Perceived Organizational Support Research Articles

Impact of Work Engagement on Teachers’ Workplace Well-Being: A Serial Mediation Model of Perceived Organizational Support and Psychological Empowerment

This study investigated the effect of work engagement (WE) on teachers’ workplace well-being (WWB) and the role of perceived organizational support (POS) and psychological empowerment (PE) in the underlying internal mechanisms. The participants were 2,090 Chinese teachers (valid response rate: 90.32%), with an average age of 39.42 years ( SD = 8.73). To test the mediating role of POS and PE on the relationship between WE and WWB (parallel and serial), participants were asked to complete the subscales of employee well-being, the Utrecht Work Engagement Scale, the Psychological Empowerment Scale, and the Perceived Organizational Support Scale. The results revealed that (1) WE can positively predict WWB, (2) POS and PE mediated the relationship between WE and WWB, and (3) there were numerous indirect routes (i.e., WE→POS→PE→WWB). The results of this study help us understand the relationship between WE and WWB and have implications for improving teachers’ WWB.

Cultivating Innovative Work Behavior: Insights from HRM Practices Integration

Innovative Work Behavior (IWB) has a prominent space in various literature, but what cultivates it remains inconsistent and fragmented. This study posits that controlled Human Resource (HR) practices can foster Innovative Work Behavior (IWB). It used Reflective Thematic Analysis (RTA) to examine from the lens of Perceived Organizational Support (POS) and Learning Culture (LC) theories based on the insights of 10 expert-respondents across 8 industries. The findings revealed that the organization’s support and the synergy of HR practices such as Diversity Management (DM), Work Life Balance (WLB), and Training and Development (TD) significantly succeeded to cultivate IWB while Rewards and Recognition (RR) practices failed to cultivate the desired behavior. The study also showed that championing cultural diversity and observing employees’ balanced work-family time propelled innovative behavior. Likewise, Learning Culture (LC) as enhanced by TD, DM, and WLB practices escalated the employees’ IWB. The study recommends to strategize RR practices, focusing on intrinsic rewards that are linked to IWB and to enhance TD practices for sustainable learning. It further highlights the crucial role of organizational support through HRM practices and learning culture in cultivating IWB. Since IWB is multi-factored, an investigation on other factors not addressed in this study and longitudinal research must be conducted to ensure consistent findings. The future direction of this study should also focus on external factors such as technological advancement, market competition, and regulatory environment that shall redefine the organization’s core values and consequently frame employees’ Innovative Work Behavior. This study does not only contribute to the existing body of literature, but also offers significant insights for both HR and Innovation managers in their respective practices. Keywords: Innovative Work Behavior, HR Practices, Organizational Performance, Diversity Management, Work-Life Balance, Training and Development, Rewards and Recognition, Perceived Organizational Support (POS) Theory, Learning Culture (LC) Theory

The influence of transformational leadership on knowledge sharing of teachers: the roles of knowledge-centered culture and perceived organizational support

Purpose The purpose of this study is to explore the effect of transformational leadership (TL) on tacit and explicit knowledge sharing (KS) of teachers through the mediating role of knowledge-centered school culture (KSC). This study also attempts to bring a deeper insight into the correlation between KSC and KS behaviors by exploring the moderating effect of perceived organizational support (POS). Design/methodology/approach The paper used a quantitative approach and structural equation modeling to examine the relationship among the latent factors in the research model using data collected from 293 teachers in Vietnamese universities. Findings The findings indicated that TL positively influences tacit and explicit KS behaviors of teachers directly or indirectly through its positive effect on KSC. In addition, the paper highlights the moderating role of POS in strengthening the impact of TL on tacit and explicit KS behaviors of teachers. Research limitations/implications This paper emphasizes the need to practice TL as an effective pathway to foster tacit and explicit KS behaviors of teachers in higher education. Originality/value The paper significantly contributes to enhancing understanding of the antecedent role of TL in fostering knowledge-centered culture and KS behaviors of teachers under the moderating effects of POS in higher education.

Unrevealing the mystery of Bullying at workplace: Exploring Burnout through Psychological Stress and Perceived Organization Support

The work environment significantly impacts employee relationships and workplace dynamics. A positive environment promotes collaboration, teamwork, job satisfaction, and recognition, while a negative one can led to tension and disengagement. Open communication, well-organized spaces, diverse environments, and opportunities for personal and professional growth strengthen bonds. This research paper explores the relationship between bullying at work place and burnout through psychological stress and the buffering effect of perceived organizational support. Study provides a comprehensive understanding of the mechanisms through which bullying at work place effects employee burnout and explores the potential protective role of perceived organizational support in alleviating burnout symptoms. This study works on a quantitative research methodology and collects data from employees working in miscellaneous industries. Questionnaire has been circulated via online mode and through google form to 300 employees from numerous industrial sectors. The findings indicate positive association between bullying at workplace and burnout signifying that those individuals who are working in such organizations or those who have experienced bullying at work place leave the organization at its earliest.

Mediation of Green Perceived Organizational Support between Green Human Resource Management Practices and Employee Performance

This study examines the role of green HRM on employee performance outcomes in Pakistan through perceived organizational support for environmental initiatives. The theory of Ability Motivation Opportunity (AMO) has been applied to investigate how green HRM influences employee performance by mediating green-perceived support. The research used green HRM practices as independent factors, green perceived organizational support as a mediating variable, and employee performance as the dependent variable. Data from 312 respondents were analyzed using SEM-PLS. Training and development, recruiting and selection, employee involvement, and performance management are all examples of green HRM practices that this study found to have a good effect on employee performance. Furthermore, organizational support was a crucial mediator between green HRM practices and employee performance. This indicates that when green HRM and green-perceived organizational support demonstrate a commitment to environmental concerns, employees recognize that their ecological values are significantly endorsed by their employer, enhancing their perception of green-perceived organizational support and motivating improved performance. This research demonstrates that perceived green support fosters green competencies and motivation in employees, enabling them to realize their environmental potential. Therefore, employees may perform at their best by putting green HRM methods into practice and making corporate support seem ecologically sensitive.

Relational social capital and tacit knowledge sharing: the mediation of P-O fit and POS

ABSTRACT In the knowledge economy, tacit knowledge sharing (TKSB) is crucial for organizations seeking sustained competitive advantage. This study explores the impact of relational social capital (RSC) on TKSB in Chinese cultural and creative organizations, framed within Social Exchange Theory (SET). A chain mediation model is introduced to assess the sequential mediating roles of person-organization fit (P-O Fit) and perceived organizational support (POS). Data from 212 employees were analyzed using structural equation modeling (SEM) with AMOS. Results show that RSC significantly enhances TKSB, with P-O Fit and POS acting as key mediators. This research extends SET by demonstrating how RSC promotes TKSB and empirically validates the chain mediation effect of P-O Fit and POS. The study provides deeper insights into tacit knowledge sharing mechanisms, offering practical implications for management strategies in the cultural and creative sectors.

The Role of Perceived Organisational Support in Predicting Organisational Commitment and Organizational Citizenship Behavior in Professional Organizations

The study examined the "role of perceived organisational support in predicting organisational commitment and organisational citizenship behaviour in professional organisations". The primary data was acquired through a questionnaire from 200 respondents (employees from the finance and technology sectors) via a stratified random sampling technique. Excel and SPSS 26 were utilised for data analysis, and Statistical tools such as Anova, regression and correlation were used. The results demonstrated that perceived organisational support (POS) positively influences organisational commitment. Moreover, it has been found that perceived organisational support (POS) and organisational citizenship behaviour (OCB) in professional organisations have a substantial correlation, and there are significant differences in the perception of organisational support, commitment, and OCB among professionals working in the technology and finance sectors. This study can assist decision-makers and managers in the finance and technology sector in creating a comprehensive plan for organisational support and development programs that effectively include employees in their job responsibilities. The study provides valuable insights into the importance of perceived organisational support in fostering organisational commitment and citizenship behaviour.

Enhancing Performance: The Role of Organizational Culture, Commitment, and Support in Indonesian Paper Industry

Human resources play an important role in the successful achievement of performance. Employee performance is the result of the work achieved by employees in a company. This study aims to investigate the impact of organizational culture, organizational commitment, and perceived organizational support on employee performance at a paper manufacturing plant. The descriptive data and SEM were analyzed using The Jeffreys’s Amazing Statistics Program (JASP) method. Data were collected from 107 respondents who participated in paper manufacturing plants (52 males (48.6%), 55 females (51.4%); MageMage= 38, SD = 8.4). The results showed that (1) organizational culture has a significant effect on employee performance (β = 0,533, p 0,05). (3) Perceived organizational support has no significant effect on employee performance (β = 0,039, p > 0.05). In this study, organizational commitment and perceived organizational support did not influence employee performance. Among employees, expectations for increasing organizational commitment and perceptions of organizational support for improving employee performance are still not high enough. The findings of this study highlight that organizational culture has the strongest influence compared to organizational commitment and perceived organizational support on employee performance. To improve employee performance, organizations can internalize cultural values through socialization activities, corporate culture training, and cultural rituals so that employee work behavior will develop, contributing to improved performance in the organization.

Exploring the relationship between perceived organizational support and affective commitment among Saudi employees: the mediating effect of organizational trust

Despite the acknowledged importance of perceived organizational support (POS), organizational trust (OT), and affective commitment (AC) for favorable organizational outcomes, relatively little is known about the processes that underlie these various associations, especially in Islamic, Arabian Middle Eastern contexts. This study aims to address this gap by exploring the relationships between POS and AC, and testing the mediating effect of OT in the Kingdom of Saudi Arabia (KSA). This study conducted a survey of 347 Saudi employees from a wide range of organizations, occupations, and industries and performed a hierarchical regression analysis. The results provided evidence of the validity of the three relevant constructs (POS, OT, AC) and the generalizability these constructs have outside of North American samples. It also indicated that POS is a significant predictor of OT, and both POS and OT were significant determinants of AC. The study also revealed that OT partially mediates the relationship between POS and AC. The findings contribute to a better understanding of the POS-OT-AC link in the Islamic Arabian context of the KSA. This study is among the first to test the mediating effect of OT on the POS-AC relationship, aiding the understanding of the indirect relationship between POS and AC.

Factors that Affect Work Attachment Mediated by the Perception of Organizational Support in Mining Companies PT. XYZ

This study aims to determine the Effect of Psychological Capital and Authentic Leadership on Work Engagement Mediated by Perceptions of Organizational Support at Mining Company PT. Xyz. The population in this study were 121 employees working at PT. XYZ with sampling using the Saturation Technique, namely all populations used as respondents. This research method uses a quantitative method with a causal design. The analysis in this study used SEM with software analysis using SEM PLS. The results of this study indicate that. The results of this study indicate that psychological capital has a significant positive effect on job uncertainty, meaning that the higher the psychological capital owned by employees, the higher the perceived job uncertainty. Authentic leadership has a significant positive effect on tenure. Authentic leadership has a significant positive effect on perceptions of organizational support. Psychological capital has a significant positive effect on perceptions of organizational support. Perceptions of organizational support have a significant positive effect on Work Engagement, meaning that the higher the perception of organizational support, the higher the employee's work continuity. Psychological capital has a positive and significant effect on work continuity through perceptions of organizational support as an intervening variable. Authentic leadership has a positive and significant influence on work continuity through perceptions of organizational support as an intervening variable.

Examining the Impact of Organizational Support on the Secondary Traumatic Stress of Mental Health Professionals Exposed to Workplace Violence

Mental health professionals are at a heightened risk of secondary traumatic stress (STS) due to the higher prevalence of trauma-exposed individuals seeking clinical help compared to the general population. The aims of this study were as follows: (1) to explore the association between exposure to workplace violence (WPV) and secondary traumatic stress, and the potential mitigating effects of organizational support and (2) to examine how the workplace setting (inpatient vs outpatient) affects the experience of STS. The study was cross-sectional. Over 58 days, survey data was collected from mental health professionals working in both inpatient and outpatient settings. A total of 2,549 professionals responded. The overall prevalence of STS across settings was 87%. The highest reported secondary traumatic stress levels were among nurse practitioners/APRNs (49.29%), followed by nurses (47.94%) and psychiatrists (46.85%). Levels of STS occurred at slightly higher levels among professionals in outpatient settings (48.39%) than those in inpatient settings (45.11%). Increased exposure to WPV correlated with higher levels of STS, while higher levels of perceived organizational support (POS) had a moderating effect on STS levels. This study suggests that STS is a significant phenomenon and that mental health professionals are at risk for developing the condition. Organizational support can play a role in mitigating the effects of WPV and STS. Interventions aimed at improving organizational support and building psychological resilience may help reduce the prevalence of STS among this population.

The Impact of Employee Engagement as a Mediation Variable on Perceptions of Organisational Support and Compensation of Employee Performance

The Impact of Employee Engagement as a Mediation Variable on Perceptions of Organisational Support and Compensation of Employee Performance

The moderating role of gender in the relationships among job characteristics, perceived organizational support, engaging leadership, and work engagement in the Indian IT sector

Understanding the complex relationships among job characteristics (JC), perceived organizational support (POS), engaging leadership (EL), work engagement (WE), and the moderating influence of gender is essential for organizations aiming to create inclusive and dynamic work environments. By addressing gender-related disparities in these areas, organizations can promote fairness, diversity, and employee well-being, leading to increased WE and organizational success. This study investigates the moderating role of gender on the relationships between JC, EL, POS, and WE. Primary data was collected from 360 Indian IT employees and analyzed using PLS-SEM. The study found that JC, POS, and EL significantly influence WE, with gender serving as a moderator. This suggests that the effects of these factors on WE may vary based on an individual's gender.

Managing emigration intentions: developing world study from Kosovo shows HCHRM policies can put the brakes on

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers in Kosovo found that although HCHRM does not directly influence emigration intentions in this developing nation, it has a positive impact on perceived organizational support (POS). In turn, this leads to higher job satisfaction. Therefore, the authors concluded that HCHRM indirectly influences emigration intentions via POS and job satisfaction.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The role of administrative support in the relationship between teachers perceptions of organizational support and teacher leadership levels

The role of administrative support in the relationship between teachers perceptions of organizational support and teacher leadership levels

Effect of Social Support on Job Satisfaction and Organization Commitment: Employee Engagement as a Mediating Factor

Background- The issues of job engagement, satisfaction and social support are very crucial factors in service sector as employee being a major aspect for such organization. This study aimed to examine the mediating influence of employee engagement in between social support factors and job satisfaction relationship in IT companies of Kathmandu Valley. Methods- This study followed post positivist epistemology which consists of unbiased axiology, and numerical rhetoric assumption. In this study, descriptive and casual research design has been used. Two hundred and four valid samples were used for data analysis. Hierarchical regression was used to test the mediation hypotheses. Results- Correlation analysis indicated that the relationships among perceived supervisor support, peer support, perceived organization support, job engagement, organization engagement, job satisfaction and organization commitment are statistically significant (p<.01) and the nature of the relationships are positive. Furthermore, hierarchical regression revealed that employee engagement is the significant mediator in between social support and employee outcomes; however, all the hypotheses were not neatly reproduced. Conclusion- This study suggested that support offered by colleagues, supervisor and organizational system to the employees are seems to be engaged in their work and organization that resulted commitment towards their organization and feel satisfied. Further, IT sectors could enhance organizational commitment and job satisfaction of employees by managing the support system through supervisor and peers which make them fully engaged and dedicated in their work as well. Novelty- The newness in this study is that the social support is the root cause of organizational engagement consisting of job engagement and organization engagement and it plays the major role for determining the job satisfaction and organization commitment.

The implementation and impacts of the Comprehensive Care Standard in Australian acute care hospitals: a survey study

BackgroundComprehensive care (CC) is becoming a widely acknowledged standard for modern healthcare as it has the potential to improve health service delivery impacting both patient-centred care and clinical outcomes. In 2019, the Australian Commission on Safety and Quality in Health Care mandated the implementation of the Comprehensive Care Standard (CCS). However, little is known about the implementation and impacts of the CCS in acute care hospitals. Our study aimed to explore care professionals’ self-reported knowledge, experiences, and perceptions about the implementation and impacts of the CCS in Australian acute care hospitals.MethodsAn online survey using a cross-sectional design that included Australian doctors, nurses, and allied health professionals in acute care hospitals was distributed through our research team and organisation, healthcare organisations, and clinical networks using various methods, including websites, newsletters, emails, and social media platforms. The survey items covered self-reported knowledge of the CCS and confidence in performing CC, experiences in consumer involvement and CC plans, and perceptions of organisational support and impacts of CCS on patient care and health outcomes. Quantitative data were analysed using Rstudio, and qualitative data were analysed thematically using Nvivo.Results864 responses were received and 649 were deemed valid responses. On average, care professionals self-reported a moderate level of knowledge of the CCS (median = 3/5) and a high level of confidence in performing CC (median = 4/5), but they self-reported receiving only a moderate level of organisational support (median = 3/5). Only 4% (n = 17) of respondents believed that all patients in their unit had CCS-compliant care plans, which was attributed to lack of knowledge, motivation, teamwork, and resources, documentation issues, system and process limitations, and environment-specific challenges. Most participants believed the CCS introduction improved many aspects of patient care and health outcomes, but also raised healthcare costs.ConclusionCare professionals are confident in performing CC but need more organisational support. Further education and training, resources, multidisciplinary collaboration, and systems and processes that support CC are needed to improve the implementation of the CCS. Perceived increased costs may hinder the sustainability of the CCS. Future research is needed to examine the cost-effectiveness of the implementation of the CCS.

Occupational health staff's involvement contributes to supervisor's perceived organizational support in Japanese workforce: a prospective cohort study.

Enhancing employees' perceived organizational support (POS) is crucial for organizations, and one effective approach is enhancing supervisors' POS. However, there is limited research focusing specifically on enhancing supervisors' POS. We aimed to investigate the influence of occupational health staff's involvement for supervisors on their POS. A prospective cohort study was conducted using an online survey targeting supervisors in various industries across Japan. We assessed supervisors' POS using 8 effective items of the Japanese version of the Survey of Perceived Organizational Support. Data were collected on the involvement of occupational health staff in providing supervisors with training on workplace health management and guidance on addressing specific subordinates with health concerns. The association between this involvement and POS was assessed through multiple regression analyses. The study involved 541 supervisors with occupational health staff at their workplace in the final analysis. Training from occupational health staff was significantly associated with an increase in POS at follow-up after adjustment for potential confounders, including demographic variables and POS at baseline. Similarly, guidance from occupational health staff was also significantly associated with increased POS. This effect was particularly notable in small workplaces. Our study indicates that occupational health staff's involvement in supporting supervisors can contribute to enhancing supervisors' POS, especially in small workplaces. These findings suggest that by developing structured systems and establishing specific roles for occupational health staff, organizations may effectively enhance supervisors' POS.

Exploring Ethical Leadership, LMX, and Their Impact on Perceived Organisational Support and OCB in the Jordanian Telecom Sector

This study investigates the interrelationships among ethical leadership, perceived organizational support (POS), and organizational citizenship behavior (OCB) in the context of the Jordanian telecom sector, considering the moderating role of leader-member exchange (LMX). Employing a quantitative research design with a cross-sectional approach, data were collected through a questionnaire survey from 280 employees working in Jordanian telecom industries, and SmartPLs was used for data analysis. The results reveal substantial and meaningful associations between ethical leadership, POS, and OCB. Ethical leadership significantly and positively influences both POS and OCB, signifying that leaders who exemplify ethical conduct, fairness, and integrity contribute to employees' perceptions of organizational support and support their active engagement in citizenship behaviors. Moreover, the findings highlight a positive correlation between POS and OCB, indicating that when employees perceive robust organizational support, they are more inclined to extend their contributions beyond their job descriptions. LMX is shown to play a moderating role in the relationship between ethical leadership and OCB, as well as in the relationship between POS and OCB. These findings underscore the pivotal role that high-quality leader-member relationships play in amplifying the positive impacts of ethical leadership and POS on OCB. This research enriches understanding of ethical leadership, POS, and OCB within the Jordanian telecom sector. The implications of these findings are significant, providing valuable insights for organizations in this industry. These insights include developing and promoting ethical leadership practices, creating a supportive work environment, and strengthening leader-member relationships. The practical implications extend to leadership development programs, performance management systems, and reward structures that aim to encourage and reinforce OCB among employees.

Remote employee work performance in the meta COVID-19 era: evidence from Greece

PurposeBy drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement.Design/methodology/approachData were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining work-related characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM).FindingsThe research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed.Practical implicationsThe results indicate that if organizations manage to influence positively their employees’ work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times.Originality/valueThe research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees’ work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.