Role Of Organizational Support Research Articles

Strengthening Affective Commitment Among Indonesian Lecturers: The Role of Organizational Support and Job Satisfaction

This study explores key factors influencing lecturers' affective commitment in Indonesian higher education. Utilizing a purposive sampling approach, data were collected from 288 private university lecturers in Riau Province and analyzed using Structural Equation Modeling (SEM) with Smart Partial Least Square (Smart PLS). Findings reveal that both organizational support and job satisfaction significantly and positively impact affective commitment, with the latter acting as a partial mediator. A novel aspect of this study is the formative measurement of job satisfaction indicators, providing a nuanced understanding of lecturers' experiences. The study underscores the need for targeted organizational strategies to foster commitment and satisfaction among educators.

The Role of Organizational Support and Psychological Capital for Migrants’ Entrepreneurial Behavior

The Role of Organizational Support and Psychological Capital for Migrants’ Entrepreneurial Behavior

Impact of psychological safety and inclusive leadership on online learning satisfaction: the role of organizational support

The appeal of online education within the academic community has grown significantly due to advancements in technology and increased investments made during the pandemic. Despite the rapid expansion of research in online education, most studies have concentrated on technology and teaching techniques, overlooking social factors that also play a crucial role in students’ contentment with online learning. This study uses quantitative methods to investigate the impact of selected social variables on students’ satisfaction with online education. The research employed a designed questionnaire to gather data from African students engaged in online studies abroad. The collected data was then analyzed using SPSS-AMOS version 23. The study utilized a hierarchical linear regression model to assess the influence of different variables on students’ satisfaction with online education. The findings revealed that psychological safety and inclusive leadership positively influenced students’ satisfaction with online education. Conversely, perceived organizational support and learner–learner interaction adversely affected students’ satisfaction in the online learning environment. Moreover, the research highlighted that psychological safety, inclusive leadership, and perceived organizational support positively influenced learner–learner interaction. Additionally, perceived organizational support was identified as a moderator, affecting the relationships between other variables and students’ satisfaction with online education. Because of these findings, educational institutions and researchers are recommended to recognize social constructs’ critical role in students’ satisfaction with online education. It is essential to broaden the focus beyond technological aspects and teaching methods, as social variables are equally vital for students to have a fulfilling academic experience in online education.

The Role of Organizational Support and Teachers' Workload to the School Head's Caring Leadership and Teachers' Well-Being

The Role of Organizational Support and Teachers' Workload to the School Head's Caring Leadership and Teachers' Well-Being

From the table to the sofa: The remote work revolution in a context of crises and its consequences on work attitudes and behaviors

AbstractIn recent years educational professionals experienced a sudden shift to online work requiring them to adapt rapidly to the new digital landscape. This shift has raised concerns about employees’ health issues and the role of organizational support, as they can have a profound effect on employees’ attitudes to work. However, despite their importance, there is a dearth of empirical evidence to ascertain whether or to what extent they impact educational professionals’ job satisfaction, work engagement and turnover intention. This paper aims to address this deficit. A sample of 288 remote working education professionals in Brazil was analyzed using partial least squares structural equation modeling (PLS-SEM) techniques. We found that health complaints and organizational support have distinct effects on education professionals’ job satisfaction, engagement and turnover intention. In addition, our results reveal that job satisfaction and engagement have an impact on turnover intention. The results emphasize the importance of providing adequate support to education professionals who work remotely to cultivate a healthier and more productive work environment. These findings contribute valuable insights that may assist organizations in enabling effective remote work practices and ensure a positive work experience for education professionals.

The Role of Organizational Support in Enhancing Lecturer Performance: The Role of Commitment as a Mediator and Lecturer Certification as a Moderator

This study aims to examine the influence of organizational support on the performance of lecturers, mediated by commitment, and moderated by lecturer certification. The research was conducted in the undergraduate program in the field of economics at private universities in Riau Province. The research method used was a survey with a questionnaire as the data collection instrument. The population and sample of the study consisted of 269 respondents. Data analysis was conducted using SEM-PLS. The results of the study indicate that organizational support has a significant effect on commitment. Organizational support also has a significant effect on performance, which is mediated by commitment. Furthermore, organizational support affects performance, which is mediated by commitment and moderated by lecturer certification. The implications of this research highlight the importance of private universities in Riau Province considering these factors in the management and development of human resources, especially lecturers, to improve the quality of education. This study provides theoretical and practical contributions to understanding the factors that influence lecturer commitment and performance.

Financial technology readiness for Shariah-compliant banking services: post-merger perspectives

PurposeThe mergers and acquisitions impact the firm’s marketing strategy to target the potential market. To compete with conventional banks, Shariah banks have accommodated financial technology (Fintech) and digitalisation to retain existing customers and attract potential customers. Furthermore, this study aims to analyse the role of organisational trust and commitment in mediating the effect of perceived organisational support and managers’ perceptions of the readiness for Shariah-compliant Fintech adoption.Design/methodology/approachTo obtain information, 115 managers from Shariah bank in Indonesia were surveyed. The data were then analysed using PLS-SEM with SmartPLS software.FindingsPerceived organisational support became crucial in improving readiness to adopt the digitalisation initiative and adhere to Shariah norms. Moreover, organisational trust and commitment fully mediated the effect of perceived organisational support and manager’s readiness to change towards Shariah digital bank.Practical implicationsAdopting Fintech and its services can offer better value to customers. Digital technology has supported the merger acquisition of Shariah bank to reduce operational costs and improve productivity and service quality. The Fintech adoption in Shariah banks needs to align with a marketing strategy that can add value, offer efficient services and ensure that all transactions are safe, transparent and Riba-free (interest charged on financial transactions).Originality/valueFrom Shariah bank’s perspective, the role of organisational support in Fintech adoption is limited, and there is a lack of studies investigating managers’ readiness to change in post-merger and acquisitions. This study sheds new light on how Shariah banks must offer Fintech services and adopt digital technology to remain relevant and competitive. This study provides evidence of Shariah-compliant bank readiness and organisational support and commitment enablers using two mediating mechanisms. Properly adopting Fintech can provide superior service and Shariah-compliant banking services.

Training under an extreme context: the role of organizational support and adaptability on the motivation transfer and performance after training

PurposeThe present study used the job-demands and resources (JD-R) framework to understand how the training is transferred to an extreme working context through the analysis of job and personal resources (social support from the leader and colleagues and adaptability). Specifically, the authors tested the mediating role of motivation to transfer in the relationship (1) between the perceived support from the supervisor and colleagues and performance after training and (2) between adaptability and performance in an extreme context of the pandemic crisis – the first peak of COVID-19 in Portugal. Further, an inspection of the factors that predicted knowledge transfer and adaptability under an extreme context was carried out.Design/methodology/approachTo do so, necessary training about the new safety rules regarding the pandemic crisis of COVID-19 was implemented in a healthcare institution as a strategy to help healthcare workers deal with the increasing uncertainty and complexity that was threatening their work. It consisted of three sessions (each with one hour of training) regarding procedures, rules and safety norms. The training occurred in May 2020. Overall, 291 healthcare workers participated in the study and answered one online questionnaire one week after training completion.FindingsThe results showed that the motivation to transfer had a significant indirect effect on the relationship between colleagues' and supervisors' support and performance and between adaptability and performance. Additionally, complementary analyses showed that the mediations depended on the levels of self-efficacy in such a way that the indirect relationships were stronger when self-efficacy was higher. Thus, adaptability and support, both from colleagues and the supervisor, are determining factors for knowledge transfer and resultant performance in extreme contexts, such as the COVID-19 pandemic crisis. Lastly, the results showed that the most significant predictors of transference were self-efficacy and the motivation to transfer the learned knowledge. On the other hand, self-efficacy, peer support and the opportunity to use the knowledge were the most significant predictors of adaptability.Practical implicationsThese findings provide support for the role of employee motivation to transfer as a mechanism connecting both perceived support and adaptability to performance outcomes under extreme working contexts.Originality/valueThis study, conducted in the middle of the COVID-19 pandemic context – an extreme and uncertain working context – shows the relevance of both job and individual factors to predict employees' adaptability to such contexts.

The Role of Organizational Support and Holistic Intelligence on Lecturer Performance Mediated by Organizational Commitment

Purpose: The purpose of this study was to determine whether holistic intelligence and organizational support have an impact on organizational commitment, which affects lecturer performance. Theoretical framework: The spiritual intelligence (SQ) denotes the ability to handle challenges and perceive one’s behavior and existence in a more comprehensive and significant framework. In simpler terms, it refers to the aptitude to assess the worth and significance of one’s actions or lifestyle. Design/Methodology/Approach: This research was quantitative research with an explanatory research approach. 360 lecturers at state universities served as the sample, which represented the population of lecturers at state universities in Yogyakarta in 2021. The data analysis applied the Structural Equation Model (SEM) method with the assistance of AMOS 24. Findings: According to the findings of the initial research, organizational assistance had a positive impact on the level of performance of teachers. According to the second finding, there was no evidence to protect the relationship between holistic intelligence and teaching. The third consequence was that institutional support had a positive impact on the entity's commitment. The fourth discovery shows how holistic intelligence influenced organizational engagement. Research, practical & social implications: Based on the analysis’s findings, organizational support has an impact on performance at state universities when it is mediated by commitment support. Furthermore, if commitment support at state universities serves as a mediator, holistic intelligence has an impact on performance. Originality/Value: An individual who is provided with support will be encouraged to enhance their productivity as an act of loyalty. Additionally, if an employee has a strong sense of commitment, their work will improve because of their increased loyalty to the organization. lecturers who have strong holistic intelligence will tend to have a strong commitment if the work environment participates in providing support.

The Effect of Workplace Loneliness on Employee Wellbeing: Role of Organizational Support and Resilience

Workplace loneliness is the perception of relationship deficit in any organization which hampers the employee’s psychological well-being, which is an essential attribute for overall organizational performance. The objective of this study is to understand the effect of workplace loneliness and perceived organizational support on psychological well-being and the moderating effect of resilience on psychological well-being. The study has gathered 391 data points from various working executives in different organizations in India. The data have been analysed by using Partial Least Square Structural Equation Modelling (PLS-SEM). The results have shown a negative association between workplace loneliness and a positive association with perceived organizational support for psychological well-being. It has also been exhibited that resilient employees discount the perception of loneliness in the workplace. The results of this study will certainly help organizations design their policies for supporting employees and develop resilient employees through necessary interventions. The study is unique in highlighting the effect of one of the negative workplace attributes and the essential ways to overcome the same in a single study.

Burnout and Resilience in Foreign Service Spouses during the Pandemic, and the Role of Organizational Support

Little is known about foreign service spouses’ resilience and experience with stress, or which organizational supports are most effective for them in a crisis. The aims of this study were therefore to (1) measure resilience and personal burnout among foreign service spouses during the COVID-19 pandemic; (2) test whether resilience was associated with personal burnout; and (3) investigate which organizational supports from Ministries of Foreign Affairs (MFAs), if any, were associated with resilience or personal burnout. A total of 421 foreign service spouses (316 women and 105 men, 89% from European MFAs) completed an online survey; data were analyzed using multiple regression analyses. Nearly a third of respondents (31%) had moderate personal burnout and 4.5% had high or severe personal burnout. Higher resilience was significantly correlated with lower personal burnout scores. While knowledge that they would be evacuated if necessary was significantly correlated with greater resilience, only 27.3% of respondents knew of this support. A designated contact person at the MFA, and knowledge of a policy abroad to reduce Covid-related risks were associated with lower personal burnout scores. This study provides a baseline for resilience and personal burnout in this population, and suggests which organizational supports may be most effective during a crisis.

The Role of Organizational Support in Moderating the Influence of Learning Agility on Employee Performance

The Role of Organizational Support in Moderating the Influence of Learning Agility on Employee Performance

Peran Mediasi Perceived Organization Support Pada Pengaruh Antara Religiusitas Terhadap Intrapreneurship Behavior Pada Dosen Perguruan Tinggi Swasta Di Yogyakarta

Intrapreneurship is a form of behavior that appears in a company, with reference to entrepreneurship. Intrapreneurship behavior within the company is reflected in employees with high motivation in their work, who are full of creativity, and innovation, and who look for opportunities to complete work of the highest quality. This study tries to examine the role of the religiosity variable as an antecedent of intrapreneurship behavior of lecturers at private universities in Yogyakarta. By using data from 103 private university lecturer respondents in Yogyakarta, researchers tried to offer four hypotheses as a basis for data analysis tests. By using the PLS_SEM analysis tool, the results of the study prove that religiosity has a positive and significant effect on intrapreneurship and organizational support. Likewise, organizational support has a positive and significant effect on intrapreneurship. The role of organizational support as a mediating variable in the relationship between religiosity and intrapreneurship in this study showed insignificant results. This means that organizational support does not mediate the relationship between religiosity and intrapreneurship.

Helping the helpers: the role of organizational support and peer influence on police officer receptivity to employee assistance programs

PurposeThis study aims to investigate critical differences between police officer willingness to use and recommend an employee assistance program (EAP) to a peer, including the relationship between officer perceptions of macro-level organizational support and micro-level EAP support.Design/methodology/approachA survey of 213 police officers from a large, urban police department in the Northeast United States of America is used to evaluate the relationship between officer perceptions of the EAP and the officers' willingness to use and recommend the EAP to peers. Generalized linear regression models are used to evaluate the moderating effect of perceived organizational support (POS) on perceived EAP support.FindingsThe findings of this study suggest that POS strongly predicts willingness to use the EAP, but POS has no significant relationship with willingness to recommend the EAP. There is evidence that POS moderates the relationship of EAP support on willingness to recommend the EAP to a peer. When POS decreases, the relationship of EAP support with willingness to recommend the EAP to peers becomes stronger.Research limitations/implicationsThe current study is limited by the study's focus on only one police department and the department's use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type.Practical implicationsThis research has practical implications for those who seek to improve officer receptivity to mental health support and improve the quality of police services provided to the public. The findings demonstrate that improving officer willingness to recommend the EAP to peers may be a more sustainable pathway to addressing officer mental health than willingness to use the EAP considering the current movement toward police reform.Originality/valueThe research unveils significant differences in police officer decision-making between using the EAP and recommending it to a peer. The research also adds empirical evidence to existing research on the role of POS in policing and the altruistic, peer-focused nature of the police subculture.

Spillover effects of violent attacks and COVID-19 exposure on mental health of health professionals: A two-phase quasi-natural experiments study in Northwest China.

The aims of this study were to examine the spillover effects of violent attacks, coronavirus disease-2019 (COVID-19) exposure, and their interactions on health professionals' mental health, and the role of organizational support in their relationships in China. A two-phase survey data (n=10,901) before and after the first outbreak of COVID-19 was integrated with regional macro data on the number of lawsuit cases of violent attacks and COVID-19 cases. Three studies were designed to isolate the general spillover impact of violent attacks on the mental health of health professionals, how COVID-19 affects the mental health of health professionals, and whether organizational support moderates the relationship between violent attacks and mental health through econometric regressions. Violent attacks and COVID-19 are negatively associated with the mental health of health professionals, and the outbreak of COVID-19 adversely deteriorates the spillover effects of violent attacks. Physicians, not nurses, are the most affected group. Better perceived support from hospitals can significantly mitigate the adverse effects of COVID-19, violent attacks, and their interactions on the mental health of health professionals. COVID-19 deteriorates the adverse effects of violent attacks on the mental health of health professionals, while better organizational support is helpful to mitigate these effects.

Employee perceptions of non-communicable diseases health risks, absenteeism and the role of organisational support in a South African pharmaceutical manufacturing company.

The growing prevalence of non-communicable diseases (NCDs) in South African workers has been shown to be associated with absenteeism and increased risk of morbidity. Low-income workers living in urban settings are particularly vulnerable. Consultation with workers is crucial for understanding risks and identifying opportunities for intervention to promote health in the workplace. The purpose of this study was to examine South African pharmaceutical manufacturing workers' perspectives of health risk factors and absenteeism, and to identify how they perceived a role for the organisation to initiate interventions to improve their health. Five focus groups were conducted to capture 27 employees' perspectives. The semi-structured focus group discussions were recorded and analysed using a thematic content analysis approach. Participants indicated that they were aware of behavioural health risks such as prolonged sitting. They showed insight into strategies to prevent injuries and stay healthy, but also expressed dissatisfaction about the lack of organisational support, leading to stress and consequently absenteeism. Participants emphasized the responsibility of the organisation to support a range of health promoting strategies. The findings of this study are important for cultivating a tailored workplace intervention to reduce NCD risk factors in the pharmaceutical manufacturing workforce. It is vital that these be supported by leadership of the company through the provision of funding and the development of internal healthcare services.

Perceptions and experiences of career success among aspiring and early career accountants and the role of organisational support

AbstractPositive perceptions of career success are critical among accounting professionals, given their connection with performance, turnover and organisational commitment. Drawing on career stage theory, this study explores the perceptions and experiences of career success among 475 aspiring (Accounting/Finance students), 305 early career accountants (ECAs) and 165 managers/recruiters in Australia. Findings reflected both objective and subjective dimensions of career success alongside notable differences between aspiring accountants and ECAs, highlighting shifting views across the career stages of exploration and establishment. While ECAs were largely positive about their access to career success, managers/recruiters identified ways to create further opportunities for ECAs' career success.

The Role of Organizational Support in Work Engagement Among Nurses Working in Intensive Care Units

Introduction: The challenges and difficulties of working in intensive care units put pressure on healthcare professionals, especially nurses. To support nurses working in intensive care units (ICUs), developing supportive climates in organizations may drive nurses towards increasing work engagement levels and other related factors. Objective: This study aimed to determine the relationship between organizational support and the work engagement of nurses working in ICUs. Materials and Methods: This correlational cross-sectional study was conducted on 140 nurses working in two governmental hospitals in Amman City, Jordan, from January to August 2021. The participants were selected with a simple random sampling method, and study data were collected using a 3-part questionnaire: demographics, the survey of perceived organizational support scale with 8 items, and the Utrecht work engagement scale with 9 items. Descriptive statistics, the independent t test, the Spearman correlation test, and hierarchal multiple linear regression analysis were performed to determine the contribution of perceived organizational support on nurses' work engagement. The significance level for all tests was set to be less than 0.05. Results: About 53.6% of participants were male, 55% worked in medical-surgical intensive care units, and 45% were in cardiac care units. The results showed that the mean ± SD scores of perceived organizational support and work engagement were 29.53 ± 6.71 and 3.71 ± 0.88, respectively. Also, results showed no significant differences in perceived organizational support and work engagement based on nurses' socio-demographics or work-related factors. Finally, there was a significant positive weak correlation between perceived organizational support and work engagement (r= 0.23, P=0.002). The linear regression model showed that perceived organizational support could predict work engagement (R2 = 0.039). Conclusions: Perceived organizational support among nurses working in ICUs is one of the important factors in increasing work engagement. Findings have several implications for nurses in different settings. Jordanian health policymakers must take action to improve nurses' perception of organizational support and consequently increase nurses' work engagement.

Surviving adversity: personal and career resilience in the AEC industry during the COVID-19 pandemic

This study aimed to explore the personal and career resilience of project management practitioners working in the Architectural, Engineering, and Construction (AEC) industries and their organizational support in the context of the COVID-19 pandemic. The global pandemic offered a unique opportunity to explore resilience both as a state (using quantitative scales) and as a process (using qualitative responses) in the context of a shared transboundary disturbance in normal routines. A mixed methods approach was used to triangulate quantitative and qualitative data from an online survey which included established scales and open-ended questions. Informed by a total of 121 valid survey responses, hierarchical regression analysis of the scales provided insights into the relationship between career and personal resilience and how personal resilience contributed to greater career resilience and the ability to positively adapt to the pandemic’s consequences. The quantitative analysis was complemented by a thematic analysis of the open-ended responses to identify the forms of organizational support that were important for resilience building during the pandemic. Organizational resources, such as training, mentoring, increased communication, and greater management support fostered employee adaptation to the pandemic shock. Evidence-based recommendations are made for AEC organizations to facilitate better workforce preparation for future adversities through providing effective resilience-promoting support mechanisms. The findings add to the body of knowledge by providing a better understanding of the importance of personal and career resilience and the role of organizational support in the process of resilience-building during adversities.

Does Future Work Self Benefit Everyone Equally? The Moderating Role of Organizational Support for Development

To elucidate how and why hotel employees proactively engage in career development, this study explains the indirect effect of future work self (FWS) on their proactive career behavior through career engagement. Drawing on conservation of resources theory, this study discusses the moderating role of organizational support for development (OSD) to highlight why OSD is important for those who have low-level FWS. Results of the 205 hotel supervisor–staff-matched data show that career engagement mediates the relationship between FWS and proactive career behavior. Furthermore, OSD can be considered a compensatory moderator that determines the indirect effect of FWS on proactive career behavior. This study provides further theoretical and practical implications.