Perceived Organisational Support: A Cross-National Comparative Study Between Ghanaian and Finnish Industrial Workers

2015 ◽  
Vol 8 ◽  
Author(s):  
Seth Ayim Gyekye ◽  
Mohammad Haybatollahi
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Hierarchical Regression ◽  
Industrial Workers ◽  
Cross Sectional ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
National Perspective ◽  
Cross National

Perceived organisational support (POS) refers to an employee's perception concerning the degree to which organisational management values their contributions and cares about their wellbeing. Despite the influence of culture on organisational behaviour, there is still a paucity of culture-comparative studies. The study investigated POS from a cross-national perspective with Ghanaian and Finnish industrial workers. We hypothesised and tested a model predicting differences on POS using a cross-sectional data of Ghanaian (N = 320) and Finnish (N = 520) industrial workers. The data were collected with Eisenberger, Fasolo, and LaMastro's (1990) Survey of Perceived Organizational Support. Correlational analyses, t-test and hierarchical regression analyses were used to test four hypotheses. The relationships between employee demographic factors and POS were also analysed. The hierarchical regression analysis revealed worker demographic variables as impacting more significantly on POS among Ghanaian workers. Contrary to our expectations, Ghanaian workers perceived more managerial support than their Finnish counterparts. Structural equation modelling revealed job satisfaction as a mediator in these relationships. Path analysis performed to identify specific variables that were moderated by culture revealed organisational position and job satisfaction as potential variables. The theoretical and practical implications of the study are discussed.

scholarly journals The power of informal communication and perceived organizational support on energy at work and extra-role behavior: A survey on teachers

2015 ◽  
Vol 12 (2) ◽  
pp. 113 ◽  
Author(s):  
Ali Murat Alparslan ◽  
Uğur Keskin Kılınç
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Equation Model ◽  
Informal Communication ◽  
National Education ◽  
Role Behavior ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Convenience Sampling ◽  
Positive Effect

<p>This research studies the effect of energy at work, internal-external informal communication and perceived organisational support on extra role behaviour. The population of survey included teachers (479 teachers at 25 elementary and middle schools) at The Ministry of National Education located in the Burdur in Turkey. Research method is a survey with a questionnaire and participants has been reached with the convenience sampling method. Two model (purposed and revised) was examined by structural equation model approach. According to the findings, internal informal communication increases energy at work, and therefore, energy at work has a considerably positive effect on extra role behaviour. Besides that, perceived organisational support has seriously positive effect on internal informal communication. As inferred from these findings, the increase of perceived organisational support will also increase internal informal communication, and the increase of communication will enable lecturers to be more energetic, and hence, such energy will trigger lecturers to make extra efforts for their organizations.</p>

scholarly journals Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai

PLoS ONE ◽  
2021 ◽  
Vol 16 (4) ◽  
pp. e0250693
Author(s):  
Yuyin Xiao ◽  
Minye Dong ◽  
Chenshu Shi ◽  
Wu Zeng ◽  
Zhenyi Shao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Hierarchical Regression ◽  
Medical Professionals ◽  
Job Outcomes ◽  
Cross Sectional ◽  
Professional Efficacy ◽  
The Impact

Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.

scholarly journals Perceived Organisational Support: A Cross-National Comparative Study Between Ghanaian and Finnish Industrial Workers–RETRACTION

2016 ◽  
Vol 9 ◽  
Author(s):  
Seth Ayim Gyekye ◽  
Mohammad Haybatollahi
Keyword(s):  
Comparative Study ◽  
Research Data ◽  
Australian Journal ◽  
Industrial Workers ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Cross National

Australian Journal of Organisational Psychology wishes to inform its readers that this paper has been retracted due to the misrepresentation of research data and non-compliance with accepted procedures in relation to publication of research by the first author, Seth Ayim Gyekye.

Organizational justice: A cross-national comparative study of ghanaian industrial workers and their finnish counterparts

2015 ◽  
Vol 18 (2) ◽  
pp. 231-252 ◽  
Author(s):  
Mohammad Haybatollahi ◽  
Seth Ayim Gyekye
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Interactional Justice ◽  
Demographic Variables ◽  
Industrial Workers ◽  
Cultural Backgrounds ◽  
Justice Perceptions ◽  
National Perspective ◽  
Practical Implications ◽  
Cross National

The increased globalization in organizations has created the challenge to investigate and understand the organizational behaviours of employees from different cultural backgrounds. The current study investigated organizational justice from a cross-national perspective. Participants were Ghanaian (N = 320) and Finnish (N = 520) industrial workers. Data was collected with Blader and Tyler's (2003) scale. The Ghanaian participants responded to the English version, and the Finnish participants, a Finnish version. The analyses investigated differences on the three justice components (distributive, procedural and interactional). Further analyses examined which of the three best predicts job satisfaction, the relationships between demographic variables and justice perceptions. T-test, correlations, and regression analyses were used to test the hypotheses. Contrary to our expectations, Ghanaian respondents evaluated higher distributive and procedural justice. As predicted, they indicated more sensitivity to interactional justice than their Finnish counterparts. Significant links between all three justice components and job satisfaction were recorded in both samples. Interactional justice indicated the strongest influence. Demographic variables showed more impact on justice perceptions among Ghanaian workers than their Finnish counterparts. The study's theoretical and practical implications are discussed.

scholarly journals The influence of internal communication satisfaction on employees’ organisational identification: Effect of perceived organisational support

2020 ◽  
Vol 42 ◽  
pp. 70-98
Author(s):  
Joanna Krywalski Santiago ◽  
◽  
◽  
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Internal Communication ◽  
Social Identification ◽  
Communication Satisfaction ◽  
Communication Process ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Organisational Support ◽  
Perceived Organisational Support

Aim/purpose – This paper bases on the social exchange and social identification theo-ries with the purpose of understanding if the internal communication helps to improve organisational identification, supplemented by the effect of perceived organisational support. The exact aim of this research is to gain a better understanding of the internal communication process from the employees’ perspective, and to explore how the satis-faction with internal communication influences employees’ attitudinal and behavioural responses. Specifically, this study tends to examine the effect of the satisfaction with internal communication on organisational identification. Subsequently, it also aims to investigate the mediating role of perceived organisational support.Design/methodology/approach – This study is operationalised through quantitative approach. The hypotheses were tested in a cross-sectional survey which was completed by 132 employees working in a variety of jobs and organisations in Portugal, mostly in the sector of transportations and storage. The research focused on employee satisfaction with the internal communication of the organisation for which they are working, meas-ured with the Internal Communication Satisfaction Questionnaire. The research model was analysed using SmartPLS, a structural equation modelling tool. Findings – The results suggest that the importance of how an organisation communi-cates internally is important to encourage the employees’ organisational identification. The results indicate also that there is a significant relationship between satisfaction with internal communication and perceived organisational support which mediates the rela-tionship of internal communication and organisational identification. Research implications/limitations – This research is cross-sectional, which limits the causality of its findings. Additionally, the use of filter-question caused a significant reduction in the reached sample size. Originality/value/contribution – This paper addresses the internal communication to investigate the employee-based perceptions. It proposes a conceptual model and supports it with empirical findings. As a result, this study addresses concerns that are the current management fads and addresses the research gap, as only a few empirical studies have previously examined the internal communication as an antecedent of organisational identification.

Organizational support

2017 ◽  
Vol 39 (7) ◽  
pp. 918-934 ◽  
Author(s):  
Xiaoqian Ye ◽  
Ling Li ◽  
Xuejun Tan
Keyword(s):  
Multinational Corporations ◽  
Organizational Support ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Causal Explanations ◽  
Perceived Overqualification

Purpose Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived overqualification (POQ) and turnover intentions (TI) in repatriates working in multinational corporations (MNCs). Design/methodology/approach Survey data were collected from 145 repatriates who had been contacted beforehand from MNCs in China. Structural equation modeling and hierarchical regression are used to examine the data. Findings It is shown that POQ and POS both affect repatriates TI, with POQ having the stronger effect, while POS plays a mediatory role between POQ and TI. Specifically, under the same POQ, repatriates TI will decrease as the POS increases. Research limitations/implications The study design is cross-sectional and based on self-reporting, which makes causal explanations of the results difficult. Practical implications POQ and POS are both shown to influence TI, with POQ having the greater effect. This means managers can offset the effect of repatriates POQ on TI by providing better support and assistance, which can help MNCs reduce repatriates TI and retain employees. Originality/value This paper examines the antecedents of TI, and adds valuable new insights to the literature on repatriation through its research data, offering further evidence that managers in transnational corporations should pay more attention to organizational support policy on repatriates in order to reduce their turnover.

scholarly journals Diversity issues in Nigeria’s healthcare sector: implications on organizational commitment. A cross-sectional study

F1000Research ◽  
2019 ◽  
Vol 8 ◽  
pp. 852 ◽  
Author(s):  
Ayodotun Stephen Ibidunni ◽  
Tomike Olawande ◽  
Maxwell Olokundun ◽  
Charles Iruonagbe ◽  
Iyanu Adelekan
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Cross Sectional Study ◽  
Healthcare Sector ◽  
Public Healthcare ◽  
Healthcare Organizations ◽  
Cross Sectional

Background: Workplace diversity is increasingly gaining the attention of healthcare organizations, especially in developing countries like Nigeria. However, little is understood from existing literature about how workforce diversity affects employees’ satisfaction and organisational commitment in the workplace. Consequently, this paper showed the direct and mediating relationships between diversity of workforce, job satisfaction and employee commitment to the organization. Methods: Copies of the structured questionnaire have been given to 133 public healthcare employees in Nigeria’s Ministry of Health in Lagos state.  Statistical analysis for the study included descriptive measures and multi-variate analysis, using structural equation modelling. Results: Outcomes from statistical analysis supports direct and mediating relationships between the research variables. Gender and ethical diversity had significant influences on job satisfaction at r = 0.35 (p < 0.05) and r = 0.28 (p < 0.05) respectively. The following mediating relationships were also statistically confirmed: job satisfaction related with affective commitment (r = 0.41, p < 0.05) and normative commitment (r = 0.26, p < 0.05). Conclusions: Based on the results of the statistical analysis, the study concludes that there is a relationship between diversity of employees and job satisfaction, diversity of employees and organizational commitment and the influence of work satisfaction on organizational commitment.

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.

Contingent worker monetary influence, work attitudes and behavior

2019 ◽  
Vol 48 (7) ◽  
pp. 1669-1684 ◽  
Author(s):  
Daniel Johnson ◽  
Christopher J. Lake
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Hierarchical Regression ◽  
Contingent Workers ◽  
Pay Satisfaction ◽  
Contingent Work ◽  
Cross Sectional ◽  
Content Type ◽  
And Behavior ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationships between pay satisfaction, global job satisfaction, loyalty and organizational citizenship behaviors (OCBs) – as they all pertain to contingent workers. The proposed model suggests, due to the nature of contingent work, pay satisfaction will influence the above variables. Additionally, this study aims to explore the relationship between pay satisfaction and OCB directed toward an individual employee. Design/methodology/approach This study used a cross-sectional research design, administering a web-based survey to the participants (n=117) for data collection. Hierarchical regression, correlation and relative importance analyses were used for hypothesis testing. Findings The results suggest pay satisfaction of contingent workers is positively related to global job satisfaction, loyalty to a hiring agency, loyalty to a client company and OCB directed toward a client organization. Originality/value The primary contribution of the current study was the assessment of extrinsic rewards and their relationship to job satisfaction, loyalty and OCBs among contingent workers. This appears to be the first study to assess the relationship between pay satisfaction and loyalty, along with OCBs of contingent workers. The findings establish the importance of pay when loyalty to both staffing agency and client company is considered.

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