Perceived Organizational Support Research Articles

The Role of Perceived Organizational Support (POS) and Employee Satisfaction to Enhance Employee Engagement: Does Gender and Tenure Matter?

Research aims: The research investigated the conjecture that employee engagement is notably intensified in the presence of perceived organizational support (POS) and employee satisfaction. Additionally, the study explored the discrete impacts of the interconnections between these variables, considering gender and employee tenure. Design/Methodology/Approach: This study employed primary quantitative research methods through cross-sectional surveys. The hypotheses were tested using SEM-PLS with the assistance of Smart PLS.Research findings: The findings unveiled that POS indirectly influences employee engagement through its effect on employee satisfaction. Furthermore, employee satisfaction directly and positively contributes to heightened employee engagement. Neither gender nor tenure exhibits identifiable effects on the correlations between the constructs. It is ascertained that POS holds a higher degree of significance in cultivating employee engagement.Theoretical Contribution/Originality: The study empirically confirmed the enhanced employee engagement through POS and employee satisfaction, elucidating the mediating role of satisfaction, highlighting the significance of POS, and offering actionable managerial insights for human resource strategies.Practitioners/Policy Implications: It is recommended that managerial efforts be directed toward formulating human resource strategies that amplify POS.Research Limitations/Implications: Limited number of respondents due to the period of COVID-19 recovery.

Employee withdrawal behavior during forced remote work: the roles of perceived organizational support and meaningful work

PurposeEmployee withdrawal behavior can be costly for an organization. Referring to the job demands-resources (JD-R) model, this study assessed employee withdrawal behavior during forced remote work due to the COVID-19 pandemic. Job demands in the recent crisis tend to be high, resulting in the use of job resources, that is, perceived organizational support (POS) during remote work and meaningful work. Thus, the study aimed to examine the roles of POS and meaningful work toward employee withdrawal behavior during forced remote work.Design/methodology/approachSelf-report questionnaires were received from 320 Thai forced remote employees in various industries. Confirmatory factor analysis was conducted, followed by structural equation model to test hypotheses.FindingsThe full mediating role of meaningful work between POS during remote work and employee withdrawal behavior was detected, emphasizing its significance as an intrinsic motivator to lessen the likelihood of withdrawal behavior.Originality/valueExisting knowledge of remote work is questioned in terms of how it applies to a forced remote situation. This study also confirmed the JD-R model in an unfamiliar scenario, contributing to our knowledge of remote work as a future of work.

Beyond ethics: How perceived organizational support amplifies the impact of ethical HRM on employee commitment and performance

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

Understanding the Relationship Between Perceived Organizational Support and Psychological Well-Being: Perspectives of Turkish Faculty Members

Objective: The purpose of our quantitative correlational study is to investigate the relationship between the perceived organizational support of faculty members and their psychological well-being. Methods: Our study included 450 faculty members from state universities in Istanbul who were selected using a simple random sampling method. We used descriptive statistics, <em>t</em>-test, ANOVA, and linear multiple regression analyses. Results: We found that faculty perceptions of organizational support and psychological well-being vary according to academic title and tenure and are not different by gender. Perceived organizational support significantly predicted psychological well-being while controlling for gender, academic title, and tenure. Conclusions: Ensuring organizational support for faculty can positively impact their psychological well-being. Implication for Practice: Higher education institutions should diversify resources of support for faculty and make this approach a priority for the administration. The institution should make organizational changes that consider the needs and expectations of faculty members.

Drivers of Employee Engagement in the Nigerian Public Media Sector

While much has been written on employee engagement, this research was prompted by the dearth of data on drivers of employee engagement in Nigerian public media corporations. Consequently, drawing on relevant literature, eight drivers of employee engagement viz. Leadership, Communication, Compensation/Recognition, Learning and Development Perceived Organisational Support (POS), Career Development, Job Crafting and Work Environment were selected. A mixed methodology research design involving both quantitative and qualitative techniques was used to generate data extracted from the expanded Gallup Q12 questionnaire. The data generated was analysed using mean, ranking method, regression analysis, Kendall tau-b correlation, and thematic content analysis. Empirical findings showed that the eight elements were predictors of employee engagement in the study population, with Perceived Organisation Support being the highest predictor, followed by Compensation and Rewards, Work Environment, Job crafting, Leadership, Communications, Career Development, Learning and Development (β=0.245, 0.223, 0.220, 0.214, 0.176, 0.142, 0.116 and 0.110) respectively and adjusted R2 was 0.998; P<0.0001. The study findings revealed a great need for the government as an employer of labour to devote more attention to the drivers of employee engagement in the workplace to achieve improved performance and efficiency.

Perceived organizational justice and support facilitate employee innovation: A moderated mediation model of work engagement and empowerment

In this study we employed a dual theory of social exchange and conservation of resources to examine how individual perceptions of organizational justice and support translate into innovative work behavior via engagement and empowerment. We analyzed data from 367 academic staff and their leaders in 82 public higher education institutions in China, and the results revealed a positive association between perceived organizational support and innovative work behavior, which was mediated by work engagement. A result surprising to us was that although organizational justice indirectly enhanced innovative work behavior through work engagement, organizational justice did not directly drive innovative work behavior. Moreover, psychological empowerment did not moderate the indirect linkage between organizational justice/perceived organizational support and innovative work behavior via work engagement. These findings are relevant to organizations seeking to utilize different perceptions of individual employees to drive innovation.

Impact of Perceived Parental Leave Policies on Female Employees’ Job Satisfaction and Organizational Commitment: Mediating Effect of Job Satisfaction

Purpose – According to the perceived organizational support (POS) theory, when organizations value their employees’ efforts and support them with various systems, employees experience higher levels of job satisfaction (JS). Therefore, exploring the impact of awareness regarding the representative policy for female employees (FEs) in the work-life balance system, specifically the parental leave policy, on their JS and organizational commitment (OC) is significant. This study examines the mediating effects of JS and provides theoretical and practical implications. Design/Methodology/Approach – The 24th panel dataset from the Korea Labor Institute was used to control for several conditions. Among FEs (aged 20–40) suitable for this study, 2,092 respondents were selected, contrary to prior studies that have exclusively focused on FEs in private enterprises. Using these data, frequency, reliability, correlation, and regression analyses are employed. Findings – The analysis reveals that the perceived parental leave policy for FEs in private enterprises positively affects JS and OC. Notably, unmarried FEs also demonstrate a significant influence of parental leave policy awareness on JS. Moreover, JS partially mediates the relationship between FEs’ perceptions of the parental leave policy and OC. Research Implications – This study presents findings consistent with previous research that has empirically examined the positive impact of POS theory on JS. Additionally, contrary to prior studies, this study identifies a separate influence on unmarried women, highlighting the significant effect on JS by perceiving the potential for future organizational support, even if it is not currently available.

Linking Authentic Leadership with Follower Outcomes: Mediating Roles of Follower’s Hope and Perceived Organizational Support

Purpose – The primary objective of this study is to examine the impact of authentic leadership on follower outcomes. The research specifically aims to explore the role of two under-considered psychological factors – hope and perceived organizational support – in mediating the relationship between authentic leadership and its outcomes on followers. Design/Methodology/Approach – This study utilizes organizational support theory and hope theory as foundational frameworks. It employs an empirical approach to investigate how perceptions of authentic leadership influence followers’ individual motivational states and their perceived organizational support, ultimately affecting their outcomes. Findings – The research, which encompassed a study of 241 employees from various corporations in Korea, demonstrated that both hope and perceived organizational support significantly mediate the relationship between authentic leadership and follower outcomes. The results indicate that followers’ hope and their perception of organizational support play critical roles in linking authentic leadership to reduced turnover intentions and enhanced organizational citizenship behavior. Research Implications – This study contributes to the broader discourse on leadership and organizational behavior by highlighting the importance of psychological factors in the dynamics of leadership and its effects. The findings underscore the necessity of incorporating elements like hope and perceived organizational support in understanding and fostering effective leadership within organizations. The study also opens avenues for future research to explore these dynamics in different organizational contexts and cultures.

The Influence of Perceived Organizational Support and Organizational Justice on Job Satisfaction

AIESEC is a youth-led global organization that seeks to achieve peace and fulfill human potential by activating leadership qualities among youth. Job satisfaction is seen based on the Net Promoter Score (NPS). This research aims to determine the influence of perceptions of organizational support and organizational justice on job satisfaction at AIESEC Bandung. This research uses a quantitative type of research with a saturated sampling technique. The data collection method was carried out by distributing questionnaires to 157 respondents. The research results were processed and analyzed using descriptive analysis with PLS-SEM analysis techniques. The research results show that organizational support has a significant effect on job satisfaction as well as organizational justice which has a significant effect on job satisfaction.

POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction

This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Organizational Citizenship Behaviour) had no significant effect, Olc (Organizational Learning Culture) and OCB (Organizational Citizenship Behaviour) had a significant positive effect, Job Satisfaction and OCB Organizational Citizenship Behaviour have a positive and significant effect, POS (Perceived Organizational Support) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant, Olc (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant. 
 Keywords: POS (perceived organizational support), OLC (organizational learning culture), OCB (organizational citizenship behavior), job satisfaction.

The Effect of Workload and Perception of Organizational Support on Job Satisfaction with Work-Life Balance as A Mediating Variable in the Shared Services Function of Pt Pertamina (PERSERO)

The aim of this research is to determine how workload and the perception of organizational support impact job satisfaction, as well as how work-life balance acts as a mediating variable in the Shared Services Function of PT Pertamina (Persero). The research strategy employed by the author is quantitative in character, as it is grounded in concrete, objective, quantifiable, logical, and methodical data. Because it contains samples from every permanent employee of PT Pertamina (Persero) as well as from the whole population of the Shared Services Function, the study's sample is known as a saturated sample, or full population. 321 individuals make up the entire population sample. Structural Equation Modelling (SEM) is a data analysis methodology that was employed in this work to solve the limitations of the regression method. The Partial Least Square (PLS) software application is used in this study's analysis to process the data. Variant Based Structural Equation Modelling is then used to test the hypothesis and provide a viable model. The results showed that workload had a negative and significant impact on job satisfaction in the SS Function of PT. Pertamina (Persero). Job satisfaction with SS Function PT. Pertamina (Persero) is positively and significantly impacted by employee perceptions of organizational support. In SS PT Function Pertamina (Persero), work-life balance is adversely and significantly affected by workload. The perception of organizational support has a favorable and considerable impact on work-life balance, as per the SS function of PT. Pertamina (Persero). Work-life balance and job satisfaction have a somewhat positive association in SS Function PT. Pertamina (Persero). Work-life balance makes it possible for employee happiness at PT. Pertamina (Persero), an SS function, to be indirectly impacted by workload. The SS function PT. Pertamina (Persero) believes that work-life balance has an indirect effect on satisfaction through organizational support.

Perceived Organisational Support (POS) and the Performance of Organisational Citizenship Behaviour: The Nigerian Sample

This was designed to examine the influence of perceived organisational support (POS) on organisational citizenship behaviour (OCB) of civil servants in Nigeria. The study was conducted in Akwa Ibom State, a state in the Niger Delta region of Nigeria. Two hypotheses were formulated for the study, and data were collected using a questionnaire adapted from an instrument that had previously been used in a study. A sample size of 800 was conveniently chosen, and the collected data were analysed using descriptive statistics, hierarchical multiple regression analysis, and partial correlation analysis. Findings from the study indicate that POS has a significant influence on OCB. Also, findings show that perceived organisational support (POS) significantly influences the performance of organisational citizenship behaviours directed at the organisation (OCB-O) more than the performance of citizenship behaviours directed at other individuals (OCB-I) within the organisation. Consequently, managers should invest more in activities and programmes that will show that the employees are valued and that the organisations recognise the value they provide through their job performance.

Pengaruh Persepsi Dukungan Organisasi dan Keterikatan Kerja Terhadap Organizational Citizenship Behavior (OCB) Peran Mediasi Kepuasan Kerja Pada Pegawai Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Rokan Hulu

The purpose of this study was to determine the effect of Perceived Organizational Support and work engagement on Organizational citizenship behavior (OCB) with job satisfaction as a mediating variable. The population in this study were ASN Employees at the Investment Service and One-Stop Integrated Services of Rokan Hulu Regency, totaling 92 people with details of 44 ASN people and 48 honorary people, where the sample was taken using the saturated sample method. Data collection techniques using questionnaires and dissemination using Google Forms. The data analysis technique in this study was Structural Equation Modeling (SEM) using SmartPLS 3.0 as a data processing tool. The results of this study indicate that work engagement and job satisfaction have a direct significant effect on OCB of ASN employees at the Investment Service and One-Stop Integrated Services in Rokan Hulu Regency. However, Perceptions of Organizational Support do not have a significant effect on OCB of ASN employees at the Investment and One-Stop Services Office of Rokan Hulu Regency. The results of the study also show that job satisfaction is able to mediate the relationship between perceptions of organizational support and work engagement on OCB of ASN employees at the Investment Service and One Stop Integrated Services, Rokan Hulu Regency.

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism.

Workplace events play a significant role in shaping the performance of employees and organizations. Negative events, in particular, require careful attention due to their severe impact on employee wellbeing and performance. Workplace bullying and incivility are two negative events that can cause significant harm to employees and contribute to poor performance. This study examines the effects of workplace bullying and incivility on employee performance in the presence of perceived psychological wellbeing (PWB), with the moderating role of perceived organizational support (POS) considered for both independent variables and employee performance (EP). The study focuses on female nurses working in the healthcare sector of Azad Jammu and Kashmir. The results of the study indicate that workplace bullying and incivility have adverse effects on employee performance and that PWB mediates these relationships. Moreover, perceived organizational support moderates the relationship between both predictors and the employee performance criterion. In conclusion, the findings of this study highlight the importance of creating a positive and supportive work environment to mitigate the negative effects of workplace bullying and incivility on employee performance.

Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

Purpose This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic. Design/methodology/approach Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling. Findings The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance. Research limitations/implications To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures. Originality/value An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Objective: Employee performance in the context of the government agency sector is a significant concern, considering their vital role in providing public services and achieving development goals. The understanding of how perceived organizational support (POS) functions as mediation in the context of an agency still needs to be improved. Therefore, this research aims to fill the gap in previous research and explain the role of POS as a mediator that facilitates the influence of work engagement and self-efficacy on employee performance in the agency environment.
 Study Design: In this research, perceived organizational support (POS) is considered a mediating mechanism that can explain the relationship between work engagement, self-efficacy, and employee performance.
 Place and Duration of Study: Water Resources Management Center of Serayu Citanduy, Indonesia, between November 2023 and January 2024.
 Methodology: This research involved 105 respondents who were employees at the Serayu Citanduy Water Resources Management Center. Data was collected through questionnaires, and data analysis was carried out using SmartPLS 4.0 software.
 Results: There is a significant positive effect of work engagement on employee performance (β= .228, P value= .011), self-efficacy on employee performance (β= .238, P value= .017), POS on employee performance (β= .366, P value= .001), work engagement on employee performance through POS (β= .154, P value= .016), and self-efficacy on employee performance through POS (β= .122, P value= .004).
 Conclusion: Partially, work engagement, self-efficacy, and POS have a positive and significant relationship with employee performance. Employees who feel involved in work will easily be used as capital by the organization or company to increase productivity. Employee who feels confident in their abilities will find it easier to develop themselves and later perform well. In addition, this research found that POS acts as a mediator, connecting work engagement and self-efficacy with employee performance indirectly.

Well-being of migrant workers in Taiwan during COVID-19 pandemic: the role of perceived organisational support, employee resilience and ethical leadership

Purpose The purpose of this paper is to investigate how perceived organisational support (POS) enhances the well-being of migrant workers in Taiwan by strengthening their resilience. In addition, the moderating role of ethical leadership in this association was investigated based on the conservation of resources (COR) theory.Design/methodology/approach The data were gathered from migrant workers from Southeast Asian countries, including Vietnam, Indonesia, Thailand and the Philippines with structured questionnaires during the COVID-19 pandemic. A total of 420 samples were analysed by testing the mediation and moderation model.Findings The results showed a significant effect of POS on migrant workers' well-being in Taiwan through the mediating role of resilience. Moreover, ethical leadership moderated the effect of POS on employee resilience and work well-being.Research limitations/implications The sample was restricted to Southeast Asian migrant workers who were employed in industrial sectors in Taiwan. The study considered several demographic variables, including language proficiency, nationality and marital status, which could result in cultural and language biases. A cross-sectional design and self-reported data were utilised, which could potentially create common method variance biases and inflated correlations across the research variables.Practical implications The present study may be helpful to organisational leaders in the process of designing approaches for promoting a people-oriented and harmonious workplace. Employee well-being can be strengthened through employee resilience (individual factors), as well as POS and ethical leadership (organisational factors).Originality/value This study supports the use of COR theory in confirming POS as a resource that strengthens employees' resilience capabilities and work well-being. Employee resilience serves as a mediator of the relationship between POS and employee well-being. Ethical leadership serves as a moderator in strengthening the relationships between POS and employee resilience, as well as between POS and work well-being of migrant workers.

Employees' perceptions of responsible leadership in private security: a mediation model

PropósitoEste artículo de enfoque cuantitativo favorece una mayor comprensión del liderazgo responsable (RL) en el sector de la seguridad privada. Analiza el papel mediador de este estilo de liderazgo en la relación entre un clima de regulación (RC) y la percepción de los trabajadores del apoyo organizacional (POS).Diseño/metodología/enfoqueLos datos fueron recolectados a través de un cuestionario online que se administró a guardas de seguridad privados empleados a tiempo completo en la región de Ankara (Turquía). Se propone un modelo de mediación y se comprueban las hipótesis propuestas a través de ecuaciones estructurales con el software (SEM).ResultadosLos resultados obtenidos indican una relación positiva y significativa entre el RC y el liderazgo responsable de los superiores, así como una relación también positiva y significativa entre el RL y la POS de los empleados. Se encuentra que el RL media la relación entre el RC y el POS.Implicaciones de la investigaciónBajo el marco teórico de la Teoría de Conservación de Recursos (COR) se considera que el RL es un recurso altamente efectivo para las organizaciones. El RC de la organización se perfila como un factor clave que afecta los comportamientos del líder responsable.Limitaciones del trabajoEl diseño transversal del estudio (datos recogidos en un memento del tiempo) y el uso de una muestra de conveniencia son las principales limitaciones del trabajo.Originalidad/valorEste estudio explora un estilo de liderazgo aún desconocido, pero con gran potencial, que está ganando fuerza en el ámbito de la investigación científica en los últimos años. Según nuestro conocimiento, se trata del primer estudio que explora este novedoso estilo de liderazgo en el sector de la seguridad privada. El empleo de la Teoría COR favorece la comprensión del RC como un antecedente de este estilo de liderazgo (RL), y también contribuye a comprender la POS de los empleados como clara consecuencia, destacando el papel mediador de este estilo de liderazgo emergente.

The Influence of Leader-Member Exchange and Value Congruence on Job Satisfaction with Perceived Organizational Support as a Mediator

This research aimed to examine the impact of leader-member exchange (LMX) and value congruence (VC) on job satisfaction (KK) through perceived organizational support (POS) as mediation. Conducted at PT DM Baru Retailindo Sewon Bantul, Yogyakarta, with 50 employees participating, the study employed saturated sampling and questionnaires for data collection. Data analysis utilized SPSS, encompassing classical assumption tests, multiple linear regression analysis, and the Sobel test. Findings indicate a positive influence of LMX on POS (p<0.05) and of VC on POS (p<0.05). However, LMX didn't significantly influence job satisfaction (p<0.05), while VC did (p<0.05). Interestingly, POS didn't affect KK (p>0.05). Both LMX and VC exerted significant effects on KK with POS as a mediator. Implications suggest a need for organizational enhancements, particularly in areas like LMX, to foster employee satisfaction. Providing organizational support and attention to employees facing challenges could enhance job satisfaction within the company.

The impact of perceived organizational support and human resources practices on innovative work behavior: does gender matter?

Modern organizations nowadays are striving to survive and thrive within the intense competition, complex environment, and ongoing globalization. Employees' innovative work behavior has become the primary vehicle for these organizations to achieve this aim. The purpose of this study is to examine the effect of perceived organizational support (POS) and high commitment human resource practices (HCHRPs) on employee innovative work behaviors (IWB) within the moderating role of gender. Data was obtained from 359 academic staff members working in 124 higher education institutions in all emirates of the United Arab Emirates (UAE). Findings revealed that POS and HCHRPs are positively related to employee innovative work behaviors. Moreover, the moderating effect of gender on the direct relationship between POS and employee innovative work behaviors was significant, but not significant on the direct relationship between HRPs and employee innovative work behaviors. Implications of the findings for academics and practitioners were presented, and limitations and future research were discussed.