scholarly journals THE ROLE OF INDIVIDUAL AND CONTEXTUAL FACTORS ON THE EMERGENCE OF EMPLOYEES’ VOICE BEHAVIOR

2020 ◽  
Vol 19 (1) ◽  
pp. 35-50
Author(s):  
Muhammad Ibrahim ◽  
Andin Andiyasari ◽  
Corina D. Riantoputra
Keyword(s):  
Organizational Support ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Power Distance ◽  
Negative Relationship ◽  
Survey Method ◽  
Voice Behavior ◽  
Power Distance Orientation ◽  
Negative Effect ◽  
The Impact

The purpose of the study is to examine the impact of individual (power distance orientation) and contextual (perceived organizational support) factors on voice behavior. The study utilized online survey method using google form on 103 employees in DKI Jakarta and its surrounding areas using a measuring instrument with reliability between .77-.81. The results of moderated regression analysis found that (1) power distance orientation has a negative effect on voice behavior; (2) perceived organizational support as a moderator has imperative role in explaining the relationship between power distance orientation and voice behavior. Perceived organizational support strengthens the negative relationship between power distance orientation and voice behavior. This study explained 38% of the formation of voice behavior. High perceived organizational support became significant factor in strengthening employees with low power distance orientation to exhibit voice behavior. The study was revealed the interaction between power distance orientation, perceived organizational support, and voice behavior.

The Impact of Perceived Organizational Support on Employee Engagement

2021 ◽  
Vol 12 (2) ◽  
pp. 35-52
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Middle Level ◽  
Work Behavior ◽  
Equation Modeling ◽  
It Professionals ◽  
The Impact

In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further analyzed using regression analysis, factor analysis, reliability and validity analysis, SEM (structural equation modeling), and model fit indices analysis. Results of all analyses revealed a positive and strong relationship between POS and EE. Furthermore, a fit model was explored between POS and EE with their factors. This study would assist practitioners of human resources and organizational development in improving the positive attitude and commitment towards the work of employees.

Study of hospitals in Jordan shows negative effect of job stress on both perceived organizational support and organizational commitment

2020 ◽  
Vol 28 (7) ◽  
pp. 1-2
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Public Hospitals ◽  
Mediating Effect ◽  
Content Type ◽  
Negative Effect ◽  
The Impact

Purpose The authors decided to study the impact of stress on performance in hospitals because long hours are common and high levels of performance are required at all times. Medical errors may cost lives and swift responses to patient needs are demanded. With so much pressure, it’s not surprising that stress in hospitals is a common complaint from staff Design/methodology/approach To test their four hypotheses, the authors contacted all five public hospitals and the 41 private hospitals in Amman. Two public and four private agreed to participate. The end result was that 500 questionnaires were usable in the study. The respondents all completed the questionnaire, which contained 30 items – 13 to measure job stress, 11 to measure POS, and six to measure organizational commitment. Findings The study of 500 hospital workers in six hospitals in Amman, Jordan, revealed a significant negative effect of job stress on both perceived organizational support (POS) and organizational commitment. The results also highlighted the significant full negative mediating effect of POS on the relationship between job stress and organizational commitment. Originality/value Based on the results of the research, they advise hospital management to focus on their human capital and ensure their leadership styles inspired high levels of organizational commitment. The results indicate that one way to inspire devotion and increase commitment is to manage stress levels. The research also reveals the positive impact of minimizing stress on POS.

scholarly journals Impact of Perceived Organizational Support and Psychological Capital on Organizational Commitment among University’s Employees

2021 ◽  
Vol 19 (1) ◽  
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Target Population ◽  
Survey Method ◽  
The Impact

The aim of this study was to find out the impact of perceived organizational support and psychological capital on organizational commitment among university’s employees. The target population for this study was the employees of the Muhammad Nawaz Sharif University of Agriculture Multan, Pakistan (MNSUAM). The study was based on a correlational research design, and total of 128 employees were sampled through a simple random sampling technique. Survey method was used for data collection. The instruments used for data collection included the Perceived Organizational Support Scale (POSS) Psychological Capital Questionnaire and Organizational Commitment Questionnaire The data was collected from 128 employees analyzed through Statistical Package for Social Sciences (SPSS). The results of this study revealed a significant correlation between dependent and independent variables. The regression analysis indicated significant impact of perceived organizational support on organizational commitment. Further, it was also indicated a significant impact of psychological capital on organizational commitment among university employees. No significant gender differences were found in terms of perceived organizational support and psychological capital and organizational commitment. However, the results indicated a difference in Job status in terms of perceived organizational support. The findings of this study suggest a significant role of study variables which would be helpful to conduct future studies in the area of public management, psychology, and more particularly, organizational psychology. Moreover, this study is also useful for designing an encouraging and supportive organizational environment for employees.

scholarly journals Merangkul karyawan berorientasi power distance tinggi untuk menampilkan voice behavior: Peranan managerial openness

2021 ◽  
Vol 19 (1) ◽  
pp. 39-48
Author(s):  
Puji Gufron Rhodes ◽  
Andin Andiyasari ◽  
Corina D. Riantoputra
Keyword(s):  
Online Survey ◽  
Power Distance ◽  
Exchange Theory ◽  
Voice Behavior ◽  
Negative Relation ◽  
Power Distance Orientation ◽  
Managerial Openness ◽  
Moderating Role ◽  
Significant Moderator

This study aims to investigate the moderating role of managerial openness in the relationbetween power distance orientation and voice behavior. We have successfully collected the datathrough online survey with a total of 102 employees in the Organization XYZ Jakarta. Ouranalysis revealed that power distance orientation is negatively related to voice behavior.However, managerial openness weakened the negative relation between power distanceorientation and voice behavior. Thus, managerial openness was a significant moderator of therelationship between power distance orientation and voice behavior. This result supports thesocial exchange theory which assumed that a person’s relationship with other people isdeveloped and evaluated based on the consequences of their behaviors and the efforts exertedin maintaining the relationships. This study contributes to the understanding of the relationshipbetween power distance orientation and managerial openness in constructing voice behavior.

scholarly journals Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

2018 ◽  
Vol 12 (1) ◽  
pp. 1688-1699
Author(s):  
Lala Rukh ◽  
Qandeel Hassan ◽  
Sman Babar ◽  
Ayesha Iftikhar
Keyword(s):  
Organizational Support ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Mediating Role ◽  
Important Concern ◽  
The Impact ◽  
Thriving At Work

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees. 

scholarly journals Consequences of COVID-19 Confinement for Teachers: Family-Work Interactions, Technostress, and Perceived Organizational Support

2021 ◽  
Author(s):  
Patricia Solís-García ◽  
Rocío Lago-Urbano ◽  
Sara Real-Castelao
Keyword(s):  
Public Schools ◽  
Organizational Support ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Family Interactions ◽  
Family Work ◽  
Work Family ◽  
Older Teachers ◽  
Teaching Learning ◽  
The Impact

The confinement experienced due to the COVID-19 pandemic has prompted a rethink of the teaching-learning process to which teachers have responded without planning and instead using their resources. This study aims to analyze the relationships between work-family interactions, technostress, and perceived organizational support in teachers during the confinement period in Spain that began in March 2020. An online survey was administered to 640 pre-school, primary, and secondary school teachers. Positive reciprocal work-family interactions and their relationship with organizational support were found, with differences according to gender, with women showing a more negative perception of the impact on the family. There were no marked levels of technostress in the overall sample, although higher levels of perceived ineffectiveness and skepticism were found in teachers aged 46 years or older. Teachers in private and subsidized schools showed a higher level of perceived support than those in public schools. There is a need to continue this work to verify the values of these dimensions in other contexts and to apply institutional measures and public policies to improve these indicators in this group.

scholarly journals The Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance

2019 ◽  
Vol 2 (2) ◽  
pp. 69-82 ◽  
Author(s):  
Syed Durrab Hussain ◽  
Dr. Abdul Khaliq ◽  
Qasim Ali Nisar ◽  
Aamir Zamir Kamboh ◽  
Shahzad Ali
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Survey Method ◽  
Negative Consequences ◽  
The Impact

Aim - the purpose of this study is to examine the role of employee rewards, recognition, and job-related stress towards employee performance considering the mediating role of perceived organizational support in the call-centers located in Lahore, Pakistan.  Design - The data has been gathered through the survey method of the questionnaire. A simple random sampling technique is used for this study. Confirmatory factor analysis (CFA) and structure equation modeling (SEM) techniques have been used for statistical analysis.  Findings - Results showed that employee rewards and recognition have a significant and positive effect on employee performance whereas job stress has a significant and negative effect on employee performance. Findings also revealed that perceived organizational support significantly and fully mediates the relationship between employee rewards, recognition, and job stress and employee performance. So this study puts light on crucial factors that lead to better employee performance.  Implications - Employee rewards and recognition play an important role in overall employee performance. If the companies will not take it seriously, then it might lead to negative consequences. On the other hand, job stress also plays a vital role in employee performance.

Sexual harassment and organizational behaviors: the moderating effect of power distance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Sexual Harassment ◽  
Turnover Intention ◽  
Sexual Coercion ◽  
Power Distance ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Survey Method ◽  
Content Type ◽  
Power Distance Orientation ◽  
Unwanted Sexual Attention

PurposeBased on the cognitive appraisal theory, the current research extended the content domain of sexual harassment research by examining the moderating effect of power distance orientation, a cultural value on the relationship between sexual harassment and organizational behavior.Design/methodology/approachFor this, this study used a survey method and multiple regression analyses with 285 Korean employees.FindingsAs a result, first, the more unwanted sexual attention employees perceived from their leaders, the less likely they were to be affectively committed to their organization. Second, the more sexual coercion employees perceived from their leaders, the more likely they were to have turnover intention. Third, the negative relationship between unwanted sexual attention and affective commitment is stronger for the employees who are low rather than high in power distance orientation. Finally, the positive relationship between sexual coercion and turnover intention is stronger for the employees who are low rather than high in power distance orientation.Originality/valueThe study expanded the content area of sexual harassment research by showing the control effect of the power distance direction.

Job insecurity and employees' safety voice behavior – a managerial dilemma caused by COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anum Salman ◽  
Ishfaq Ahmed ◽  
Sehrish Jahangir
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Insecurity ◽  
Voice Behavior ◽  
Safety Behavior ◽  
Content Type ◽  
Employee Safety ◽  
Managerial Implications ◽  
High Level ◽  
The Impact

PurposeThe world is witnessing enormous changes due to the outbreak of the COVID-19 epidemic. One of the unkind changes is the increased downsizing and layoffs, which has led to a situation of job insecurity. Moreover, due to the unavailability of a cure for the pandemic, the businesses have started their operations with added safety measures that demand a high level of employee safety behavior. But how job insecurity and safety voice may stay in one sheath is an area that requires attention. Hence, this study investigates the impact of job insecurity on employees' safety voice behavior in a COVID-19 outbreak, through serial mediation mechanisms of organizational support and trust.Design/methodology/approachData has been collected through a structured questionnaire from the sample (N = 213) of employees of service organizations.FindingsFindings of the study reveal that job insecurity is not directly linked with safety voice behavior, and therefore full mediation through perceived organizational support and trust is supported is proved.Originality/valueThis study covers the investigation of job insecurity, during pandemic COVID-19, and its effects on safety voice. It also explains the mechanism between the variables of interest through perceived organizational support and trust in the organization. The study is a timely contribution to the existing literature and offers both theoretical and managerial implications.

scholarly journals Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

2021 ◽  
Vol 12 ◽  
Author(s):  
Wei Qi ◽  
Hu Enhua ◽  
Sun Jiandong ◽  
Shan Hongmei
Keyword(s):  
Work Stress ◽  
Organizational Support ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Negative Effects ◽  
Work System ◽  
Negative Effect ◽  
High Performance Work System ◽  
The Impact

Improving the well-being of the employees is the inevitable choice to improve corporate performance and competitive advantage and the social responsibility that enterprises must undertake. Based on the job demands-resources model, this study introduces perceived organizational support and work stress as the mediator and trade union practice as the moderator to explore the double-edged sword effect of a high-performance work system (HPWS) on the well-being of the employee. Taking 243 employees from Jiangsu, Zhejiang, and Anhui as samples, we found that HPWS positively affects the well-being of the employee through perceived organizational support and negatively affects the well-being of the employee through work stress. Union practices can significantly reduce the positive effect of HPWS on work stress and further weaken the negative effect of HPWS on the well-being of the employee through work stress. The results of this study provide a new way to explain the impact of the HPWS on the well-being of the employees and find that union practice can weaken the negative effects of HPWS. This study provides a new thinking direction for improving the well-being of employees in enterprises.

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