Creativity and knowledge creation: the moderated mediating effect of perceived organizational support on psychological ownership

2020 ◽  
Vol 44 (6/7) ◽  
pp. 743-760
Author(s):  
Sun Kyung Yoon ◽  
Jae Hyun Kim ◽  
Jung Eun Park ◽  
Chan Ju Kim ◽  
Ji Hoon Song
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Organizational Support ◽  
Knowledge Creation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Psychological Ownership ◽  
Creative Performance ◽  
Content Type ◽  
Systems Model

Purpose The purpose of this study is to examine the influences of creativity, psychological ownership (PO) and perceived organizational support (POS) on knowledge creation, using the integrative systems model of creativity. Design/methodology/approach A survey was used to collect data from 188 workers in Korean public service organizations. Analyses, including bootstrapping and hierarchical regression analysis, were performed to determine the mediating effect of PO and also the moderating and the moderated mediating effects of POS. Findings The results showed that PO mediates partially between creativity and knowledge creation and that POS moderates the relationship between PO and knowledge creation. Notably, the moderated mediating effect of POS was only significant when employees had a high level of POS. Practical implications The findings suggest that creativity dissemination requires employees’ social consciousness, collaborative interactions and organizational support. The results imply that human resource development (HRD) practitioners need to cultivate the creativity capacity in the organization. Originality/value This study discusses the effects of PO and POS on creative performance, which HRD professionals and organizational leaders draw attention to for organizational development. Implications for organizational composition and interventions to enhance creative performance are provided.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

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 effect of servant leadership on turnover intentions: mediating effects of perceived organizational support, job satisfaction and job embeddedness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Full Time ◽  
Mediating Effects ◽  
Content Type

Purpose The purpose of this study is to provide a theoretical foundation for the effects of servant leadership and to examine the mediating effects of perceived organizational support, job satisfaction and job embeddedness on employees turnover intentions. Design/methodology/approach Data is gathered from the responses of 115 full-time employees from a number of organizations in a metropolitan area in the southeastern United States to a questionnaire survey. Findings Servant leadership is a significant predictor of POS, job embeddedness and job satisfaction. Support is found for the mediating effect of POS and job embeddedness on the servant leadership-turnover intentions relationship. Practical implications Organizations can put steps into place to decrease turnover intentions through increasing links between individuals within the workplace and community, increasing potential sacrifices and adopting a servant leadership style of management. Originality/value This paper has an original approach as it examines the mechanisms through which servant leadership affects turnover 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.

Study of hospitals in Jordan shows negative effect of job stress on both perceived organizational support and organizational commitment

2020 ◽  
Vol 28 (7) ◽  
pp. 1-2
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Public Hospitals ◽  
Mediating Effect ◽  
Content Type ◽  
Negative Effect ◽  
The Impact

Purpose The authors decided to study the impact of stress on performance in hospitals because long hours are common and high levels of performance are required at all times. Medical errors may cost lives and swift responses to patient needs are demanded. With so much pressure, it’s not surprising that stress in hospitals is a common complaint from staff Design/methodology/approach To test their four hypotheses, the authors contacted all five public hospitals and the 41 private hospitals in Amman. Two public and four private agreed to participate. The end result was that 500 questionnaires were usable in the study. The respondents all completed the questionnaire, which contained 30 items – 13 to measure job stress, 11 to measure POS, and six to measure organizational commitment. Findings The study of 500 hospital workers in six hospitals in Amman, Jordan, revealed a significant negative effect of job stress on both perceived organizational support (POS) and organizational commitment. The results also highlighted the significant full negative mediating effect of POS on the relationship between job stress and organizational commitment. Originality/value Based on the results of the research, they advise hospital management to focus on their human capital and ensure their leadership styles inspired high levels of organizational commitment. The results indicate that one way to inspire devotion and increase commitment is to manage stress levels. The research also reveals the positive impact of minimizing stress on POS.

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.

How Perceived Organizational Support Impacts on Post-1990s Employees' Turnover Intention: Taking China Tobacco Companies as an Example

2021 ◽  
Vol 7 (6) ◽  
pp. 5682-5701
Author(s):  
Dai Xichao ◽  
Dong Feng ◽  
Deng Huachuang ◽  
Xie Shouxiang
Keyword(s):  
Organizational Development ◽  
Organizational Support ◽  
Organizational Identity ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Tobacco Industry ◽  
Significant Negative Correlation ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Self Awareness

Tobacco industry is an important part of the national economy and a mainly sources of national fiscal revenue. The healthy and stable growth of the tobacco industry is of great significance to the country's economic development. In particular, the overall quality and work stability of human resources are the key factors for the development of the tobacco industry. Chinese post-1990s are gradually entering the workplace and becoming the backbone of society. However, their high-frequency turnover had different degrees of impact on the stability of the organization and their own career. So, the purpose of this study was to investigate thoroughlythe mechanisms of POS on turnover intention(TI) of post-1990s ofChina tobacco industry based on the mediation of OI, and the regulative effect of employability perception(EP). After collecting the results of questionnaires covering perceived organizational support, turnover intention, organizational identity and employability perception from 352 post-1990s employees of China tobacco industry, our hypotheses were tested using the Hierarchical Regression Analysis (HRA). Results displayed that there was a significant negative correlation between POS and TI of post-1990s employees. Turnover intention of post-1990s employees was significant negative impacted by Organizational identity and employability perception. Internal employability perception(IEP) had a greater impact on TI than that of external employability perception(EEP). Organizational identity played a partly positive mediating effect between POS and TI of post-1990s employees. Employability perception played a negative moderating role between POS and TI of post-1990s employees. Furthermore, the moderating effect of internal employability was greater than that of external employability, and the post-1990s employees with higher employability were more sensitive to the effect onPOS on TI. Finally, this study provided suggestions for China tobacco industrythat strengthening the post-1990s employees' recognition of the organization, improving their overall self-awareness, and improving the level of organizational management were helpful to the career of post-1990s and organizational development.

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.

Workplace spirituality, perceived organizational support and innovative work behavior

2017 ◽  
Vol 29 (2) ◽  
pp. 95-109 ◽  
Author(s):  
Bilal Afsar ◽  
Yuosre Badir
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Workplace Spirituality ◽  
Mediating Effect ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Relationship Of ◽  
First Time

Purpose Synthesizing theories of innovative work behavior, workplace spirituality and person-organization (P-O) fit, this paper aims to build and test a theoretical model linking workplace spirituality, perceived organizational support (POS) and innovative work behavior via P-O fit. This study examined the mediating effect of P-O fit on the relationship of workplace spirituality and POS with innovative work behavior (IWB). Design/methodology/approach A sample of 434 employees and 59 supervisors from five leading hotels of China was used for this study. Findings This study found that workplace spirituality and POS both positively affected P-O fit. Workplace spirituality, P-O fit and POS positively influenced innovative work behavior. P-O fit acted as a partial mediator between workplace spirituality and IWB and between POS and IWB. Originality/value This study has tested the effect of workplace spirituality as an antecedent of innovative work behavior for the first time.

The mediating role of perceived organizational support on psychological capital – employee engagement relationship: a study of Indian IT industry

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Middle Level ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
It Industry ◽  
Content Type

Purpose The importance of psychological capital (PsyCap) and perceived organizational support (POS) have been identified over the years, however, the underlying relationship of both constructs with different employee outcomes is still a subject of research. The purpose of this study is to investigate whether POS helps in mediating the effect of PsyCap on employee engagement (EE). Design/methodology/approach In total, 420 samples (middle-level information technology (IT) professionals) were collected from different IT industry located in India by using online survey questionnaires. The collected data were further analyzed using regression analysis, factor analysis, structural equation modeling, reliability and validity analysis, mediation analysis and model fit indices analysis. Findings The results of the present study confirmed the full mediating effect of POS on the PsyCap-EE relationship and demonstrated that employees with a higher level of PsyCap, contribute more positively to the POS level which further enhances the employee’s level of engagement at the workplace. Research limitations/implications The samples collected for the current study included only middle-level IT professionals of the IT industry in India; therefore, the present study results have limited general applicability. The results and findings of the current study are only on the basis of inferential statistical analysis, and descriptive analysis was not performed on the collected data. Further, the study does not investigate the influence of time. Practical implications This study would assist practitioners of human resources in organizational development by enhancing the employee’s positive attitude and commitment toward their study. Further, EE can also be improved by enhancing the levels of POS and PsyCap of employees, which is in line with the findings of the current study. Originality/value The current study examines the mediating effect of POS on psychological capital and EE the relationship for the first time.

Sign in / Sign up

Export Citation Format

Share Document