Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

2020 ◽  
Vol 49 (4) ◽  
pp. 547-570
Author(s):  
Qingzhi Jiang ◽  
Hyeongkwon Lee ◽  
Dapeng Xu
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Public Servants ◽  
Core Self ◽  
Chinese Public

Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work engagement is moderated by the joint effects of core self-evaluations and perceived organizational support. In a sample of 226 Chinese public servants, we tested a new moderated moderated (three-way) mediation model using structural equation modeling. Our results show that challenge stressors positively influence work engagement, which has a significant positive effect on affective commitment. Moreover, the indirect effect of challenge stressors is maximized when both perceived organizational support and core self-evaluations are high.

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110469
Author(s):  
Aneeq Inam ◽  
Jo Ann Ho ◽  
Hina Zafar ◽  
Unaiza Khan ◽  
Adnan Ahmed Sheikh ◽  
...  
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Fostering Creativity ◽  
The Relationship

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

scholarly journals Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support

2018 ◽  
Vol 10 (12) ◽  
pp. 4418 ◽  
Author(s):  
Sajjad Nazir ◽  
Wang Qun ◽  
Li Hui ◽  
Amina Shafi
Keyword(s):  
Organizational Culture ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Exchange Theory ◽  
Equation Modeling ◽  
Tie Strength

The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.

scholarly journals Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

2021 ◽  
Vol 13 (14) ◽  
pp. 7800
Author(s):  
Ayman Alshaabani ◽  
Farheen Naz ◽  
Róbert Magda ◽  
Ildikó Rudnák
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

scholarly journals THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Heru Kurnianto Tjahjono ◽  
Meika Kurnia Puji Rahayu ◽  
Awang Dirgantara Putra
Keyword(s):  
Job Performance ◽  
Procedural Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

scholarly journals Ethical Leadership, Affective Commitment, Work Engagement, and Creativity: Testing a Multiple Mediation Approach

2019 ◽  
Vol 11 (16) ◽  
pp. 4489 ◽  
Author(s):  
Asif ◽  
Qing ◽  
Hwang ◽  
Shi
Keyword(s):  
Work Engagement ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Multiple Mediation ◽  
Public Sector Employees ◽  
Confirmatory Factor ◽  
The Relationship ◽  
Chinese Public

This study aimed to explore the relationships among ethical leadership (EL), affective commitment (AC), work engagement (WE), and employees’ creativity (EC). In total, 233 Chinese public sector employees completed the survey in three phases. We used confirmatory factor analysis (CFA) and structural equation modeling (SEM) to analyze the data. The paper found positive relationships between EL and WE and with EL and EC. The results further revealed that AC partially mediates the EL-WE relationship, while both AC and WE fully mediate the relationship between EL and EC. Testing these relationships via a multiple-mediated approach significantly contributed to the existing research on leadership.

The Mediation of Psychological Capital in the Relationship of Perceived Organizational Support, Engagement and Extra-Role Performance

2018 ◽  
Vol 14 (4) ◽  
pp. 30-45 ◽  
Author(s):  
Musarrat Shaheen ◽  
Raveesh Krishnankutty
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Explicit Knowledge ◽  
Psychological Capital ◽  
Positive Influence ◽  
Equation Modeling ◽  
Role Performance ◽  
Insurance Agents

Organizations become vulnerable to the loss of the tacit and explicit knowledge when employees leave the organization. To mitigate this loss, organizations adopt flexible labor model, where employees are managed as flexible workers. But, engaging these workers becomes another challenge for the organization, as due to limited interaction they are less attached with the organization. Data is collected from 212 insurance agents of India and structural equation modeling (SEM) was done to analyse the responses. The results obtained indicated a significant positive influence of perceived organizational support (POS) on work engagement level and the extra-role performance behaviors (ERB) of the flexible workers. Personal resources of employees (i.e., psychological capital) that aids in positive evaluation of a situation is found mediating the influence of POS on work engagement and ERB. Present study is among the few studies that provide avenues to keep flexible workers engaged and motivated towards ERBs in knowledge intensive organizations.

Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Sabir ◽  
Imran Ali ◽  
Muhammad Bilal Majid ◽  
Naila Sabir ◽  
Hamid Mehmood ◽  
...  
Keyword(s):  
Saudi Arabia ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to evaluate the influence of perceived organizational support on employees’ performance in information technology (IT) firms in Pakistan and Saudi Arabia. Organizational support is critical as it ensures support given by the organization to workers and to complete one’s job proficiently and effectively. Design/methodology/approach Data were collected from IT firm employees through a self-administered questionnaire survey where a total of 400 questionnaires were distributed, i.e. 200 in each country’s IT firms. A total of 383 completed questionnaires were received (190 from Pakistan and the remaining 183 from Saudi Arabia) representing a response rate of 95%. The hypothesis was tested using confirmatory factor analyzes and direct relations were confirmed using AMOS v24. Findings The results indicate that perceived organizational support and affective commitment have a significant positive impact on employee performance. Findings of the study show that perceived organizational support and affective commitment directly and significantly correlated (r = 0.439**; p < 0.05) (r = 0.489**; p < 0.05) with employee performance. On other hand, results of structural equation modeling indicate that perceived organizational support and affective commitment have a significant and positive impact (ß = 0.284; p < 0.01) and (ß = 0.370; p < 0.01) on employees’ performance. Moreover, affective commitment partially mediates the relationship between perceived organizational support and employee performance. Research limitations/implications The outcomes are not generalized, as the researcher analyzed working employees in the IT firms in Saudi Arabia and Pakistan. The relationship between perceived organizational support and employees’ performance may be checked in a longitudinal study. If all items are considered because of the ambiguity of human feeling and acknowledgment, it is hard to precisely assess employees’ performance and their needs. This research proposes a straightforward and handy model that supports managers to feature the most powerful factors in building up their employees’ performance. Originality/value This study proposes managers to give chances to proficient advancement, improved occupation and satisfying the necessities identified through deference, mindfulness and endorsement. Furthermore, they ought to make more good working conditions, for example, preparing chances to support workers in their wants for self-improvement and accomplishment. The research additionally recommends recording the unmistakable standard operation procedure to clarify the understanding of the employees. In addition, managers ought to invest sensible energy with their front-line employees through socialization and training. These efforts could limit fatigue work, enhance organizational duty and performance.

scholarly journals THE BUFFERING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN WORK ENGAGEMENT AND TURNOVER INTENTION

2020 ◽  
Vol 6 (2) ◽  
pp. 108-111
Author(s):  
PAUL DUNG GADI ◽  
Daisy Mui Hung Kee
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Public Universities ◽  
Perceived Organizational Support ◽  
Academic Staff ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Relationship

Turnover among academic staff is an increasing concern in public universities in Nigeria. This article aims to examine the correlation between work engagement (WE) and turnover intention (TI), also, to test the moderating effect of perceived organizational support (POS) in the relationship between work engagement and turnover intention. Using a cross-sectional study, this paper examined the influence of work engagement on turnover intention in public universities in Nigeria from April to September 2019. A usable sample of 375 questionnaires was collected among academicians in the public universities in Nigeria and structural equation modeling (PLS-SEM) to analyze the hypotheses. The result showed that work engagement was significant and negatively related to turnover intention and perceived organizational support plays a great role in moderating the relationship between work engagement and turnover intention.

scholarly journals Understanding work engagement through multi-level investigations: From antecedents to outcomes

2021 ◽  
Vol 8 (2) ◽  
pp. 6-16
Author(s):  
Hamza et al. ◽  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Simple Random Sampling ◽  
Business Environment ◽  
Equation Modeling ◽  
Future Research ◽  
Cross Sectional ◽  
The Impact

Work engagement is a valuable organizational resource, and it has many positive outcomes. In today’s dynamic and competitive business environment, organizations can only be successful when they have an engaged workforce. The current study examines how supervisors support and fairness is important for employee’s work engagement and how the role of perceived organizational support is significant in an employee's workplace. In line with Organizational Support Theory (OST) and Conservation of Resource Theory (CRT), the current study is an empirical attempt to explain antecedents that could increase work engagement and resultantly fetch productivity and profit in the context of South Asia (the case of Pakistan) by considering the outcomes. This cross-sectional study draws data through structured questionnaires from 310 employees of eight mega retail stores by using simple random sampling. The outcomes of Structural Equation Modeling (SEM) analysis revealed a positive effect of supervisors’ support and organizational fairness on work engagement through the mediation of Perceived Organizational Support (POS) and explained the impact of work engagement on task performance and career satisfaction of employees. The current study tested the model for work engagement; future research might test the model using other employee factors (employee sustainability or motivation) in order to test continuous employee behaviors in their workplaces.

scholarly journals Pengaruh perceived organizational support terhadap work engagement dimediasi oleh regulatory focus ibu bekerja pada masa pandemi Covid-19

2021 ◽  
Vol 10 (1) ◽  
pp. 58
Author(s):  
Tuti Rahmi ◽  
Hendriati Agustiani ◽  
Diana Harding ◽  
Efi Fitriana
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Survey Method ◽  
Prevention Focus ◽  
Working Mother ◽  
The City

The study examined the effect of perceived organizational support on work engagement with regulatory focus as a mediator. Regulatory focus consists of prevention focus and promotion focus which is a multi-dimensional construct so that every dimension was treated as a variable. The approach of this research was quantitative, with a survey method. The distribution of the research scale was carried out online. The research participants were 83 working mothers as civil servants in the local government of the City of Bukittinggi. Data analysis was performed using structural equation modeling with SmartPLS v.3.3.3 Software. The results showed that there was an effect of perceived organizational support on work engagement. However, there is no evidence of mediation by regulatory focus between the variables of perceived organizational support and work engagement. Keywords: Perceived organizational support; work engagement; regulatory focus;  working mother  

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