5.48; p < 0.01). Perceptions of organizational support (0.15; p < 0.01), leadership (0.19; p < 0.001), and participation opportunities (0.13; p < 0.05) improved. Although structural MCD did not mitigate emotional exhaustion or depersonalization, and reduced personal accomplishment in ICU professionals, it did reduce moral distress. Moreover, it did not improve team climate, but improved the organizational culture.

Perceived Organization Supports and Organization Identification on Work Outcomes of Chinese Teachers in Thailand

More and more Chinese instructors come to Thailand to teach, which promotes Chinese education in Thailand. However, problems, like a lack of teaching experience, job turnover, low performance, satisfaction, etc. also come out. Based on this situation this study investigates the effect of perceived support on their work outcomes. This paper analyzes the situation of Chinese teachers in Thai schools through a questionnaire. Further, it explores the current situation and problems of Chinese teachers in Thailand combined with a literature research method. The results show that perceived organizational support has a significant positive impact on work outcomes. In contrast, it has a significant positive impact on job performance but no significant impact on job satisfaction. The influence of perceived supervisor support on work outcomes is also significant. Whether for Chinese teachers’ job performance or job satisfaction, it has a significant positive impact. Organizational-based self-esteem moderates the effect of perceived organizational support on work outcomes. However, it did not moderate the impact of perceived colleague support on job satisfaction. From the perspective of perceived organization support, we construct the conceptual model of perceived organization support, coworker support, superior support and job satisfaction and performance to reveal the impact mechanism of perceived organization support on job satisfaction, and performance. We also test the moderating effect of organizational-based self-esteem on the influence of independent variables on dependent variables.

Perceived organisational support and work engagement among health sector workers during the COVID-19 pandemic: a multicentre, time-lagged, cross-sectional study among clinical hospital staff in Pakistan

ObjectiveWorkplace engagement is associated with several significant positive organisational outcomes. The COVID-19 pandemic has emphasised the importance of workplace engagement, particularly for front-line healthcare workers. Drawing on the conservation of...

Examining Perceived Organizational Support and Teacher Empowerment

This study aimed to investigate influence of perceived organizational support (POS) and teacher empowerment on teacher organizational commitment with job satisfaction as mediating construct. Study conducted on Institut Agama Islam Negeri (IAIN) Pontianak, west Borneo, Indonesia. Participant are teacher student on professional education and training program/Pendidikan Profesi Guru (PPG) at Institut Agama Islam Negeri Pontianak. Questionnaire used for collecting data. Findings reveal that the influence of perceived organizational suport (POS) on organizational commitment (OC) are not signifikan, but became positive significant while job satisfaction as mediating variable. perceived organizational suport (POS) positively predict job satisfaction. Islamic educational institutions are advised to increase teacher job satisfaction, because it relates to their organizational commitment to educational institutions.

Influencing factors for pursuing agriculture as a career for agriculture undergraduates: a two-stage approach

The study's goal was to determine the variables that were linked to university students' intentions to pursue agricultural-related employment. Quantitative data was gathered from 323 students who were enrolled in various agricultural-based university programs in Bangladesh. Structural equation modeling (SEM) and artificial neural networks (ANN) were employed to examine the data. The results revealed that students' intentions to enter agricultural-related careers were predicted by their attitudes toward agriculture, agricultural knowledge, perceived behavioral control, facilities and resource conditions, innovativeness and creativity, career planning, perception of sustainable agriculture methods, perception of organizational support, and technological competency. Perceived behavioral control is the strongest predictor. Subjective norms, perceived value, and entrepreneurial capabilities were found the insignificant predictors. The results shed light on the parameters agricultural undergraduates take into account when selecting whether to pursue jobs in the field of agriculture. This can assist academic specialists in retaining and attracting students by meeting their demands for motivation. By including nine extra components, the study broadens the theory of planned behavior's application for predicting intention in the agricultural sector. The study first time examined the linear and nonlinear correlations among variables. The areas where programming efforts are most likely to be successful can be more clearly identified by having a deeper grasp of the variables that influence students' decisions regarding their future professions in agriculture.

The Relationship Between Perceived Organizational Support With Safe Nursing Care in Nurses Working in the Intensive Care Units of Selected Hospitals in Tabriz, Iran

Background &amp; Aims safe nursing care is the use of knowledge and skills by nurses to provide quality patient care and it is considered one of the health goals in intensive care units. The feeling of being supported by the hospital play a key role in achieving this goal; it can lead to job satisfaction, good job performance, and patient satisfaction. This study aims to determine the relationship between perceived organizational support and safe nursing care in nurses working in the intensive care units (ICUs) of public hospitals in Tabriz, Iran. Materials &amp; Methods This is a descriptive-correlational study with a cross-sectional design that was conducted on 200 nurses working in the ICUs of hospitals affiliated to Tabriz University of Medical Sciences in 2021-2022, who were selected using a quota sampling method. Eisenberger et al.’s perceived organizational support scale and Rashvand et al.’s safe nursing care questionaire were used to collect data. Data analysis was done in SPSS v.16 software using descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics (independent t-test, analysis of variance, and Pearson correlation test). Results The mean score of perceived organizational support was 23.20±9.57, which was lower than the cutoff point. Safe nursing care was at a favorable level with a mean score of 322.89±34.1. The perceived organizational support had no statistically significant correlation with safe nursing care and its dimensions. Conclusion Despite the unfavorable perceived organizational support of ICU nurses in Tabriz, their safe nursing care is favorable. There is no statistically significant relationship between their perceived organizational support and safe nursing care. This finding is probably due to the prevailing rules and professional beliefs in the work of nurses, which has caused the care provided to be safe despite the perception of low organizational support.

Perceived Organization Support and Work Engagement toward Employee Performance with Motivation as Mediating Variable

PT. Pos Indonesia is a company that is State-Owned Enterprise (BUMN) engaged in courier services, logistics and financial services throughout Indonesia. This study aims to determine the perception of organizational support and work involvement on performance with motivation as a mediating variable. The research method used is quantitative and the sample in this study is 33 employees at PT. Pos Indonesia Lubuklinggau and collected 33 respondent questionnaires. The data analysis technique uses SEM Partial least squares with the help of the smart PLS 3.2.9 application to collect data using a questionnaire. The results of this study indicate 1. Perceived organization support has a positive but not significant effect on motivation 2. Work engagement has a positive and significant effect on motivation 3. Perceived organization support has a positive and significant effect on performance 4. Work engagement has a positive and significant effect on motivation 5 Motivation has a positive and significant effect on motivation significant to performance 6. Motivation cannot mediate perceived organizational support on performance 7. Motivation has been shown to mediate work engagement on performance.