Perceived Organizational Support Research Articles

Role of Psychological Contract Breach in Perceived Organizational Support and Employees’ Performance

The primary objective of this research is to examine the correlation between employees' perceptions of organizational support and their performance in both their in-role and extra-role . Additionally, the moderation of psychological contract breach in this relationship is investigated. The model utilized in this research offers a comprehensive elucidation of the interrelationships among the variables. The education sector of Pakistan is the primary focus of this research. A total of 80% of the faculty staff employed in higher education institutions, encompassing both public and private establishments, participated in the data collection questionnaire. The data is analyzed utilizing descriptive statistics and correlation through the utilization of IBM SPSS 20 software. In order to assess reliability, Cronbach's alpha is employed. In the moderation analysis, the Hayes and Preacher (2013) method was also implemented. The conclusions of the investigation have validated the hypotheses. The discourse encompassed both pragmatic and conceptual implementations.

How should companies manage their employees’ emigration intentions? A serial mediation model

PurposeThis study aims to investigate the relationship between high-commitment human resource management (HCHRM) practices and emigration intentions in a developing country context. It further examines the mediating roles of perceived organizational support (POS) and job satisfaction in this relationship.Design/methodology/approachUsing the survey method, data were collected online from 407 employees. Structural equation modeling (SEM) in Amos v. 23 was conducted to scrutinize the structural relationships among the variables.FindingsThe study revealed that HCHRM practices do not directly impact emigration intentions. However, they do significantly influence POS, which, in turn, has a positive effect on job satisfaction. Consequently, HCHRM practices indirectly affect emigration intentions through the serial mediation of POS and job satisfaction.Research limitations/implicationsWhile this study provides valuable insights into the intricate dynamics of HCHRM practices, organizational support, job satisfaction and emigration intentions, it has certain limitations, such as its specific focus on Kosovo and its reliance on cross-sectional data. Future research could explore these relationships in diverse settings and use longitudinal designs for a more profound understanding.Originality/valueTo the best of the authors’ knowledge, this study represents the first empirical investigation into the connection between HCHRM practices and emigration intentions within a developing country context. It underscores the significance of considering not only specific HRM practices but also broader contextual factors and mediating mechanisms, shedding light on how HCHRM practices influence employee intentions to emigrate. The findings provide a unique perspective for organizations and policymakers dealing with emigration challenges in developing countries.

Networks perceptions and job satisfaction: the mediating role of perceived organizational support for women’s work contribution

PurposeThis study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support (POS) for women’s work contributions on the relationship between networks perceptions and job satisfaction.Design/methodology/approachThe participants are female employees working in Scotland (n = 247). The data were collected using a survey questionnaire. PROCESS macro (model 4, Hayes, 2018) was used to test the proposed model.FindingsThe results revealed that (controlling for work time, age and sector) there is a significant relationship between women’s networks perceptions and job satisfaction. In addition, POS for women’s work contribution mediates the relationship between networks perceptions and job satisfaction. These findings show the significant effects of networks perceptions on employees’ job, satisfaction directly and through POS for women’s work contributions. Therefore, understanding the networks perceptions of employees and organizational factors will assist in improving job satisfaction.Originality/valueThis study is unique for examining the role of POS for women’s work contribution in the relationship between employees’ networks perceptions and job satisfaction. It addresses gender inequality in the workplace in terms of women’s career advancement and job satisfaction. In addition, this research offers insight into the development of a seven-item measurement scale related to networks perceptions.

Examining the socio-psychological dynamics of interpersonal and organizational deviances: the moderating influence of interpersonal justice and perceived organizational support

PurposeOver time, there has been a rise in deviant behavior among hotel employees. This scenario motivates researchers and practitioners to address the issue. The study aims to examine the influence of socio-psychological factors (abusive supervision, workplace ostracism, work-family conflict and emotional exhaustion) on workplace deviance (interpersonal and organizational deviation) in the hotel industry with the moderating effect of interpersonal justice and perceived organizational support.Design/methodology/approachWe gathered data from 416 employees in the hotel industry by employing a convenience sampling method and administered structured questionnaires. Subsequently, we conducted data analysis using structural equation modeling (SEM).FindingsResults showed that abusive supervision had a direct impact on work-family conflict, emotional exhaustion and interpersonal and organizational deviation; similarly, workplace ostracism had a positive impact on work-family conflict, interpersonal and organizational deviation, but it did not significantly impact emotional exhaustion. Finally, interpersonal justice had significant moderators between abusive supervision and interpersonal and organizational deviation.Originality/valueThis study contributes to the extent of research on the antecedents of interpersonal and organizational deviance and the mediating roles of work-family conflict and emotional exhaustion. Secondly, this research developed an integrated conceptual framework for categorizing the causes of interpersonal and organizational deviance by checking the mediation effect of work-family conflict (WFC) and emotional exhaustion (EE). Perceived organizational support (POS) and interpersonal justice (IPJ) as moderators, which is an addition to earlier works in this field of research.

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>

Unveiling the impact of corporate humanistic responsibility on sustainable employee well‐being: Exploring perceived support and shared experiences

AbstractThe significance of employee well‐being within corporate social responsibility (CSR) is widely acknowledged. However, while CSR often emphasizes its societal dimension, its humanistic aspect frequently remains in the background, with limited exploration of its connection to employee well‐being from this perspective. This study seeks to fill this gap by examining the role of corporate humanistic responsibility (CHR) in enhancing employee well‐being, focusing on its influence through perceived organizational support (POS) and homogeneous experiences (HEs), employing an emerging‐enabling process approach. Data were gathered from 236 employees across 70 multinational corporations through a two‐time point survey. The findings indicate that both POS and HE positively mediate the relationship between CHR, life well‐being, and psychological well‐being. However, the sequential mediation did not yield significant impacts on workplace well‐being. The study concludes by discussing the findings, theoretical and practical implications, limitations, and future studies. Through this exploration, a deeper understanding of how CHR can enhance employee well‐being from a humanistic perspective is attained, offering valuable insights for academia and corporate sustainability endeavors.

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. Although 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 2046 working individuals aged 20-69 to assess the relationships between POS and 2 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 45years. Younger participants, predominantly more educated and inclined toward professional jobs, exhibited higher LGO but lower work engagement compared with 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

PurposeThis 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/approachData 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.FindingsThe 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 implicationsThis 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/valueFostering 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

PurposeThere 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/approachQuantitative 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.FindingsFindings 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/implicationsThe 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 implicationsThis study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices.Social implicationsOrganizations’ 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/valueThe 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 Impact of Five-star Hotel Service Employees’ Perception of Organizational Support(POS) on Service Innovation Behavior - Mediating Effect of Organizational Attachment -

The Impact of Five-star Hotel Service Employees’ Perception of Organizational Support(POS) on Service Innovation Behavior - Mediating Effect of Organizational Attachment -

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.

The Influence of Organizational Justice and Perceptions of Organizational Support on Organizational Commitment in PPPK Lecturer Universitas Sembilanbelas November Kolaka

The Influence of Organizational Justice and Perceptions of Organizational Support on Organizational Commitment in PPPK Lecturer Universitas Sembilanbelas November Kolaka

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