Perceived organizational support, participation in decision making, and perceived insider status for contract workers

2017 ◽  
Vol 55 (2) ◽  
pp. 413-426 ◽  
Author(s):  
Cherng G. Ding ◽  
Chih-Kang Shen
Keyword(s):  
Decision Making ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Reliability And Validity ◽  
Positive Influence ◽  
Hierarchical Regression ◽  
Content Type ◽  
Contract Workers ◽  
Perceived Insider Status ◽  
Participation In Decision Making

Purpose The purpose of this paper is to examine the roles of perceived organizational support (POS) and work status (regular worker/contract worker) in moderating the relationship between participation in decision making (PDM) and perceived insider status (PIS). Design/methodology/approach Data were collected with survey questionnaires that were administered to a sample of 369 employees from a case company in Taiwan, for which both regular and contract workers constitute the main workforce. After confirming the reliability and validity of the measurements, the authors conducted hierarchical regression analysis to examine the hypothesized relationships. Findings The mean PIS for regular workers is smaller than that for contract workers in the case company. For the group of contract workers, the positive influence of PDM on PIS is greater for those with lower POS than for those with higher POS. However, the negative moderating effect of POS does not exist for the group of regular workers. Originality/value This study adds to the existing literature by showing that contract workers, classified as external workers, can experience PIS, and that POS negatively moderates the positive relationship between PDM and PIS for contract workers. The managerial implications are discussed.

scholarly journals Faktor-Faktor Yang Mempengaruhi Organizational Citizenship Behavior Pada Karyawan Swasta di Provinsi Yogyakarta

2020 ◽  
Vol 5 (1) ◽  
pp. 43-60
Author(s):  
Nala Tri Kusuma ◽  
Gendro Wiyono ◽  
Ambar Lukitaningsih
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Participation ◽  
Citizenship Behavior ◽  
Safety And Health ◽  
Participation In Decision Making

Tujuan dari penelitian ini adalah untuk menguji perceived co-worker, perceived supervisior support, perceived organizational support, employee participation in decision making, career development, safety and health compliance pada job satisfaction dan organizational citizenship behavior. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan teknik accidental sampling. Hasil penelitian menunjukkan bahwa dukungan atasan yang dirasakan dan pengembangan karir memiliki pengaruh yang signifikan terhadap kepuasan kerja. Studi ini menemukan bahwa perceived co worker, perceived organizational support, employee participation in decision making, dan safety and helath compliance tidak berpengaruh pada job satisfaction. Hasil penelitian menunjukkan bahwa persepsi dukungan atasan, pengembangan karir, keselamatan dan kepatuhan kesehatan memiliki pengaruh yang signifikan terhadap organizational citizenship behavior. Penelitian ini menemukan bahwa dukungan rekan kerja, dukungan organisasi yang dirasakan, partisipasi karyawan dalam pengambilan keputusan, tidak mempengaruhi organizational citizenship behavior, dan hasilnya menunjukkan bahwa kepuasan kerja dimediasi antara pengembangan karir menuju perilaku kewarganegaraan organisasi.

Size matters

2016 ◽  
Vol 30 (6) ◽  
pp. 1104-1122
Author(s):  
Dora Ho ◽  
Moosung Lee ◽  
Yue Teng
Keyword(s):  
Decision Making ◽  
School Performance ◽  
Organizational Support ◽  
School Management ◽  
Teacher Participation ◽  
Management Support ◽  
Content Type ◽  
Future Studies ◽  
Participation In Decision Making ◽  
Large Schools

Purpose – The purpose of this paper is to examine the relationship between staff size and perceived organizational support (POS) in early childhood education (ECE) organizations. Design/methodology/approach – A territory-wide questionnaire survey was designed to investigate the perceptions of preschool teachers in Hong Kong on four dimensions of organizational support, namely, teacher participation in decision making, school management support, school performance in organizational support, and organizational negativity in organizational support. In total, 2,066 teachers from 189 schools were sampled with stratified random sampling. Confirmatory factor analysis and latent mean analysis were employed. Findings – There was a significant relationship between staff size and POS. Specifically, teachers working at small schools in terms of staff size reported significantly higher POS than their counterparts in medium and large schools in aspects including teacher participation in decision making, school management support, and school performance in POS. Conversely, both medium and large schools had higher scores on organizational negativity. Research limitations/implications – There may exist other factors (e.g. principal leadership), which are not investigated in this study, that influence POS. Future studies are needed to capture a fuller structural relationship among an array of factors that influence POS. Originality/value – Research on staff size and POS has been conducted separately, without one element informing the other. The findings of the present study will stimulate more research on POS and staff size. The study will stimulate thinking about whether larger preschools are more efficient than smaller preschools in terms of scale of economies in a marker driven, ECE context. Building upon the foundation laid by the study, future studies may explore the interaction between staff size and POS on intended student outcomes in ECE.

Work connectivity behavior after-hours and job satisfaction: examining the moderating effects of psychological entitlement and perceived organizational support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ken Cheng ◽  
Xing Cao ◽  
Limin Guo ◽  
Qing Xia
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Hierarchical Regression ◽  
Full Time ◽  
Moderating Effects ◽  
Content Type ◽  
Psychological Entitlement ◽  
Simple Slope ◽  
After Hours

PurposeThis study aims to examine the moderating effects of psychological entitlement and perceived organizational support (POS) on the relationship between work connectivity behavior after-hours (WCBA) and job satisfaction.Design/methodology/approachData were collected from 217 full-time employees of an Internet company in China at two points in time separated by about one month. Hierarchical regression and simple slope analyses were conducted to test hypotheses.FindingsThe results showed that WCBA was negatively related to job satisfaction and that this relationship could be mitigated by POS. Moreover, psychological entitlement aggravated this relationship, and this aggravating effect was stronger when POS was at low levels.Practical implicationsManagers should avoid intervening employees' nonwork domains too much. If this is unavoidable, managers should provide adequate organizational support to help employees cope with the challenges brought by WCBA. Besides, managers need to pay close attention to highly entitled employees and take measures to modify their expectations.Originality/valueFirst, this study enriches the understanding of what WCBA is and how WCBA works by investigating the influencing mechanism of WCBA from the perspectives of effort–reward imbalance and job demands–resources. Second, by verifying the moderating effects of psychological entitlement and POS, this study provides insights into the boundaries of the WCBA–job satisfaction relationship. Third, this study contributes to the literature on psychological entitlement by identifying its one applicable condition.

scholarly journals Perceived Organization Support Towards Employee Engagement and The Impact of Employee Job Satisfaction

2020 ◽  
Vol 4 (4) ◽  
pp. 513
Author(s):  
Upik Sri Sulistyawati ◽  
Dedi Sufriadi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Positive Influence ◽  
Hierarchical Regression ◽  
Employee Job Satisfaction ◽  
Administrative Employees ◽  
The Impact

This study was to analyze the effect of perceived organizational support on employee engagement and its impact on employee job satisfaction. This type of research is explanatory research with a quantitative approach. Hypothesis testing using the hierarchical regression analysis method with the help of SPSS version 21. The results showed that: there was a positive influence on perceived organizational support on employee engagement. with the result Z = 0.628; t = 6,096; p <0.001; there is a positive effect of perceived organizational support on employee performance indicated by the result Y = 0.791; t = 12,022; p <0.001; There is a positive influence on employee engagement on employee performance as indicated by Y = 0.323; t = 2,766; p <0.01); and employee engagement can be proven as a mediating variable on the effect of perceived organizational support on the performance of administrative employees. So, there is an effect of perceived organizational support on employee engagement and its impact on employee job satisfaction. These findings are expected to evaluate employee performance and understand the process of implementing policies for employees.

Decision-making participation eulogizes probability of behavioral output; job satisfaction, and employee performance (evidence from professionals having low and high levels of perceived organizational support)

2018 ◽  
Vol 14 (3) ◽  
pp. 321-339 ◽  
Author(s):  
Imran Ahmed Shahzad ◽  
Muhammad Farrukh ◽  
Nagina Kanwal ◽  
Ali Sakib
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Social Exchange ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Employee Perception ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to test social exchange in the presence of perception about organizational support theory. Design/methodology/approach Data have been collected through a questionnaire survey at a primary level and were analyzed primarily by smartPLS. Findings Results show that all relationships among study variables are highly responsive to the perception about organizational support. Nonmonetary rewards create reciprocity of employee performance (EP), but their magnitudes get affected where practioners need to pay specific attention on employee perception about organizational discretionary arrangements. Research limitations/implications The sample size for this study was taken only 10 percent from the top ten banking organizations and these organizations were selected from three big cities only including two provincial capitals. Purposive/judgmental sampling technique is being used for the data collection purpose. As moving out from these cities earning opportunities, langue and behaviors are different; so, the results cannot be generalized to the entire country and other industries. Practical implications All managers who are intended and assigned for the increase in overall firms’ performances can achieve their targets and goals by focusing on decision-making participation (DMP) through job satisfaction. Further to this, in order to increase the strength of exchange relationship where firms can introduce DMP to increase employees’ performance, perception about organizational support (if it is to be focused) to its workers well-being can yield and induce employees to perform more. Originality/value This study ensures researchers not to forget to check the impact of perceived organizational support during a discussion on social exchange and more specifically nonmonetary part of the exchange. This study suggests the way to increase employee outcomes is by focusing on the employee perception about the organizational care about them and involving them in DMP which does not involve any monetary benefits and ultimately managers and organizations can concentrate on these points to have the overall increase in EP, while keeping themselves in limited or available budgets/resources.

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Survey Method ◽  
Content Type ◽  
Female Employee ◽  
Workplace Ostracism ◽  
Perceived Organisational Support ◽  
Female Employees ◽  
The Relationship

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

scholarly journals Participation in Decision Making as a Property of Complex Adaptive Systems: Developing and Testing a Measure

2013 ◽  
Vol 2013 ◽  
pp. 1-16 ◽  
Author(s):  
Ruth A. Anderson ◽  
Donde Plowman ◽  
Kirsten Corazzini ◽  
Pi-Ching Hsieh ◽  
Hui Fang Su ◽  
...  
Keyword(s):  
Decision Making ◽  
Complex Adaptive Systems ◽  
Adaptive Systems ◽  
Discriminant Validity ◽  
Reliability And Validity ◽  
Organizational Level ◽  
Validity And Reliability ◽  
Complex Adaptive ◽  
Participation In Decision Making ◽  
Level Property

Objectives.To (1) describe participation in decision-making as a systems-level property of complex adaptive systems and (2) present empirical evidence of reliability and validity of a corresponding measure.Method.Study 1 was a mail survey of a single respondent (administrators or directors of nursing) in each of 197 nursing homes. Study 2 was a field study using random, proportionally stratified sampling procedure that included 195 organizations with 3,968 respondents.Analysis.In Study 1, we analyzed the data to reduce the number of scale items and establish initial reliability and validity. In Study 2, we strengthened the psychometric test using a large sample.Results.Results demonstrated validity and reliability of the participation in decision-making instrument (PDMI) while measuring participation of workers in two distinct job categories (RNs and CNAs). We established reliability at the organizational level aggregated items scores. We established validity of the multidimensional properties using convergent and discriminant validity and confirmatory factor analysis.Conclusions.Participation in decision making, when modeled as a systems-level property of organization, has multiple dimensions and is more complex than is being traditionally measured. Managers can use this model to form decision teams that maximize the depth and breadth of expertise needed and to foster connection among them.

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.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

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