Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector

2015 ◽  
Vol 39 (2) ◽  
pp. 143-160 ◽  
Author(s):  
Abdul Rahim Zumrah
Keyword(s):  
Public Sector ◽  
Service Quality ◽  
Organizational Support ◽  
Transfer Of Training ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Mediating Effect ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Relationship

Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.

How to enhance the impact of training on service quality?

2015 ◽  
Vol 27 (7) ◽  
pp. 514-529 ◽  
Author(s):  
Abdul Rahim Zumrah
Keyword(s):  
Public Sector ◽  
Service Quality ◽  
Financial Management ◽  
Structural Equation ◽  
Transfer Of Training ◽  
Equation Modeling ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this study is to highlight the importance role of transfer of training as a mediator in the relationship between training and service quality. Design/methodology/approach – The data of this study were collected from three sources: the employees of public sector organizations in Malaysia who participated in a Basic Financial Management training program, their supervisors and their colleagues through surveys. The data were analyzed using structural equation modeling. Findings – The findings reveal that transfer of training mediated the relationship between training and service quality. Research limitations/implications – The finding illustrate that management in public sector need to ensure that their employees apply the new learned knowledge and skills at the workplace following the training to maximize the return of training investment. Originality/value – This study extends the literature by providing empirical evidence that transfer of training has a mediating effects on the relationship between training and employee service quality in the context of public sector organizations in Malaysia, a non-Western context that located in Southeast Asia.

Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Ahmed Jowalie Wampande ◽  
Joseph Kasango ◽  
Ongario Ronald Emojong
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Explanatory Role ◽  
Content Type ◽  
Strong Positive Relationship ◽  
Education Industry ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry.FindingsAnalysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement.Research limitations/implicationsThis study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations.Originality/valueThere is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector.

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.

scholarly journals Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

2020 ◽  
Vol 10 (3) ◽  
pp. 238
Author(s):  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH ◽  
ERIC COBBINAH ◽  
STEPHEN ABIAM DANSO
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Mediating Effect ◽  
Moderation Effect ◽  
The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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.

To help or not to help: antecedents of hotel employees’ organizational citizenship behavior

2018 ◽  
Vol 30 (3) ◽  
pp. 1293-1313 ◽  
Author(s):  
You-De Dai ◽  
Yu-Hsiang Hou ◽  
Kuan-Yang Chen ◽  
Wen-Long Zhuang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

scholarly journals Research on the Relationship Between Job Competence and Job Well-Being in Service Industry—Based on the Mediating Effect of Job Insecurity

2019 ◽  
Vol 13 (1) ◽  
pp. 1
Author(s):  
Yan-Hua Diao ◽  
Chun-Shuo Chen
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Service Industry ◽  
Positive Impact ◽  
Job Insecurity ◽  
Well Being ◽  
Mediating Effect ◽  
Job Competence ◽  
The Relationship ◽  
Positive Effect

This paper takes 328 questionnaires of supervisors and employees in the service industry as samples and verifies the mechanism of the relationship between job competence and job well-being from the perspective of mediating effect of job insecurity and moderating effect of perceived organizational support. The results show that job competence has a significant positive impact on job well-being, the stronger job competence is, and the higher job well-being will be. And the positive effect of job competence on job well-being is mediated by job insecurity. Job competence has a positive effect on job insecurity, job insecurity has a significant negative effect on job well-being，and perceived organizational support moderates the relationship between job insecurity and job well-being, with the increase of perceived organizational support, the negative influence of job insecurity on job well-being decreased. It provides new ideas for the service industry to strengthen care and support for employees to reduce job insecurity, improve employee happiness and motivate employees.

Core self-evaluations, perceived organizational support, and work-related well-being

2019 ◽  
Vol 48 (3) ◽  
pp. 659-671 ◽  
Author(s):  
Hui-Hsien Hsieh ◽  
Yung-Chuan Wang ◽  
Jie-Tsuen Huang
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Job Burnout ◽  
Content Type ◽  
Work Related ◽  
Core Self ◽  
The Relationship

Purpose The purpose of this paper is to propose a moderated mediation model involving core self-evaluations (CSE), perceived organizational support (POS) and work-related well-being in terms of job burnout and job satisfaction. Drawing on conservation of resources theory, the authors examine the mediating effect of job burnout on the relationship between CSE and job satisfaction, while also investigating the moderating role of POS on the above effect. Design/methodology/approach Survey data were collected from a sample of 396 full-time employees from four restaurant and food service companies in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. Findings The results show that job burnout partially mediates the relationship between CSE and job satisfaction. Moreover, the results indicate that POS moderates the negative relationship between CSE and job burnout, as well as the mediated relationship between CSE and job satisfaction via job burnout. Specifically, both the CSE-job burnout relationship and the CSE-job burnout-job satisfaction relationship become stronger for employees with high POS than for those with low POS. Practical implications The results highlight the importance of raising employees’ POS by creating a supportive work environment in organizations, because it can serve as an important job resource that complements the impact of employees’ CSE on their work-related well-being. Originality/value This study contributes to the literature by suggesting that work-related well-being should be viewed as the results of interplay between personal characteristics and perceptions of the work environment, highlighting the importance of the person-environment interaction in explaining employees’ work-related well-being.

Perceived organizational support and work outcomes

2015 ◽  
Vol 23 (2) ◽  
pp. 191-212 ◽  
Author(s):  
Pascal Paillé
Keyword(s):  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Intention To Leave ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose – The purpose of this paper was to examine the mediating role of psychological contract (PC) violation on the relationship between perceived organizational support (POS) and a set of work-related affects (trust), attitudes (job satisfaction, commitment to the organization and intention to leave) and individual effectiveness (civic virtue). Design/methodology/approach – Two independent studies were conducted (N = 162 and N = 242). To test the mediating effect, the procedure of Baron and Kenny (1986) was used in both studies. Findings – Overall, in both studies, data reported the same pattern. While PC violation played a partial mediating role between POS and affect (i.e. trust in organization) and attitudes (i.e. commitment, satisfaction and intention to leave), PC violation failed to mediate the relationship between POS and individual effectiveness (i.e. civic virtue). Practical implications – The results suggest that the implementation of supportive actions may help employees overcome frustrations tied to their perception that the PC has been broken. Originality/value – This study contributes to PC literature. Given that violation was less examined than breach, this paper contributes to greater understanding by addressing the relationship between violation, POS and a set of work outcomes.

scholarly journals The relationship of perceived organizational support and deviant behavior in the workplace

2013 ◽  
Vol 26 (1) ◽  
pp. 119-147
Author(s):  
Ahra Oh ◽  
Kyungkyu Park ◽  
Hyunju Yong
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Deviant Behavior ◽  
Well Being ◽  
Self Esteem ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

In this study, the effect of perceived organizational support on affective commitment, in order to investigate the effects of perceived organizational support on employees' deviant behavior in the workplace, is firstly verified. Then the effect of affective commitment on employees' deviant behavior in the workplace(organizational deviant behavior and interpersonal deviant behavior) is verified. In addition, the mediating role of affective commitment on the relationship between perceived organizational support and deviant behavior is revealed. Organization-based self-esteem as the moderating variable that can strengthen the relationship between affective commitment and deviant behavior is verified. 252 employees were participated in the study and structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, affective commitment increases as perceived organizational support increases. In other words, the higher employees' perception for organizational support are, the higher affective commitment are. Second, deviant behavior in the workplace decreases as affective commitment increases, that is affective commitment have contributed to the decrease in employees' organizational deviant behavior and interpersonal deviant behavior. Third, affective commitment was empirically verified to have a mediating effect between perceived organizational support and deviant behavior in the workplace. Also, the moderating effect of Organization-based self-esteem was verified in the relationship between affective commitment and interpersonal deviant behavior in the workplace. Based on these findings, it was determined that perceived organizational support is a significant antecedent of affective commitment and perceived organizational support can be recognized as the motive of affective commitment. The exchange between the employee and employer is positively related to employees' feelings of perceived organizational support and affective commitment to the organization and reciprocation in the form of lower levels of deviant behavior. Therefore, results also revealed that employees' perceptions of organizational support have an influence on their attitudes and behavior. Our findings emphasize the importance of valuing employees and investing in their well-being in the workplace.

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