Effects of perceived organisational support on participation in decision making, affective commitment and job satisfaction in lean production in Sri Lanka

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.

Download Full-text

Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

SA Journal of Industrial Psychology ◽

10.4102/sajip.v37i1.861 ◽

2011 ◽

Vol 37 (1) ◽

Cited By ~ 1

Author(s):

Olugbenga J. Ladebo ◽

Bello Z. Abubakar ◽

Comfort O. Adamu

Keyword(s):

Job Satisfaction ◽

Insurance Companies ◽

Organisational Commitment ◽

Design Data ◽

Work Ethics ◽

Organisational Support ◽

Managerial Implications ◽

Perceived Organisational Support ◽

Value Add ◽

The Relationship

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

Download Full-text

Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective

The Spanish Journal of Psychology ◽

10.1017/sjp.2016.56 ◽

2016 ◽

Vol 19 ◽

Cited By ~ 2

Author(s):

Ying Xia ◽

Li Zhang ◽

Ning Zhao

Keyword(s):

Job Satisfaction ◽

Decision Making ◽

Factor Model ◽

Social Capital Theory ◽

Open Communication ◽

Capital Theory ◽

Communication Openness ◽

Participation In Decision Making ◽

Free Flow Of Information ◽

The Relationship

AbstractParticipation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees’ participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged.

Download Full-text