Perceived Organisational Support as a Mediator of the Relationship of Perceived Situational Factors to Affective Organisational Commitment

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

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Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment

Industrial and Commercial Training ◽

10.1108/ict-10-2018-0086 ◽

2019 ◽

Vol 51 (3) ◽

pp. 174-183 ◽

Cited By ~ 4

Author(s):

Christopher N. Arasanmi ◽

Aiswarya Krishna

Keyword(s):

New Zealand ◽

Employee Retention ◽

Organisational Commitment ◽

Branding Strategy ◽

Employer Branding ◽

Content Type ◽

Organisational Support ◽

Perceived Organisational Support ◽

Support Mechanisms ◽

The Relationship

PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees’ organisational commitment (OC) as a predictor of employee retention. Third, the relationship between organisational support and employee retention was mediated by OC in this study.Research limitations/implicationsThis study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders.Practical implicationsPrecisely, the findings imply that organisations should focus on increasing organisational support to attract, maintain and retain employees because employees desire conducive and favourable work environments.Social implicationsA well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants.Originality/valueThis study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.

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Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes

The Australian and New Zealand Journal of Organisational Psychology ◽

10.1375/ajop.2.1.1 ◽

2009 ◽

Vol 2 ◽

pp. 1-9 ◽

Cited By ~ 5

Author(s):

Catherine Ng ◽

Aspa Sarris

Keyword(s):

Job Satisfaction ◽

Hospital Setting ◽

Future Research ◽

Organisational Commitment ◽

Job Outcomes ◽

High Turnover ◽

Organisational Support ◽

Organisational Values ◽

Perceived Organisational Support ◽

The Relationship

AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

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Sustainability empowerment in the workplace: determinants and effects

NachhaltigkeitsManagementForum | Sustainability Management Forum ◽

10.1007/s00550-020-00505-1 ◽

2020 ◽

Vol 28 (3-4) ◽

pp. 93-107

Author(s):

Christoph Harrach ◽

Sonja Geiger ◽

Ulf Schrader

Keyword(s):

Employee Engagement ◽

Psychological Empowerment ◽

Organisational Commitment ◽

Positive Effects ◽

Organisational Support ◽

Perceived Organisational Support ◽

Corporate Social ◽

Comprehensive Framework ◽

The Relationship ◽

Research Centres

AbstractThere is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

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The effects of perceived organisational support on employees' affective outcomes: evidence from the hotel industry

Tourism and hospitality management ◽

10.20867/thm.16.2.1 ◽

2010 ◽

Vol 16 (2) ◽

pp. 125-150

Author(s):

lker Colakoglu ◽

Osman Culha ◽

Hakan Atay

Keyword(s):

Job Satisfaction ◽

Hotel Industry ◽

Mediating Effect ◽

Significant Positive Effect ◽

Organisational Commitment ◽

Organisational Support ◽

Perceived Organisational Support ◽

Hotel Managers ◽

The Relationship ◽

Positive Effect

Previous studies mainly analysed the relationship between perceived organisational support and organisational commitment in a direct way. Limited studies of tourism, however, have found that job satisfaction is a mediator variable in the relationship between perceived organisational support and organisational commitment. The aim of this study is, (i) to analyse the effect of organisational support on job satisfaction, (ii) to analyse the effect of organisational support on the dimensions of organisational commitment, (iii) to analyse the effect of job satisfaction on the dimensions of organisational commitment, and (iv) to analyse the mediating effect of job satisfaction on the relationship between perceived organisational support and dimensions of organisational commitment based on an empirical study. The relationship between the variables was analysed by using a multivariate data analysis. Besides this, in the study, the mediating effect of job satisfaction on the relationship between perceived organisational support and the dimensions of organisational commitment was analysed by the technique recommended by Baron and Kenny (1986) and the Sobel test. The findings indicated that perceived organisational support had a significant positive effect on job satisfaction, affective, normative and continuous commitment. Job satisfaction had a significant positive effect on affective, normative and continuous commitment as well. Besides this, job satisfaction played a partial mediating role between perceived organisational support and dimensions of organisational commitment. Implications were presented for hotel managers who want to keep and encourage their employees to work in the hotel industry.

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Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment

Economics and Culture ◽

10.2478/jec-2020-0017 ◽

2020 ◽

Vol 17 (2) ◽

pp. 22-29

Author(s):

Evelyn Twumasi ◽

Belinda Addo

Keyword(s):

Affective Commitment ◽

Survey Design ◽

Teaching Staff ◽

Organisational Commitment ◽

Organisational Justice ◽

Organisational Support ◽

Perceived Organisational Support ◽

Commitment Level ◽

Descriptive Survey ◽

The Relationship

AbstractPurpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment.Research Methodology. Data were obtained through questionnaires administered to 124 teaching and non-teaching staff, who were conveniently selected by the researchers from Ghanaian public universities. Descriptive survey design was adopted for this study.Findings. The results from regression analysis of data collected showed a significant positive relationship among the dimensions of organisational justice and affective commitment. Furthermore, POS was found to moderate the relationship between organisational justice and commitment, as the effect of justice on commitment increased when POS was added to the model.Practical Implications. The present study supported the expected relationship among justice, POS and organisational commitment and implied that higher level of fairness and support from the organisation can favourably influence the commitment level of employees.Originality. The current research examines the moderating role of POS on organisational justice–commitment link using samples from the Ghanaian higher education institutions. Thus, it makes relevant contribution to the existing literature by modelling both organisational justice and support and analysing its effect on organisational commitment.

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The Relationship of Some Personal and Situational Factors to IS Effectiveness

Journal of Global Information Management ◽

10.4018/jgim.1997040103 ◽

1997 ◽

Vol 5 (2) ◽

pp. 22-34 ◽

Cited By ~ 7

Author(s):

Omar E.M. Khalil ◽

Manal M. Elkordy

Keyword(s):

Situational Factors ◽

Relationship Of ◽

The Relationship

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High-performance work system and employee creativity

Personnel Review ◽

10.1108/pr-09-2016-0235 ◽

2017 ◽

Vol 46 (7) ◽

pp. 1318-1334 ◽

Cited By ~ 21

Author(s):

Guiyao Tang ◽

Bingjie Yu ◽

Fang Lee Cooke ◽

Yang Chen

Keyword(s):

High Performance ◽

Underlying Mechanism ◽

Employee Creativity ◽

Content Type ◽

Work System ◽

Organisational Support ◽

Perceived Organisational Support ◽

High Performance Work System ◽

The Relationship

Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity. Research limitations/implications The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts. Practical implications When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours. Originality/value This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.

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The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17030721 ◽

2020 ◽

Vol 17 (3) ◽

pp. 721

Author(s):

Nieves López-Ibort ◽

Delia González-de la Cuesta ◽

Teresa Antoñanzas-Lombarte ◽

Ana Gascón-Catalán

Keyword(s):

Registered Nurses ◽

Interpersonal Relationship ◽

Leader Member Exchange ◽

Organisational Commitment ◽

Hospital Size ◽

Organisational Support ◽

Member Exchange ◽

Perceived Organisational Support

The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor–nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader–leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader–member exchange, commitment, empowerment, perceived organisational support, and leader–leader exchange. There was a positive correlation between the quality of the leader–member exchange and commitment. Leader–leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader–member exchange on the supervisor–nurse interpersonal relationship and the nurse’s organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor–nurse interpersonal relationships.

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