scholarly journals Resource Support or Emotional Trust: Effects of Perceived Organizational Support on Entrepreneurial Performance of Global Talents in China

2021 ◽  
Vol 235 ◽  
pp. 03003
Author(s):  
Yongzhou Li ◽  
Shiqiu Liu
Keyword(s):  
Organizational Support ◽  
Emotional Support ◽  
Perceived Organizational Support ◽  
Innovation Network ◽  
Entrepreneurial Performance ◽  
Mediating Role ◽  
Network Embeddedness ◽  
Structural Embeddedness ◽  
Relational Embeddedness ◽  
Resource Support

Global talents are introduced for entrepreneurship and development in China, which is not only a significant way to gather heterogeneous human capital and realize industrial transformation and upgrading in a short period of time, but also a strategic measure to drive innovative development and build an innovative country relying on talents. The regional innovation network gathers innovation elements such as upstream and downstream enterprises, universities and scientific research institutes in the industrial chain, which provides great information and resource support for global talents to gather innovation and entrepreneurship in China. Taking global talents in China as the research object, this paper constructs the relationship model among perceived organizational support, innovation network embeddedness and entrepreneurship performance in innovation network and conducts empirical research. The survey data of Global Talents in China was analyzed by SPSS 24.0 and MPLUS 7.4. The results show that the two dimensions of perceived organizational support instrumentality and emotionality have significant positive impact on entrepreneurial performance and innovation network embeddedness; while innovation network embeddedness has significant positive effects on entrepreneurial performance, but the influence of structural embeddedness is more significant than that of relational embeddedness; relational embeddedness and structural embeddedness play a partial mediating role in the influence of instrumental support and emotional support on technological innovation performance, while structural embeddedness plays a complete mediating role in the influence of instrumental support and emotional support on growth potential performance. Based on the results of empirical research, the paper proposes to further optimize the allocation of network resources, strengthen emotional support, expand the scale of innovative network, and strive to create an international talent development environment that is similar to overseas.

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 Impact of Emotional Needs on Intention to Stay and the Mediating Role of Perceived Organizational Support.an Empirical Study of Gen Y Employees’ in the Banking Sector in Malaysia

2019 ◽  
Vol 8 (2S9) ◽  
pp. 86-94
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Positive Impact ◽  
Survey Method ◽  
Emotional Needs ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

It is anticipated that over the next 10 years, the banking sector would require a workforce of about 200,000. Gen Y employees makes up about 40% of the current workforce in Malaysia. This number is expected to increase to 75% within a relatively short span of time. The present study examined the influence of emotional needs of Gen Y employees towards intention to stay and the mediating role of perceived organizational support. This was a quantitative research that used a survey method. Data was collected from a sample of 470 Gen Y employees in the banking sector in Malaysia. The findings revealed that emotional needs had a significant impact on intention to stay. Perceived organizational support was found to mediate the relationship between the two. The findings have significantly contributed to the advancement of knowledge in the emotional needs and intention to stay of Gen Y employees in the banking sector. The significant and positive impact of emotional needs and perceived organizational support suggests the importance of these factors in retention of Gen Y employees. The paper's primary contribution is that it provides an understanding that emotional needs and the mediating role of perceived organizational support have an impact on improving the intention to stay of Gen Y employees in the banking sector in Malaysia. From the practical implications perspective, organizations need to implement policies and procedures to help lessen employees quitting intentions. The results of this study suggest that organizations can implement policies covering the employee emotional needs and employees’ perception that their work and contributions are valued. With current trends of globalizations and diversity, the finding of this study can be beneficial to improve retention of Gen Y employees in other countries

scholarly journals Paediatric nurses’ general self-efficacy, perceived organizational support and perceived professional benefits from Class A tertiary hospitals in Jilin province of China: the mediating effect of nursing practice environment

2020 ◽  
Vol 20 (1) ◽  
Author(s):  
Linan Cheng ◽  
Yajuan Cui ◽  
Qian Chen ◽  
Yansheng Ye ◽  
Yingchun Liu ◽  
...  
Keyword(s):  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Nursing Practice ◽  
Practice Environment ◽  
Mediating Role ◽  
Class A ◽  
Nursing Practice Environment ◽  
Tertiary Hospitals ◽  
General Self Efficacy

Abstract Background General self-efficacy is considered one of the most influential parameters affecting the quality of clinical practice and nurses’ perceived professional benefits (NPPB). Perceived organizational support (POS) is regarded as being central in understanding job-related attitudes, and it is important to enhance POS for nurses to maintain their current employment. NPPB can further reduce nurses’ job burnout and turn-over intention. Many studies have explored the relationships among general self-efficacy, POS, nursing practice environment (NPE) and NPPB. However, a moderating effect of NPE has not been fully explored in nurses, especially among paediatric nurses. Methods A descriptive cross-sectional study was conducted from July to October 2018 with 300 paediatric nurses from 3 Class A tertiary hospitals in Jilin Province. The respondents completed the General Self-Efficacy Scale, Perceived Organizational Support Scale, Practice Environment Scale and Nurses’ Perceived Professional Benefits Scale. The data were analyzed using path analysis and SPSS (version 23.0, IBM). Results General self-efficacy and POS were significantly positively associated with NPPB, which showed that the model had a good fit to the data. NPE was found to play a partial mediating role between POS and NPPB and also had a complete mediating role between general self-efficacy and NPPB. Conclusions The results suggest that general self-efficacy indirectly influences NPPB, and POS directly and indirectly influences NPPB by NPE. Effective measures should be taken to improve nurses’ practice environment in hospitals to raise nurses’ enthusiasm and confidence in their work.

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.

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