How managerial communication reduces perceived job insecurity of flight attendants during the COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Peerayuth Charoensukmongkol ◽  
Pornprom Suthatorn
Keyword(s):  
Organizational Support ◽  
Airline Industry ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Job Insecurity ◽  
Negative Association ◽  
Flight Attendants ◽  
Content Type ◽  
Perceived Job Insecurity

PurposeThis research investigates whether and how the quality of vertical communication implemented by airline industry management can reduce perceived job insecurity of flight attendants during the coronavirus disease 2019 (COVID-19) pandemic.Design/methodology/approachThe sample of this research covers 322 flight attendants from five domestic airlines based in Thailand. An online questionnaire survey was used for data collection, and a partial least squares structural equation model was used for data analysis.FindingsThe results support the negative association between the quality of vertical communication and perceived job insecurity; moreover, this association is partially mediated by perceived role ambiguity. When considering the moderating effect of perceived organizational support on the direct linkage between the quality of vertical communication and perceived job insecurity, the quality of vertical communication only has a negative association with perceived job insecurity among employees who exhibit high levels of perceived organizational support. For those who exhibit low levels of perceived organizational support, the quality of vertical communication does not have a negative association with perceived job insecurity.Originality/valueThis study advances prior communication research by showing that in order for communication to effectively lessen the perceived job insecurity of employees, it needs to be backed by high-quality organizational support.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

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.

Determinants of innovation capability: the roles of transformational leadership, knowledge sharing and perceived organizational support

2019 ◽  
Vol 23 (3) ◽  
pp. 527-547 ◽  
Author(s):  
Phong Ba Le ◽  
Hui Lei
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Cross Sectional ◽  
Content Type ◽  
Potential Factors

PurposeThe study aims to explore the differences in transformational leadership’s (TL’s) influences on each aspect of innovation capability, namely, product innovation and process innovation. It also deepens understanding of the pathways and conditions to improve specific aspects of innovation capability by assessing the mediating role of knowledge sharing (KS) and moderating mechanism of perceived organizational support (POS).Design/methodology/approachThe paper utilized structural equation modeling and cross-sectional design to test hypotheses in the proposed research model based on using data collected from 394 participants at 88 Chinese firms.FindingsThe findings indicate that KS mediates TL’s effects on innovation capabilities. In addition, the influences of TL and KS on specific aspects of innovation capability are different and depend on the extent of employees’ POS.Research limitations/implicationsFuture studies should test mediating roles of knowledge management’s constituents and/or investigate the moderating roles of firm ownership form to increase the understanding of potential factors or key conditions that may have significant influences on a firm’s innovation capability.Practical implicationsThe paper significantly contributes to increasing the understanding of the link between TL and specific aspects of innovation capability by highlighting the important role of stimulating KS and enhancing POS.Originality/valueThe paper provides useful information and valuable initiatives to increase leadership outcomes and firm’s capability for innovation.

The effects of perceived organizational support and job satisfaction on transfer of training

2015 ◽  
Vol 44 (2) ◽  
pp. 236-254 ◽  
Author(s):  
Abdul Rahim Zumrah ◽  
Stephen Boyle
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Transfer Of Training ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
To Receive ◽  
The Relationship

Purpose – The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training. Design/methodology/approach – The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling. Findings – The findings reveal that job satisfaction mediates the relationship between POS and transfer of training. Originality/value – This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.

How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zahid Hameed ◽  
Rana Muhammad Naeem ◽  
Marria Hassan ◽  
Muhammad Naeem ◽  
Muhammad Nazim ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

Impact of perceived organizational support, psychological empowerment and leader member exchange on commitment and its subsequent impact on service quality

2016 ◽  
Vol 65 (1) ◽  
pp. 58-79 ◽  
Author(s):  
Deepakshi Jaiswal ◽  
Rajib Lochan Dhar
Keyword(s):  
Service Quality ◽  
Organizational Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Cumulative Effect ◽  
Leader Member Exchange ◽  
Content Type ◽  
Member Exchange

Purpose – The purpose of this paper is to examine the influence of perceived organizational support (POS), psychological empowerment (PE) and leader member exchange (LMX) as antecedents on the commitment level of employees working in the hotel industry and their subsequent impact on service quality (SQ). Design/methodology/approach – Data were collected from 436 employees and 1,320 customers from 34 hotels with the help of a structured self-administered questionnaire. The analysis of data were done by applying a confirmatory factor analysis along with a structural equation model. Findings – The findings of the study indicate that organizational commitment acts as a full mediator between: POS and SQ; and leader-member exchange and SQ. On the other hand, it acts a partial mediator between PE and SQ. Originality/value – This study contributes to organizational behavior and services marketing literature. It examines the relationship between antecedents (LMX, PE and POS) and outcome (SQ) so as to observe the cumulative effect of antecedents on outcome through an integrated model. The study suggests the managerial as well as theoretical implications on the basis of the findings.

Older workers' successful aging and intention to stay

2013 ◽  
Vol 28 (6) ◽  
pp. 645-660 ◽  
Author(s):  
Francis Cheung ◽  
Anise M.S. Wu
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Older Workers ◽  
Successful Aging ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Wide Range

PurposeBased on organizational support theory, the aim of this paper is to examine the associations among perceived organizational support, successful aging in the workplace, job satisfaction, and the intentions to stay in organization among older workers.Design/methodology/approachIn total, 242 employees, aged over 45 years, were recruited to participate in a study from May to September 2009.FindingsCorrelation showed that perceived organizational support and all five dimensions of successful aging in the workplace, (i.e. adaptability and health, positive relationship, occupational growth, personal security, and continued focus on goals), were significantly related to the intentions to stay in the organization. Structural equation modeling showed that perceived organizational support was positively related to successful aging in the workplace, and the latter is related to the intentions to stay, both directly and via the mediation of job satisfaction.Research limitations/implicationsAll data were self‐reported and collected at one time point. Thus, common method variance may be an issue and causal inferences are not warranted.Practical implicationsSuccessful aging in the workplace was significantly related to older workers' intentions to stay. Managers may provide a wide range of organizational support and enhance successful aging in the workplace for older workers.Originality/valueThis is the first study to empirically test the relations between successful aging in the workplace and intentions to stay among older workers. Implications of these findings, the limitations of the study, and directions for future research are discussed.

Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Sabir ◽  
Imran Ali ◽  
Muhammad Bilal Majid ◽  
Naila Sabir ◽  
Hamid Mehmood ◽  
...  
Keyword(s):  
Saudi Arabia ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to evaluate the influence of perceived organizational support on employees’ performance in information technology (IT) firms in Pakistan and Saudi Arabia. Organizational support is critical as it ensures support given by the organization to workers and to complete one’s job proficiently and effectively. Design/methodology/approach Data were collected from IT firm employees through a self-administered questionnaire survey where a total of 400 questionnaires were distributed, i.e. 200 in each country’s IT firms. A total of 383 completed questionnaires were received (190 from Pakistan and the remaining 183 from Saudi Arabia) representing a response rate of 95%. The hypothesis was tested using confirmatory factor analyzes and direct relations were confirmed using AMOS v24. Findings The results indicate that perceived organizational support and affective commitment have a significant positive impact on employee performance. Findings of the study show that perceived organizational support and affective commitment directly and significantly correlated (r = 0.439**; p < 0.05) (r = 0.489**; p < 0.05) with employee performance. On other hand, results of structural equation modeling indicate that perceived organizational support and affective commitment have a significant and positive impact (ß = 0.284; p < 0.01) and (ß = 0.370; p < 0.01) on employees’ performance. Moreover, affective commitment partially mediates the relationship between perceived organizational support and employee performance. Research limitations/implications The outcomes are not generalized, as the researcher analyzed working employees in the IT firms in Saudi Arabia and Pakistan. The relationship between perceived organizational support and employees’ performance may be checked in a longitudinal study. If all items are considered because of the ambiguity of human feeling and acknowledgment, it is hard to precisely assess employees’ performance and their needs. This research proposes a straightforward and handy model that supports managers to feature the most powerful factors in building up their employees’ performance. Originality/value This study proposes managers to give chances to proficient advancement, improved occupation and satisfying the necessities identified through deference, mindfulness and endorsement. Furthermore, they ought to make more good working conditions, for example, preparing chances to support workers in their wants for self-improvement and accomplishment. The research additionally recommends recording the unmistakable standard operation procedure to clarify the understanding of the employees. In addition, managers ought to invest sensible energy with their front-line employees through socialization and training. These efforts could limit fatigue work, enhance organizational duty and performance.

Job insecurity and employees' safety voice behavior – a managerial dilemma caused by COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anum Salman ◽  
Ishfaq Ahmed ◽  
Sehrish Jahangir
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Insecurity ◽  
Voice Behavior ◽  
Safety Behavior ◽  
Content Type ◽  
Employee Safety ◽  
Managerial Implications ◽  
High Level ◽  
The Impact

PurposeThe world is witnessing enormous changes due to the outbreak of the COVID-19 epidemic. One of the unkind changes is the increased downsizing and layoffs, which has led to a situation of job insecurity. Moreover, due to the unavailability of a cure for the pandemic, the businesses have started their operations with added safety measures that demand a high level of employee safety behavior. But how job insecurity and safety voice may stay in one sheath is an area that requires attention. Hence, this study investigates the impact of job insecurity on employees' safety voice behavior in a COVID-19 outbreak, through serial mediation mechanisms of organizational support and trust.Design/methodology/approachData has been collected through a structured questionnaire from the sample (N = 213) of employees of service organizations.FindingsFindings of the study reveal that job insecurity is not directly linked with safety voice behavior, and therefore full mediation through perceived organizational support and trust is supported is proved.Originality/valueThis study covers the investigation of job insecurity, during pandemic COVID-19, and its effects on safety voice. It also explains the mechanism between the variables of interest through perceived organizational support and trust in the organization. The study is a timely contribution to the existing literature and offers both theoretical and managerial implications.

The influence of perceived organizational support on dimensions of learning organization

2014 ◽  
Vol 21 (3) ◽  
pp. 206-219 ◽  
Author(s):  
Reza Salehzadeh ◽  
Ali Asadi ◽  
Javad Khazaei Pool ◽  
Mohammad Reza Ansari ◽  
Alireza Haroni
Keyword(s):  
Embedded System ◽  
Learning Organization ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Survey Method ◽  
Statistical Population ◽  
Content Type ◽  
Dimensions Of Learning

Purpose – The purpose of this study is to explore the influence of perceived organizational support on dimensions of a learning organization among employees of small- and medium-sized enterprises (SMEs) of Nowshahr in Iran. Design/methodology/approach – This paper used an empirical research design by the questionnaire survey method to test the research hypotheses. Statistical population of this research included employees of SMEs of Nowshahr in Iran. A random sample of 950 employees was asked to respond to questionnaires from which 336 were valid. Structural equation modeling was used to explore the influence of perceived organizational support on dimensions of a learning organization. Findings – The findings showed that perceived organizational support had a strong effect on the learning organization. In addition, perceived organizational support had effect on continuous learning, dialogue and inquiry, team learning, embedded system, empowerment, system connection and strategic leadership. In general, all hypotheses are statistically supported. Originality/value – This research may be one of the first papers exploring the influence of perceived organizational support on dimensions of the learning organization and offers a foundation for future organizational research.

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