Perceived organizational support and social skill and job performance

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

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The Role of Job Satisfaction in Mediating the Effect of Competency and Perceived Organizational Support on Education Performance: An Evidence from the Muhammadiyah University of Jember, Indonesia

International Journal of Management Entrepreneurship Social Sciences and Humanities ◽

10.31098/ijmesh.v4i2.513 ◽

2021 ◽

Vol 4 (2) ◽

pp. 11-27

Author(s):

Septy Holisa Umamy

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Behavior ◽

Direct Effect ◽

Organizational Support ◽

Perceived Organizational Support ◽

Partial Least Square ◽

Education Personnel ◽

Education Performance ◽

Job Performance And Satisfaction

Education personnel in higher education have an important role to support performance, so it is necessary to know the factors that affect performance. Efforts to improve performance by understanding organizational behavior. Organizational behavior will affect work behavior, including competence, Perceived organizational support and job satisfaction. The population of this research is 120 educational staff. The sampling method of this research is saturated sample. Data analysis used the Partial Least Square (PLS) method with SmartPLS software. The results in this study are all accepted hypotheses, both direct and indirect effects. Competency variables have a direct effect on job performance and satisfaction, Perceived organizational support have a direct effect on job performance and satisfaction. Job satisfaction has a direct effect on performance, job satisfaction acts as a mediating variable on the influence of competence on performance and the influence of perceived organizational support on performance. Suggestions in this study to improve competence need to provide training and provide career development to education personnel.

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THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN JOB INSECURITY AND PERFORMANCE

Revista de Administração de Empresas ◽

10.1590/s0034-759020180405 ◽

2018 ◽

Vol 58 (4) ◽

pp. 393-404 ◽

Cited By ~ 1

Author(s):

SERGIO ANDRÉS LÓPEZ BOHLE ◽

MARIA JOSÉ CHAMBEL ◽

FELIPE MUÑOZ MEDINA ◽

BRUNO SILVA DA CUNHA

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Organizational Support ◽

Perceived Organizational Support ◽

Job Insecurity ◽

Cross Sectional Study ◽

Retail Sector ◽

Affective Organizational Commitment ◽

Cross Sectional ◽

The Relationship

ABSTRACT In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.

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