Perceived organizational support, psychological entitlement, and extra-role behavior: The mediating role of knowledge hiding behavior

2019 ◽  
pp. 1-16 ◽  
Author(s):  
Ayman Mousa Mahmoud Alnaimi ◽  
Husam Rjoub
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Equation Modeling ◽  
Role Behavior ◽  
Mediating Role ◽  
Psychological Entitlement ◽  
Hiding Behavior ◽  
Knowledge Hiding

AbstractResearch on the knowledge sharing has exploded over the past decades due to trends and integration of knowledge and talent management in modern workplace. However, knowledge hiding has been left unexplored; moreover, efforts to foster knowledge sharing remain because employees are unwilling to share their knowledge for several reasons. Drawing on psychological ownership and social exchange theory, this article investigated the nexus between perceived organizational support, psychological entitlement, knowledge hiding behavior, and extra-role behavior, and the mediating role of knowledge hiding behavior. Utilizing survey data collected from 375 employees in Jordanian commercial banks, a structural equation modeling was applied to analyze the data. Results from structural equation modeling show that (1) perceived organizational support has a positive impact on extra-role behavior, (2) knowledge hiding behavior has a negative impact on extra-role behavior, (3) psychological entitlement has a positive impact on knowledge hiding behavior, and (4) knowledge hiding behavior mediated the relationship between psychological entitlement and extra-role behavior. Implications for theory and practice are discussed.

scholarly journals Investigating the mediating role of organizational trust in the relationship between perceived organizational support and Knowledge sharing

2020 ◽  
pp. 298-314
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Organizational Trust ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Mediating Role

Knowledge sharing is vital for any organization, and it has an essential impact on developing ‎‎skills, increasing value, and maintaining a competitive advantage in the organization. In the knowledge management (KM) literature, ‎‎perceived organizational support and organizational trust have been pointed out as ‎‎primary factors for knowledge sharing. The present study investigated the role of ‎‎perceived organizational support in promoting nurses’ knowledge sharing, considering ‎‎organizational trust as a mediator‎. The cross-sectional study design was applied to examine the ‏hypothesized relationships.‏ ‎Data were ‎‎collected using three questionnaires from three hundred thirty ‎‎nurses working in five public hospitals in Shiraz city. The Partial Least Squares Structural ‎‎Equation Modeling (PLS-SEM) approach was used to analyze data. The results revealed a significant and positive association between perceived organizational support, organizational trust, and knowledge sharing. The findings also demonstrated that organizational trust plays a mediating role between perceived organizational support and knowledge sharing.

scholarly journals DOES EMPLOYER BRANDING AFFECT JOB EMBEDDEDNESS? THE MEDIATING ROLE OF DEDICATION AND PERCEIVED ORGANIZATIONAL SUPPORT

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Berivan TATAR ◽  
Büşra MÜCELDİLİ ◽  
Oya ERDİL
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Practical Implication ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Future Research ◽  
Employer Branding ◽  
Mediating Role

Along with emerging the war for talent, scholars have given ample attention to employer branding concept referring the a whole of values and benefits that organizations provide for both attracting and retaining the best possible talent. In this context, the purpose of this study is to investigate the effect of employer branding on the favorable employee behavior as job embeddedness via the mediating role of the dedication and perceived organizational support.  Data collected from 200 respondents have been analyzed through Structural Equation Modeling. As a result of analyses, the hypothesized model was supported. Findings of the study revealed that employer branding has effect the dedication, job embeddedness and organizational support perception of employees. Additionally, dedication and perceived organizational support partially mediate the relationship between employer branding and job embeddedness. Finally, the theoretical and practical implication, limitations of the study and suggestions for future research are discussed.

scholarly journals Authentic Leadership and Teachers’ Intention to Stay: The Mediating Role of Perceived Organizational Support and Psychological Capital

2019 ◽  
Vol 9 (3) ◽  
pp. 67 ◽  
Author(s):  
Andrea Aria ◽  
Parivash Jafari ◽  
Maryam Behifar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Mediating Role ◽  
Positive Direct

This paper aims to explore the mediation effect of psychological capital and perceived organizational support on therelationship between authentic leadership and intention to stay. The structural equation modeling technique was usedto test the hypothesized model. A survey was administered to collect data targeting a sample of randomly selectedteachers working at high schools in Tehran. The results suggest that authentic leadership significantly influencesteachers’ intention to stay, psychological capital, perceived organizational support. As predicted, both perceivedorganizational support and psychological capital had a significant positive direct effect on intention to stay. Theeffect of authentic leadership on intention to stay was found to be mediated by teachers’ psychological capital andperceived organizational support. This study shows how leaders can enhance teachers’ intention to stay by applyingauthentic leadership, engendering psychological capital and creating supportive environment.

scholarly journals THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Heru Kurnianto Tjahjono ◽  
Meika Kurnia Puji Rahayu ◽  
Awang Dirgantara Putra
Keyword(s):  
Job Performance ◽  
Procedural Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zahid Hameed ◽  
Rana Muhammad Naeem ◽  
Marria Hassan ◽  
Muhammad Naeem ◽  
Muhammad Nazim ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Sabir ◽  
Imran Ali ◽  
Muhammad Bilal Majid ◽  
Naila Sabir ◽  
Hamid Mehmood ◽  
...  
Keyword(s):  
Saudi Arabia ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to evaluate the influence of perceived organizational support on employees’ performance in information technology (IT) firms in Pakistan and Saudi Arabia. Organizational support is critical as it ensures support given by the organization to workers and to complete one’s job proficiently and effectively. Design/methodology/approach Data were collected from IT firm employees through a self-administered questionnaire survey where a total of 400 questionnaires were distributed, i.e. 200 in each country’s IT firms. A total of 383 completed questionnaires were received (190 from Pakistan and the remaining 183 from Saudi Arabia) representing a response rate of 95%. The hypothesis was tested using confirmatory factor analyzes and direct relations were confirmed using AMOS v24. Findings The results indicate that perceived organizational support and affective commitment have a significant positive impact on employee performance. Findings of the study show that perceived organizational support and affective commitment directly and significantly correlated (r = 0.439**; p < 0.05) (r = 0.489**; p < 0.05) with employee performance. On other hand, results of structural equation modeling indicate that perceived organizational support and affective commitment have a significant and positive impact (ß = 0.284; p < 0.01) and (ß = 0.370; p < 0.01) on employees’ performance. Moreover, affective commitment partially mediates the relationship between perceived organizational support and employee performance. Research limitations/implications The outcomes are not generalized, as the researcher analyzed working employees in the IT firms in Saudi Arabia and Pakistan. The relationship between perceived organizational support and employees’ performance may be checked in a longitudinal study. If all items are considered because of the ambiguity of human feeling and acknowledgment, it is hard to precisely assess employees’ performance and their needs. This research proposes a straightforward and handy model that supports managers to feature the most powerful factors in building up their employees’ performance. Originality/value This study proposes managers to give chances to proficient advancement, improved occupation and satisfying the necessities identified through deference, mindfulness and endorsement. Furthermore, they ought to make more good working conditions, for example, preparing chances to support workers in their wants for self-improvement and accomplishment. The research additionally recommends recording the unmistakable standard operation procedure to clarify the understanding of the employees. In addition, managers ought to invest sensible energy with their front-line employees through socialization and training. These efforts could limit fatigue work, enhance organizational duty and performance.

scholarly journals DOES EMPLOYER BRANDING AFFECT JOB EMBEDDEDNESS? THE MEDIATING ROLE OF DEDICATION AND PERCEIVED ORGANIZATIONAL SUPPORT

2018 ◽  
Vol 6 (3) ◽  
pp. 346-361
Author(s):  
Berivan TATAR ◽  
Büşra MÜCELDİLİ ◽  
Oya ERDİL
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Practical Implication ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Future Research ◽  
Employer Branding ◽  
Mediating Role

Along with emerging the war for talent, scholars have given ample attention to employer branding concept referring the a whole of values and benefits that organizations provide for both attracting and retaining the best possible talent. In this context, the purpose of this study is to investigate the effect of employer branding on the favorable employee behavior as job embeddedness via the mediating role of the dedication and perceived organizational support.  Data collected from 200 respondents have been analyzed through Structural Equation Modeling. As a result of analyses, the hypothesized model was supported. Findings of the study revealed that employer branding has effect the dedication, job embeddedness and organizational support perception of employees. Additionally, dedication and perceived organizational support partially mediate the relationship between employer branding and job embeddedness. Finally, the theoretical and practical implication, limitations of the study and suggestions for future research are discussed.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

scholarly journals Can Corporate Fairness towards Public Authorities Enhance Customer Loyalty? A Multi-Sectorial Investigation in a Developing Country

2019 ◽  
Vol 12 (1) ◽  
pp. 187 ◽  
Author(s):  
Ovidiu I. Moisescu ◽  
Oana A. Gică ◽  
Victor O. Müller ◽  
Camelia Ancuța Müller
Keyword(s):  
Developing Country ◽  
Customer Loyalty ◽  
Structural Equation ◽  
Positive Impact ◽  
Retail Banking ◽  
Equation Modeling ◽  
Public Authorities ◽  
Banking Services ◽  
Mediating Role ◽  
Company Identification

This paper investigates how customer loyalty can be enhanced by improving customers’ perceptions of corporate fairness towards public authorities, taking into account the mediating role of customer-company identification, in a multi-sectorial context, in a developing country in Central and Eastern Europe. The investigation is conducted comparatively within four main industries (telecom services, retail banking services, dairy products and personal care products) and depicts the particular impact these perceptions have on customer loyalty in each domain, with practical implications concerning corporate social responsibility (CSR) communications. A consumer survey was designed and implemented among a sample of 1464 customers from Romania. The collected data was analyzed by means of partial least squares structural equation modeling (PLS-SEM). We found that customers’ perception of corporate fairness towards public authorities has a significant and positive impact on customer loyalty in all investigated industries, both directly and indirectly via customer-company identification, with a higher impact for services, especially for retail banking services.

Does employee willingness to take risks affect customer loyalty? A moderated mediation examination of innovative behaviors and decentralization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohd Ahmad Al-Hawari ◽  
Shaker Bani-Melhem ◽  
Faridahwati Mohd. Shamsudin
Keyword(s):  
Personality Traits ◽  
Customer Loyalty ◽  
Structural Equation ◽  
Positive Impact ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Mediating Role ◽  
Hotel Managers ◽  
Innovative Behaviors

Purpose This study aims to build on the trait activation and interactionist perspective theories to investigate the effect of frontline employees’ (FLEs) willingness to take risks on hotel guest loyalty by assessing the mediating role of their innovative behaviors. It also examines whether decentralization strengthens the positive impact of willingness to take risks on innovative behavior and, subsequently, customer loyalty. Design/methodology/approach The authors collected multilevel data from various sources – hotel FLEs (n = 183), hotel operation managers (n = 46) and hotel guests/customers (n = 266) – from five-star hotels operating in Dubai. Structural equation modeling and PROCESS macro (version 3.5) were used to analyze the data. Findings The findings showed that willingness to take risks indirectly (via innovative behaviors) affects guest/customer loyalty positively. This effect is strengthened when the hotel is decentralized. Practical implications This study provides insight into how hotel managers can foster customer loyalty. More specifically, they can do so by establishing employees’ innovative behaviors triggered by employees’ positive personality traits and by giving employees more autonomy. Originality/value The present study addresses recent calls to investigate the positive impact of FLEs’ personality traits, attitudes and behaviors on customer loyalty.

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