scholarly journals Perceived organizational support and work engagement of employees with children with disabilities

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abraham Stefanidis ◽  
Vasilis Strogilos
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Children With Disabilities ◽  
Positive Impact ◽  
Hierarchical Regression ◽  
Empirical Examination ◽  
Content Type ◽  
Research Findings ◽  
Employed Parents ◽  
Disability Severity

PurposeThe purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work engagement levels of employees who are parents of children with special needs and disabilities (SND).Design/methodology/approachThe authors employed a self-administered survey questionnaire in Singapore and collected 224 useable responses. They used moderated hierarchical regression analysis to assess the relationships among organizational support, employees' child disability severity and levels of work engagement.FindingsThe research results indicated that higher levels of supervisor's and coworkers' support have a positive impact on work engagement levels of employees with children with SND. In addition, the authors observed that supervisor's support and coworkers' support moderate the relationship between employee’s child's disability severity and work engagement levels.Research limitations/implicationsThe results contribute to the introduction of a discussion about supportive practices directed toward this diverse group of employees in Singapore. The research findings are country-specific.Practical implicationsThe authors propose that human resource management practitioners could craft policies that may trigger tangible and emotional support by supervisors and coworkers of employees with children with disabilities, depending on employees’ children's disability severity.Originality/valueThis research is the first empirical examination that measures the work engagement levels of employed parents of children with SND in Singapore, considering both organizational and family dimensions.

Singapore study shows supervisors' support increases work engagement of employees who are parents of children with special needs and disabilities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Special Needs ◽  
Work Engagement ◽  
Organizational Support ◽  
Design Methodology ◽  
Severe Disabilities ◽  
Content Type ◽  
Family Friendly ◽  
Disability Severity ◽  
The Impact ◽  
Self Administered Questionnaire

Purpose The authors said their study was the first to consider the impact of organizational support on parents of children with SND in Singapore. Although there has been a lot of research on the effects of organizational support, it has not focused on this area. Design/methodology/approach The authors collected data from 224 employees who were parents of children with SND in Singapore. They used a self-administered questionnaire. Findings For high supervisor’s support levels, high disability severity was associated with increased work engagement levels, but for low supervisor’s support levels, high disability severity was associated with lower work engagement levels. Meanwhile, the patterns were reverse for co-workers. High coworkers’ support levels were associated with reduced engagement. At the same time, the results showed the impact of coworkers’ support on work engagement was especially beneficial for employees whose children faced less severe disabilities. Originality/value The authors argue that the results provided powerful evidence that HR practitioners should strive to create a family-friendly culture in a constructive and understanding way.

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.

Paternity leave: stepchild of family-friendly policies. Moderating the role of traditional masculinity ideology

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bhawana Maheshwari ◽  
Jatin Pandey ◽  
Aditya Billore
Keyword(s):  
Organizational Support ◽  
Positive Impact ◽  
Theory And Practice ◽  
Content Type ◽  
Masculinity Ideology ◽  
Moderated Mediation Model ◽  
Paternity Leave ◽  
Traditional Masculinity ◽  
The Relationship

PurposeThe purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI.Design/methodology/approachThe study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment.FindingsThe findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI.Originality/valueThis study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice.

Interaction effect of display rules and emotional intelligence on hotel managers’ and non-managers’ work engagement

2018 ◽  
Vol 30 (3) ◽  
pp. 1903-1919 ◽  
Author(s):  
Juan Liu ◽  
Seonghee Cho
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Interaction Effect ◽  
Positive Impact ◽  
Job Demands ◽  
Personal Resources ◽  
Display Rules ◽  
Direct Impact ◽  
Content Type ◽  
Hotel Managers

Purpose This paper aims to investigate the interaction effect of job demands (e.g. display rules; DRs) and personal resources (e.g. emotional intelligence; EI) on work engagement and whether this interaction effect varies between managers and non-managers. Design/methodology/approach This study has been conducted on 572 hotel employees (153 managers and 388 non-managers) in China, and multiple linear regression analyses have been used to analyze the data. Findings The results indicate that the direct impact of DRs on work engagement was significantly positive for both hotel managers and non-managers; DRs boosted the positive impact of EI on work engagement, but only among managers; and EI boosted the positive impact of DRs on work engagement, but only among managers with high EI. Originality/value Previous studies have primarily focused on the antecedents and outcomes of work engagement, but little is about the direct impact of job demands and the interaction effect of job demands and personal resources on work engagement. This is the first study investigating DRs and its interaction effect with EI on work engagement among hotel managers and non-managers, respectively.

Cruise destination brand awareness as a moderator in motivation-satisfaction relation

2016 ◽  
Vol 71 (4) ◽  
pp. 245-258 ◽  
Author(s):  
Arja Lemmetyinen ◽  
Darko Dimitrovski ◽  
Lenita Nieminen ◽  
Tuomas Pohjola
Keyword(s):  
Regression Analysis ◽  
Relevant Literature ◽  
Social Recognition ◽  
Brand Awareness ◽  
Hierarchical Regression ◽  
Destination Branding ◽  
Content Type ◽  
Cruise Tourism ◽  
Research Findings ◽  
Destination Brand

Purpose The aim of this study is to examine cruise destination branding as a new resource for a region to promote an area as a differentiated cruise destination. The authors specifically study how the perceived brand awareness of a destination moderates the relation between cruisers’ motivation and destination satisfaction and word-of-mouth (WoM). Design/methodology/approach A statistical model was adapted from relevant literature and applied in the context of cruise destination branding. The model was tested by measuring Cronbach’s alpha coefficients and the fit of the model through confirmative factor analysis. Hierarchical regression analysis and moderated regression analysis were also conducted. The sample consisted of British cruisers (n = 182) visiting the city of Pori in Finland. Findings The findings suggest that factors that impel people to take cruises (social recognition, self-esteem, discovery, socialization, convenience and value) have a significant impact on satisfaction with the destination, whereas brand awareness is recognized as a moderator in the relation between social recognition and destination satisfaction and WoM. Research findings provide a framework to discuss and analyze the cruise tourism business in a holistic way. Whereas the earlier studies have focused on onboard experiences, in this study, the focus of attention is on the onshore experiences of the cruisers. Research limitations/implications The study is focused on one Baltic Sea cruise destination, the British Cruise Company and a limited segment of senior British passengers. Practical implications By measuring cruisers’ internal travel motives and their perceptions of the brand awareness of the port-of-call during the cruise, or the destination, the results offer destination marketing organizations valuable information to develop their offerings to meet the needs of future travelers and visitors. Originality/value The study contributes to the cruise destination literature by linking the perceived brand awareness of a destination to motivational factors of the tourist and further to destination satisfaction and WoM behavior specifically in the context of onshore experiences.

Perceived organizational support, self-efficacy and work engagement: testing for the interaction effects

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Abbey Kalenzi ◽  
Rehema Namono
Keyword(s):  
Primary Education ◽  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Education Industry

PurposeThe purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry.Design/methodology/approachThe paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE.FindingsThe scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE.Research limitations/implicationsThe study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time.Practical implicationsAttempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry.Originality/valueThis is the first study that tests the interactive effects of POS and SE on WE in Uganda's primary education industry.

scholarly journals Anticipation of work–life conflict in higher education

2020 ◽  
Vol 42 (3) ◽  
pp. 777-797
Author(s):  
Susana Pasamar ◽  
Karen Johnston ◽  
Jagriti Tanwar
Keyword(s):  
Organizational Support ◽  
Significant Contribution ◽  
Public University ◽  
Work Life ◽  
Hierarchical Regression ◽  
Future Research ◽  
Content Type ◽  
Perception Of Support ◽  
The Relationship ◽  
Work Life Conflict

PurposeThis paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of anticipated work–life conflict, considering the unbounded nature of academic work through features such as its intensity, flexibility and perception of organizational support.Design/methodology/approachThe model was tested using survey data from academics in a public university in the south of Spain. Hierarchical regression analyses were used to test the hypotheses.FindingsThe results reveal that current work–life conflict, job intensity and perception of support have a direct effect on the anticipation of work–life conflict in the event of progression in academic careers. The flexibility that academics enjoy is not sufficient to prevent the expected conflict. Academics' age is relevant, but gender or having childcare responsibilities have no significant effect of the anticipation of conflict.Research limitations/implicationsThis study addresses the gap in the literature on anticipated work–life conflict, expanding the focus to nonfamily commitments in unbounded jobs such as academic posts. The authors are not aware of any other study that focuses on the anticipation of work–life conflict in the case of career advancement among current employees with professional experience or accurate knowledge of what job they will be doing instead of students. Work–life balance should not be restricted to women with caring responsibilities, as conflict is no longer only related to gender roles.Originality/valueThis paper not only explores existing work–life conflict but also empirically analyzes anticipated work–life conflict in unbounded careers such as academia. It represents a significant contribution in an underresearched field and may lead to future research in other settings.

Examining the impact of social exchange relationships on innovative work behaviour

2014 ◽  
Vol 20 (3/4) ◽  
pp. 102-120 ◽  
Author(s):  
Upasna A. Agarwal
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Knowledge Work ◽  
Work Behavior ◽  
Western India ◽  
Employee Behavior ◽  
Content Type ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

Purpose – This paper concurrently examines the antecedents, moderator as well as mediator of innovative work behavior (IWB). Design/methodology/approach – The paper reports a quantitative study of 510 managers from two service organizations based in western India. The focus of the paper is to examine the predictive ability of leader–member exchange (LMX), perceived organizational support (POS) and engagement on employees' IWB. Role of LMX as moderating variable (in POS–IWB relationship) and work engagement as the underlying mechanism explaining the relationship between predicting variables (LMX and POS) and IWB is tested. Findings – Results suggest that LMX, POS and work engagement positively relate to innovative employee behavior; LMX moderates the relationship between POS and innovative employee behavior. Additionally, work engagement mediates the relationship of LMX and POS with IWB. Research limitations/implications – Although this study is cross-sectional in nature, its findings have implications for contemporary leadership and organizational psychology research. Originality/value – This study significantly contributes to four different bodies of knowledge–work engagement, LMX, POS and IWB. The study also contributes in terms of its context. With increasing multinational opening their business in India, an understanding of employee motivation has become an important concern. This research is one of the rare attempts to examine engagement levels of Indian managerial employees.

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.

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.

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