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

Positive Influence ◽

Mediating Effect ◽

Intention To Stay ◽

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.

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

SAGE Open ◽

10.1177/21582440211046937 ◽

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 ◽

Equation Modeling ◽

Employee Creativity ◽

Fostering Creativity ◽

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.

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

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v7i3.11353 ◽

2017 ◽

Vol 7 (3) ◽

pp. 1 ◽

Cited By ~ 6

Author(s):

Alima Aktar ◽

Faizuniah Pangil

Keyword(s):

Employee Engagement ◽

Social Exchange ◽

Organizational Support ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

Cluster Sampling ◽

Hrm Practices ◽

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.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

10.4018/978-1-6684-3873-2.ch076 ◽

2022 ◽

pp. 1468-1489

Author(s):

Rand H. Al-Dmour

Keyword(s):

Employee Engagement ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Employee Performance ◽

Simple Random Sampling ◽

Positive Influence ◽

Resource Information ◽

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

International Journal of Information Systems in the Service Sector ◽

10.4018/ijisss.2020070101 ◽

2020 ◽

Vol 12 (3) ◽

pp. 1-18

Author(s):

Rand H. Al-Dmour

Keyword(s):

Employee Engagement ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Employee Performance ◽

Simple Random Sampling ◽

Positive Influence ◽

Resource Information ◽

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

Frontiers in Psychology ◽

10.3389/fpsyg.2021.674110 ◽

2021 ◽

Vol 12 ◽

Author(s):

Julie Laurent ◽

Nik Chmiel ◽

Isabelle Hansez

Keyword(s):

Social Exchange ◽

Organizational Support ◽

Structural Equation ◽

Social Exchange Theory ◽

Waste Water Treatment ◽

Equation Model ◽

Production And Distribution ◽

First Time ◽

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.

Job insecurity and turnover intention: Organizational commitment as mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.5865 ◽

2017 ◽

Vol 45 (4) ◽

pp. 529-536 ◽

Cited By ~ 9

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 ◽

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.

A Comparative Study of the Relationship among Antecedents and Job Satisfaction in Taiwan and Mainland China: Employability as Mediator

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16142613 ◽

2019 ◽

Vol 16 (14) ◽

pp. 2613 ◽

Cited By ~ 1

Author(s):

Michael Yao-Ping Peng ◽

Chun-Chun Chen ◽

Hsin-Yi Yen

Keyword(s):

Job Satisfaction ◽

Organizational Support ◽

Structural Equation ◽

Social Systems ◽

Mainland China ◽

Job Security ◽

Positive Influence ◽

Mediating Effect ◽

Equation Modeling ◽

Previous studies of the relationship between job security and job satisfaction were mostly conducted on research samples in Asia from the perspective of oriental culture; however, under the same cultural background, different social systems might lead to different cognition outcomes. Therefore, this study examines the job security and organizational support of Taiwan and mainland China employees from the perspectives of competence enhancement motivation, and investigates the relationship between employability and job satisfaction. Adopting judgmental sampling, a total of 1307 valid questionnaires were collected from Taiwan and mainland China employees. The path relationship of the two groups was examined through structural equation modeling (SEM) by using analysis of moment structure (AMOS). Results show that job security and organizational support are positive for employability and job satisfaction. Employability has a positive influence on job satisfaction. Additionally, employability has a mediating effect of job security and organizational support on job satisfaction.

Speaking Up at Work: The Role of Perceived Organizational Support in Explaining the Relationship Between Perceptions of Organizational Politics and Voice Behavior

The Journal of Applied Behavioral Science ◽

10.1177/0021886319900332 ◽

2020 ◽

Vol 56 (2) ◽

pp. 195-215 ◽

Cited By ~ 1

Author(s):

Diane M. Bergeron ◽

Phillip S. Thompson

Keyword(s):

Social Exchange ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Organizational Politics ◽

Mediating Effect ◽

Conservation Of Resources ◽

Perceptions Of Organizational Politics ◽

Voice is a risky and more challenging type of organizational citizenship behavior in that it is designed to bring about change. Using conservation of resources and social exchange theories, we investigate relationships between voice, perceptions of organizational politics, and perceived organizational support (POS). We also investigate the mediating role of POS in the politics–voice relationship to determine the extent to which POS can explain this relationship. Lagged survey data from supervisor–employee dyads ( N = 257) were collected 6 weeks apart. Results show that perceptions of organizational politics were negatively related to voice, while POS was positively related to voice. POS had a mediating effect on the relationship between perceptions of organizational politics and voice. Our results underscore the importance of contextual factors in encouraging or prohibiting voice and may help managers and organizations understand how best to encourage this important change-oriented workplace behavior.

The impact of transformational leadership on employees’ creativity

Management Research Review ◽

10.1108/mrr-02-2017-0032 ◽

2018 ◽

Vol 41 (1) ◽

pp. 113-132 ◽

Cited By ~ 15

Author(s):

Taghrid S. Suifan ◽

Ayman Bahjat Abdallah ◽

Marwa Al Janini

Keyword(s):

Transformational Leadership ◽

Organizational Support ◽

Structural Equation ◽

Banking Sector ◽

Mediating Effect ◽

Equation Modeling ◽

Content Type ◽

The Impact ◽

Purpose The purpose of this paper is to examine the effect of transformational leadership on employees’ creativity in the Jordanian banking sector through the mediating effect of perceived organizational support. Design/methodology/approach The study is based on survey data collected from 369 employees working in Jordanian banks. Validity and reliability analyses were performed, and direct and indirect effects were tested using structural equation modeling. Findings The results indicate that transformational leadership positively affects some dimensions of employees’ creativity and perceived organizational support. However, perceived organizational support is found to not be significantly related to some dimensions of employees’ creativity. Additionally, the mediating effect of perceived organizational support on the relationship between transformational leadership and some dimensions of employees’ creativity is found to not be significant. Originality/value This paper is one of the first to examine the relationship between transformational leadership and employees’ creativity through perceived organizational support, especially in an Arab country and in the banking sector.

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

Sustainability ◽

10.3390/su10124418 ◽

2018 ◽

Vol 10 (12) ◽

pp. 4418 ◽

Cited By ~ 8

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 ◽

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.