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 The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

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.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

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 Returning the Favor? Feeling Obliged and Reported Participation in Discretionary Safety Activities

2021 ◽  
Vol 12 ◽  
Author(s):  
Julie Laurent ◽  
Nik Chmiel ◽  
Isabelle Hansez
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Waste Water Treatment ◽  
Equation Model ◽  
Production And Distribution ◽  
First Time ◽  
The Relationship

Recent research has shown that the reported participation of employees in voluntary safety activities is related to the prevention of accidents and injuries. Encouraging such participation, then, is beneficial to organizations. A key question, therefore, is why employees should choose to report that they engage in such activities: what is their motivation given such activities are not compulsory? We used social exchange theory (SET) and organizational support theory (OST) to develop a model linking perceived organizational support to reports of safety participation. SET postulates that the benefits given (by an organization) are reciprocated with potential benefits to the giver as a result. OST emphasizes that feeling obliged is a key part of why people reciprocate the perceived support they get from their organization. Voluntary safety activities have the potential to benefit an organization, so for the first time, we test whether there is a link between perceived organizational support and the reported participation of employees in such activities, and whether the relationship is mediated by felt obligation. We also test whether another key SET motivation to reciprocate, the anticipated reward, is involved in mediating the relationship. A structural equation model with a sample of 536 workers from a Belgian public company, involved in the production and distribution of safe drinking water and in waste water treatment, supported the hypotheses of the authors. The model showed that felt obligation mediated the relationship between perceived organizational support and safety participation reports, and that the anticipatory reward, in the form of perceptions that management was committed to safety, also mediated the relationship between perceived organizational support and safety participation reports. These processes were shown to be separable from employee job engagement and employee perspectives on whether or not voluntary safety activities were part of their job. The findings add to the understanding of why employees choose reported participation in voluntary safety behaviors and also, add to the literature on OST by demonstrating for the first time the involvement of felt obligation and perceived management commitment to safety as mediators between outcomes and perceived organizational support.

Unleashing the mechanism between affect-based trust and employee creativity: a knowledge sharing perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Talat Islam ◽  
Arooba Chaudhary ◽  
Saqib Jamil ◽  
Hafiz Fawad Ali
Keyword(s):  
Knowledge Sharing ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Content Type ◽  
General Trust

Purpose Creativity has become essential for organizations to remain competitive. Therefore, this paper aims to investigate the intervening role of knowledge sharing between affect-based trust and employee creativity. The study further investigates perceived organizational support as a conditional factor on the association between affect-based trust and employee creativity. Design/methodology/approach The study tackled the issue of common method variance by collecting data in dyads. Specifically, the study collected data from 368 employees and their supervisors working in various organizations in Pakistan through Google Forms in two waves. In the first wave, employees were approached on a convenience basis, whereas, in the second wave, data from their supervisors were collected. Findings Structural equation modeling was applied to test hypotheses. The study noted knowledge sharing as a mediator between affect-based trust and employee creativity. The study also noted that individuals with high perceptions of organizational support are more likely to strengthen the association between affect-based trust and knowledge sharing. Practical implications This study suggests management work on their employees’ affect-based trust-building. Employees who have relationships based on affect-based trust feel safe and are less afraid of being criticized for sharing their ideas and thoughts. This positively contributes to developing a cooperative environment which becomes the base for employee creativity. Originality/value Past studies have examined the association between general trust and employee creativity. To this backdrop, this study highlighted the importance of affect-based trust toward employee creativity. More specifically, drawing upon social exchange, this study is the first of its kind that examined the mediating role of knowledge sharing between affect-based trust and employee creativity, where perceived organizational support is examined as a conditional variable between affect-based trust and knowledge sharing.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Leader positive humor and employee creativity: The mediating role of work engagement

2021 ◽  
Vol 49 (7) ◽  
pp. 1-8
Author(s):  
Guodong Yang
Keyword(s):  
Structural Equation Modeling ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Mediating Role ◽  
And Behavior ◽  
The Relationship ◽  
Positive Effect

Leader humor plays an important role in organizations because it affects employees' attitude and behavior. The positive effect of humor in organizations has been widely touted; however, research on the effect of leader humor on employee creativity is still rare. This study addressed how leader positive humor affects employee creativity and whether work engagement mediates this relationship. Data were collected from 233 supervisor–subordinate dyads in 23 Chinese hightech companies. Results of structural equation modeling indicate that leader positive humor was positively related to work engagement, and that work engagement was positively related to employee creativity. Additionally, work engagement mediated the relationship between leader positive humor and employee creativity. Thus, organizations should encourage managers to use positive humor to enhance employees' engagement at work, which will, in turn, lead to creative outcomes. This research extends understanding of the leader positive humor–employee creativity relationship.

Key predictors of individual creativity in a Middle Eastern culture

2018 ◽  
Vol 26 (1) ◽  
pp. 19-42 ◽  
Author(s):  
Michel Zaitouni ◽  
Mohammed Laid Ouakouak
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Longitudinal Design ◽  
Full Range ◽  
Performance Outcomes ◽  
Small Sample ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to develop and empirically test a model in which antecedents of creativity are hypothesized to lead to enhance employee creativity and, subsequently, to increase innovative performance outcomes. Leader–member exchange (LMX) is posited as a moderator of the leader encouragement of creativity and employee creativity relationship. Design/methodology/approach This study is based on a sample of 163 employees working in various service organizations in Kuwait and pursuing an MBA. Structural equation modeling techniques with AMOS software were used to assess the relationships between the different constructs. Findings The findings show that all creativity antecedents are positively and significantly related to individual creativity, except for leader encouragement of creativity and perceived organizational support. The results show also that LMX mediates the relationship between leader encouragement of creativity and individual creativity, and that intrinsic motivation moderates the relationship between perceived organizational support and individual creativity. Research limitations/implications This study has several limitations including a small sample size, cross-sectional design, same-source bias and one point in time data. Future studies could examine these findings in different settings, use longitudinal design and capture a full range of creativity antecedents, Originality/value This study is the first to theorize and identify antecedents that promote individual creativity in a collectivist context (i.e. Kuwait). Moreover, this study is unique in that we predict that employee creativity is a mediating mechanism that can explain the link between creativity antecedents and creativity outcomes.

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