The Relationship Between Perceived Organizational Support and Affective Commitment

2014 ◽  
Vol 13 (4) ◽  
pp. 167-173 ◽  
Author(s):  
Gaëtane Caesens ◽  
Géraldine Marique ◽  
Florence Stinglhamber
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
The Social ◽  
The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

Employability and Temporary Workers’ Affective Commitment: the Moderating Role of Voluntariness

2013 ◽  
Vol 16 ◽  
Author(s):  
Mafalda Espada ◽  
Maria José Chambel
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Temporary Workers ◽  
Positive Attitudes ◽  
The Social ◽  
The Relationship ◽  
Moderating Role ◽  
Temporary Agency Workers

AbstractThe development of either internal or external employability of temporary workers has been considered a mechanism of protection since it ensures that employment can be maintained. According to the social exchange theory and the norm of reciprocity, when temporary workers perceive that the training promoted by the organization furthers employability, they are inclined to feel obligated to reciprocate with positive attitudes toward the organization. With a sample of temporary agency workers from three distinct industry organizations (N = 279), the current study investigated the relationship between training that promotes both internal and external employability and affective commitment as well as the role of voluntariness as a moderator of these relationships. The hypotheses were tested by using regression analysis. The results indicated that the perception held by temporary workers that the training they received is a promoter of their internal employability is positively correlated with their affective commitment towards the organization. Furthermore, the data revealed that this relationship is weaker for the group of temporary workers with high voluntariness. On the other hand, there was not a significant relationship between the training that promotes external employability and the affective commitment of temporary workers. Likewise, voluntariness did not moderate this relationship.

Speaking Up at Work: The Role of Perceived Organizational Support in Explaining the Relationship Between Perceptions of Organizational Politics and Voice Behavior

2020 ◽  
Vol 56 (2) ◽  
pp. 195-215 ◽  
Author(s):  
Diane M. Bergeron ◽  
Phillip S. Thompson
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Politics ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Perceptions Of Organizational Politics ◽  
The Relationship

Voice is a risky and more challenging type of organizational citizenship behavior in that it is designed to bring about change. Using conservation of resources and social exchange theories, we investigate relationships between voice, perceptions of organizational politics, and perceived organizational support (POS). We also investigate the mediating role of POS in the politics–voice relationship to determine the extent to which POS can explain this relationship. Lagged survey data from supervisor–employee dyads ( N = 257) were collected 6 weeks apart. Results show that perceptions of organizational politics were negatively related to voice, while POS was positively related to voice. POS had a mediating effect on the relationship between perceptions of organizational politics and voice. Our results underscore the importance of contextual factors in encouraging or prohibiting voice and may help managers and organizations understand how best to encourage this important change-oriented workplace behavior.

scholarly journals Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

2020 ◽  
Vol 12 (24) ◽  
pp. 10289
Author(s):  
Pilar Ficapal-Cusí ◽  
Mihaela Enache-Zegheru ◽  
Joan Torrent-Sellens
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

scholarly journals Mediator Analysis of Perceived Organizational Support: Role of Spiritual Leadership on Affective Commitment

2020 ◽  
Vol 11 (1) ◽  
pp. 48-55
Author(s):  
Stefanus Rumangkit
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Spiritual Leadership ◽  
Measurement Scale ◽  
Short Version ◽  
Cross Sectional ◽  
Relationship Of ◽  
The Relationship

This study aims to investigate the influence of spiritual leadership and perceived organizational support on affective commitment. In addition, the moderating role of perceived organizational support in the relationship of spiritual leadership and affective commitment will be tested. This research was conducted with survey research design, and the type of data was cross-sectional. Surveys conducted based on web based surveys. Research focuses on organizational members or employees in the Bandar Lampung region. Data is collected by self-administered survey with sampling in the form of non-probability sampling, namely by purposive sampling. Processing data and testing hypotheses is done using moderated regression analysis. The number of respondents in this study amounted to 130 respondents. Spiritual leadership is measured by SLT survey questions developed by Fry et al (2005), with 17 items of questions. Affective commitment was measured by 6 items of measurement scale developed by Meyer, Allen and Smith (1993). Whereas, perceived organizational support was measured by the short version of (Eisenberger et al., 1986), consisting of 8 statements.The results of the investigation show that spiritual leadership and perceived organizational support influence affective commitment. In particular, the moderating effect of perceived organizational support can strengthen the relationship of spiritual leadership and affective commitment.

Organizational virtuousness and spontaneity: a social identity view

2016 ◽  
Vol 45 (6) ◽  
pp. 1302-1322 ◽  
Author(s):  
Irene Tsachouridi ◽  
Irene Nikandrou
Keyword(s):  
Experimental Study ◽  
Social Identity ◽  
Field Study ◽  
Indirect Effect ◽  
Organizational Identification ◽  
Content Type ◽  
Identity Processes ◽  
The Social ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct and indirect effect of perceived organizational virtuousness (POV) on organizational spontaneity. The assumed indirect effect is investigated through the social identity perspective. As such, organizational identification, pride and respect are examined as mediators of the POV-spontaneity relationship. Design/methodology/approach To test the hypotheses the authors conducted two studies. First, the authors conducted an experimental study with 136 participants in which the authors investigated the role of organizational identification as mediator of the examined relationship. Second, the authors conducted a field study in which 572 employees working in various organizations participated. In this study, pride and respect were incorporated as first-step mediators explaining serially (indirectly) the relationship between the independent and the dependent variable through organizational identification. Findings The findings of the experimental study indicate that organizational identification mediates the positive relationship between POV and organizational spontaneity. The results of the field study indicate that pride and respect serially mediate the examined relationship through organizational identification. Practical implications The study accumulates further evidence that treating employees with care and respect can bring benefits to organizations. Perceiving organizational virtuousness makes employees identify with their organization and view organizational successes as their own. Thus, they become more willing to benefit the organization. Originality/value This study is unique to the literature by being the first to examine the relationship between POV and organizational spontaneity through social identity processes.

scholarly journals Linking Organizational Identification to Job Embeddedness in Indian Context: Role of Job Satisfaction and Perceived Organizational Support

2015 ◽  
Vol 10 (12) ◽  
pp. 258
Author(s):  
Sumit Kumar Ghosh
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Organizational Identification ◽  
Employee Turnover ◽  
Perceived Organizational Support ◽  
Job Embeddedness ◽  
Indian Context ◽  
Survey Responses ◽  
The Relationship

<p>The study was undertaken to link organizational identification with job embeddedness in Indian context. Literature review suggested that though there is a case for linking these two variables there are hardly any study which has empirically tried to explore this relationship particularly in Indian context. For addressing this gap in the literature, a survey was conducted using established scales. In all 325 usable survey responses from executives working in various sectors in India were analyzed using regression analysis. The results show that organizational identification and job embeddedness are strongly related. However, hypotheses stating that the perceived organizational support and job satisfaction will accentuate this relationship were not supported. These findings along with the finding that organizational identification and job embeddedness are strongly related, throws up a few implications for the practicing managers. Overall this study attempts to contribute to the literature by empirically examining the relationship between organizational identification and job embeddedness as the existing literature on this relationship is scant. Moreover, the context of the study being India, the findings of the study will contribute to the implications for practicing managers in India for arresting employee turnover.</p>

scholarly journals PERSEPSI DUKUNGAN ORGANISASI SEBAGAI MEDIATOR ANTARA KEADILAN ORGANISASI DAN KOMITMEN AFEKTIF PADA SEBUAH PERUSAHAAN DISTRIBUSI PELUMAS

2018 ◽  
Vol 8 (2) ◽  
pp. 336
Author(s):  
Yoga Samudra Dewa ◽  
Alice Salendu
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Mediation Analysis ◽  
Quantitative Research ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Organization Performance ◽  
The Relationship ◽  
Mediator Variable

Abstract. The aim of this research is to determine the role of perceived organizational support as mediator variable between organizational justice dan affective commitment in Shell lubricants distributor company in Indonesia. The respondents of this study are 52 employees which completing the questionnaire through online and dirrect response. This study used a quantitative research design with mediation analysis from Hayes in PROCESS SPSS version 25. The results showed that the perceived organizational support mediated with BootLLCI value = 0.016 and BootULCI = 0.265, which mean perceived organization support is fully mediated in the relationship between organizational justice and affective commitment. In order to get optimized perceived organizational support from the employee, the organization should treat the employee fairly, as the result, it will increase employee`s affective commitment and the organization performance.

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