Examining social exchange among Chinese service workers

2016 ◽  
Vol 8 (2) ◽  
pp. 163-176 ◽  
Author(s):  
Mark Ng
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Organizational Support ◽  
Employee Turnover ◽  
Structural Equation ◽  
Measurement Model ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Content Type

Purpose – The purpose of this paper is to explore the influence of perceived external prestige (PEP), perceived organizational support (POS), and organizational inducement (OI) on employee turnover intention (TI) and on the mediation effect of trust in organizations (TOs). Design/methodology/approach – In all, 243 self-administered questionnaires were collected from five service companies in Guangdong, China. The construct validity, the measurement model, and the hypothetical relationship between variables were tested by partial-least-squares structural equation modeling. Findings – The results demonstrate that OI, PEP, and POS tended to increase employees’ trust in their organization and hence to reduce their TI. Practical implications – The findings of this study have implications for managers’ design and implementation of effective human resource management strategies for adults in China. To deal with the serious problem of high employee turnover in China, organizations should implement not only appropriate human resource policy but also practices to improve corporate reputation. Originality/value – This paper extends the research on TI by investigating the impacts of PEP and the mediating effect of TOs in a Chinese context.

Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Latent Variable ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Full Time ◽  
Variable Model ◽  
Content Type

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.

Environmentally responsible behavior of residents: impact of mindfulness, enjoyment of nature and sustainable attitude

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yıldırım Yılmaz ◽  
Elham Anasori
Keyword(s):  
Structural Equation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Environmentally Responsible Behavior ◽  
Content Type ◽  
Sustainable Tourism Development ◽  
Responsible Behavior ◽  
Environmentally Responsible ◽  
The Impact

PurposeThe purpose of this study is to investigate the effect of individuals' mindfulness and enjoyment of nature on environmentally responsible behavior (ERB) through mediating effect of sustainable attitude (SA).Design/methodology/approachData were collected from residents of Antalya through convenience sampling. Four hundred and five residents participated in the study. Structural equation modeling (SEM) was used to test the hypotheses.FindingsMindfulness was found effective for sustainable attitude of residents, but it has no significant direct effect to ERB. There is an indirect-only mediation effect of SA between mindfulness and ERB. Enjoyment of nature affects the sustainable attitude and ERB significantly and positively. The findings show that SA also offers a complementary mediation between enjoyment of nature and ERB.Research limitations/implicationsThe study closes the void by investigating the psychological aspects of individuals among residents of a tourist hub to create sustainable attitude, acts and responsible behavior toward environment. In particular, as the predicting role of mindfulness on ERB was not significant, further studies needed to investigate the effects of mindfulness on the environmental behavior and attitude.Practical implicationsDestination management organizations can consider more focusing on the environmentally responsible behavior of residents, which can play a pivotal role in attaining sustainable tourism development in destinations. By this regard, increasing the sustainable attitude and enjoyment of nature of residents through applying various campaigns would help policies and strategies aiming the conservation of the environment in the destination.Originality/valueSearching the impact of mindfulness on the SA and ERB and finding the indirect-only mediation effect of SA between mindfulness, ERB are novel contributions of this paper.

Influence of high-performance work systems on intrapreneurial behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Farrukh ◽  
Mohammad Saud Khan ◽  
Ali Raza ◽  
Imran Ahmed Shahzad
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
High Performance ◽  
Service Industries ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems

Purpose In the past, a plethora of studies has investigated the organizational and individual outcomes of high-performance work systems (HPWS). However, less is known about the mechanism through which HPWS impacts employees’ behavior, particularly intrapreneurial behavior (IB). Drawing on the social exchange theory, this study aims to fill this gap by investigating the mediation effect of perceived organizational support (POS) on HPWS-IB linkages. Design/methodology/approach Data were collected with the help of structured questionnaires from employees working in service industries such as banking and insurance. Findings HPWS was conceptualized as a higher-order measurement model that includes four lower-order dimensions, namely, information sharing, decision-making participation, job security, training and development. Partial least squares structural equation modeling technique was used to test the hypothesized relationships. Results showed a positive and significant effect of HPWS on IB. Moreover, POS significantly mediated the HPWS-IB link. Originality/value Despite an increasing number of studies on the role of human resource management (HRM) practices in enhancing innovation and creativity, there has not been enough research on how HPWS affects IB at the individual level in the presence of POS. Thus, this research is the first of its kind to investigate the mediating role of POS in HPWS-IB linkages in the Malaysian context.

High-involvement HRM and positive WOM intentions: a mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmad M. Obeidat
Keyword(s):  
Organizational Behavior ◽  
Human Resource ◽  
Organizational Support ◽  
Structural Equation ◽  
Positive Influence ◽  
Equation Modeling ◽  
High Involvement ◽  
Content Type ◽  
Mediating Mechanisms ◽  
The Relationship

Purpose This study proposes and tests a conceptual model hypothesizing that perceived high-involvement human resource practices (HIHRPs) influence organizational members’ positive word-of-mouth (PWOM) intentions, via the mediating mechanisms of perceived organizational support (POS) and positive affect (PA). Design/methodology/approach Questionnaire data were collected from 194 working individuals and were analyzed by using structural equation modeling and the SPSS PROCESS macro. Findings The findings of this study are as follows: perceived HIHRPs had a significant positive influence on organizational members’ POS and PA; POS and PA were each significantly and positively related to PWOM intentions; the relation between HIHRPs and PWOM intentions was significantly mediated by POS and significantly mediated by PA; when included in one model, POS and PA together fully mediated the relationship between HIHRPs and PWOM intentions. Originality/value This study is one of the first to develop and empirically test a model identifying the HR determinants of personnel’s PWOM intentions, an area overlooked within the human resource management and organizational behavior literature. The study is also the first to examine the mediating effects of POS and PA on the relationship between HIHRPs and PWOM intentions.

The impact of transformational leadership on employees’ creativity

2018 ◽  
Vol 41 (1) ◽  
pp. 113-132 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Ayman Bahjat Abdallah ◽  
Marwa Al Janini
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the effect of transformational leadership on employees’ creativity in the Jordanian banking sector through the mediating effect of perceived organizational support. Design/methodology/approach The study is based on survey data collected from 369 employees working in Jordanian banks. Validity and reliability analyses were performed, and direct and indirect effects were tested using structural equation modeling. Findings The results indicate that transformational leadership positively affects some dimensions of employees’ creativity and perceived organizational support. However, perceived organizational support is found to not be significantly related to some dimensions of employees’ creativity. Additionally, the mediating effect of perceived organizational support on the relationship between transformational leadership and some dimensions of employees’ creativity is found to not be significant. Originality/value This paper is one of the first to examine the relationship between transformational leadership and employees’ creativity through perceived organizational support, especially in an Arab country and in the banking sector.

Purchase intention of “Halal” brands in India: the mediating effect of attitude

2018 ◽  
Vol 9 (3) ◽  
pp. 683-694 ◽  
Author(s):  
Prerna Garg ◽  
Richa Joshi
Keyword(s):  
Purchase Intention ◽  
Structural Equation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Snowball Sampling ◽  
Cross Sectional ◽  
Mediation Effects ◽  
Content Type ◽  
State Of Research

Purpose The purpose of this paper is to review the existing state of research on “Halal” branding and to propose and empirically test the framework for understanding the purchase intention for “Halal” branded products in Indian context. Design/methodology/approach The research design is cross-sectional in nature; convenience sampling and snowball sampling is done, and completely filled 288 questionnaires are considered for testing the conceptual framework. Structural equation modeling is used to assess the fit of framework. The study has incorporated attitude as a mediating variable in relation to purchase intention for “Halal” branded products. The originality of the research is based on responses collected from the respondents in the form of online and offline questionnaires. Findings Findings of the direct and indirect effects in the study show that attitude has a full mediation effect on purchase intention, i.e. in the presence of attitude as a mediation variable the direct effect of subjective norm and religiosity is insignificant and the effect caused through attitude is significant. Practical implications In a country like India, which enjoys a sufficiently good percentage of Muslim population (14.2 per cent), an understanding of attitude provides enough scope for marketers to strategize techniques to reduce dissonance of non-availability of “Halal” brands. Originality/value Research is atypical, as it has focused on the mediation effects of attitude toward “Halal” branded products with the help of cosmetic range of products.

Relationship of immediate workspace and environmental workplace with organizational citizenship behaviors

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kameron M. Carter ◽  
David M. Harman ◽  
Sheryl L. Walter ◽  
Thomas S. Gruca
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Structural Equation ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Full Time ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Relationship Of

PurposeThe purpose of this paper is to examine the relationship of immediate workspace satisfaction (IWS) and environmental workplace quality (EWQ) on perceived organizational support (POS), engagement and organizational citizenship behaviors (OCBs). In this paper, we draw on social exchange theory and environmental psychology to propose IWS and EWQ as drivers of employee OCBs.Design/methodology/approachA survey was conducted with 1,206 full-time employees. The EWQ measure was assessed with a randomly selected calibration sample (n = 603). Structural equation modeling was used to analyze the hypothesized model (n = 603).FindingsIWS and EWQ both are positively related to employees’ OCBs. For IWS, the effect was fully mediated by POS while POS and engagement partially mediated the EWQ–OCB relationship.Research limitations/implicationsThe survey was conducted at one point in time and may introduce common method variance.Practical implicationsHigh-quality, satisfying workspace and workplace environments motivate employee OCBs through POS and work engagement.Originality/valueThis study introduces a scale for measuring EWQ. Empirical evidence provided to support the effects of two contextual perceptions—IWS and EWQ—on employee discretionary behaviors.

Protecting healthcare through organizational support to reduce turnover intention

2018 ◽  
Vol 11 (1) ◽  
pp. 4-12 ◽  
Author(s):  
Talat Islam ◽  
Ghulam Ali ◽  
Ishfaq Ahmed
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type

Purpose Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI). Design/methodology/approach Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique. Findings The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior. Originality/value This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

scholarly journals Evaluating hospitality employees' various relationships and the effects on organizational commitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephanie Bae
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Online Survey ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Hospitality Managers

PurposeThe purpose of this study is to investigate how various relationships an employee builds within the organization affect their willingness to stay with the company. Specific research objective was to examine impact of social exchange on organizational commitment in the hospitality industry.Design/methodology/approachAn online survey using Qualtrics' panel database was used to collect data. The target was full-time employees in the hospitality industry. A total of 245 surveys were collected and used for data analysis. The results were analyzed using structural equation modeling.FindingsResults of hypotheses testing showed that internal service quality and perceived organizational support have positive relationships with organizational commitment.Originality/valueThese findings can help hospitality managers develop programs and interact with employees in order to increase commitment and a sense of belonging with the company.

Overcoming ostracism at work: the remedial role of positive exchange relations

2014 ◽  
Vol 5 (3) ◽  
pp. 275-289 ◽  
Author(s):  
Ishfaq Ahmed ◽  
Wan Khairuzzaman Wan Ismail ◽  
Salmiah Mohamad Amin
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Service Sector ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Content Type ◽  
Exchange Relations

Purpose – The purpose of this study is, in considering the significant role of social exchange relations at work, to add value by highlighting the remedial effects of the individual guanxi network (IGN), perceived organizational support (POS) and leader–member exchange (LMX) in overcoming ostracism at work. Design/methodology/approach – Data were collected from 247 Chinese employees working in the services sector in Western Malaysia at two points in time. A questionnaire was used as a tool to gather responses from the selected sample. Respondents were selected using a simple random sampling technique. Data were analyzed using descriptive statistics, confirmatory factor analysis and structural equation modeling. Findings – Results of the study support the hypothesis and prove that the presence of social exchange relations (i.e. POS and LMX) can have a positive effect on reducing ostracism at work. The Chinese social value of IGN is also an important predictor in overcoming ostracism in Chinese organizations. Research limitations/implications – This study covers employees working in the service sector. A good and more realistic picture could be drawn by increasing the sample size and drawing comparisons with the manufacturing and trading sectors both in and outside Malaysia. Practical implications – One clear implication of this study is a suggested means of overcoming ostracism and its adverse effects at work. Originality/value – Determining a means of overcoming ostracism and eradicating its negative consequences is the main contribution of this study.

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