Exploring the direct and indirect effect of trust in leadership and perceived organizational support on turnover intentions

2022 ◽  
Vol 13 (4) ◽  
pp. 1
Author(s):  
Rui Gonçalves ◽  
Rui Silva ◽  
Álvaro Dias ◽  
Leandro Ferreira Pereira ◽  
Renato Lopes Da Costa
Keyword(s):  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Trust In Leadership

Il benessere organizzativo tra giustizia e motivazione

RISORSA UOMO ◽  
2009 ◽  
pp. 431-447
Author(s):  
Emanuela Chemolli ◽  
Margherita Brondino ◽  
Margherita Pasini
Keyword(s):  
Trade Union ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Organizational Context ◽  
Well Being ◽  
Loosely Coupled ◽  
Local Union ◽  
Justice Perception ◽  
Organizational Constructs

- Organizational justices has often been studied as an antecedent of different organizational constructs concerning well-being but only in few studies it has been related with motivation at work. In this research we surveyed justice perception of 113 trade union members of a local union (defined also as loosely-coupled organization), their motivation at work and their perceived organizational support. We want to verify whether, in this atypical organizational context, justice is an antecedent of motivation as it seems to be in the few empirical studied on this topic. At the beginning, this relation was not present, but the inclusion of perceived organization support like mediation variable pointed out an indirect effect between justice and motivation.

Antecedents and outcomes of perceived organizational support: a literature survey approach

2015 ◽  
Vol 34 (7) ◽  
pp. 867-880 ◽  
Author(s):  
Ishfaq Ahmed ◽  
Muhammad Musarrat Nawaz
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Employee Attitudes ◽  
Literature Survey ◽  
Citizenship Behavior ◽  
Content Type

Purpose – Riggle et al.’s (2009) and Rhoades and Eisenberger (2002) literature surveys are the latest available studies on antecedents and outcomes of perceived organizational support (POS). Riggle et al. work considered studies on outcomes of organizational support (1986-2006), while Rhoades and Eisenberger worked on both antecedents and consequences (1986-2002). There are seven years since no work has been done on the outcomes and almost 12 years since no work has been done on the antecedents of POS. Considering the gap, the paper aims to investigate the antecedents and outcomes of POS. Design/methodology/approach – In total, 170 studies were included in meta-analysis containing at least one of the antecedent or outcomes. Riggle et al. included 167 studies, while Rhoades and Eisenberger study covered 70 studies in their literature survey studies for the period of 1986-2006. This study adds value to the work of Riggle et al., by looking at the studies conducted from January 2007 to September 2013; and Rhoades and Eisenberger by investigating the antecedents of POS from January 2003 to September 2013. Findings – Findings of the study revealed that POS is largely influenced by justice, growth opportunities, supervisor support, and coworker support. While having a profound look at the outcomes it is evident that POS significantly influence employee engagement, job satisfaction, and organizational commitment; while its impact on organizational citizenship behavior and turnover intentions is moderate. Practical implications – This research endeavor leaves a valuable message for management as POS is noticed to have profound effects on employee attitudes and behaviors at work. Originality/value – This study adds value by offering meta-analysis of the antecedents and outcomes of POS for latest available literature (i.e. 2003-2013 for antecedents and 2007-2013 for outcomes).

scholarly journals Turnover Intentions: The Influence of Perceived Organizational Support and Organizational Commitment

2013 ◽  
Vol 103 ◽  
pp. 1238-1242 ◽  
Author(s):  
Talat Islam ◽  
Saif ur Rehman Khan ◽  
Ungku NorulKamar Bt. Ungku Ahmad ◽  
Ghulam Ali ◽  
Ishfaq Ahmed ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions

scholarly journals Perceived Organizational Support-Betrayal: Measurement model in mexican workers

2020 ◽  
Vol 1 (2) ◽  
pp. 7-12
Author(s):  
Emmanuel Martínez-Mejía ◽  
José Ignacio Martínez-Guerrero
Keyword(s):  
Factor Analysis ◽  
Social Exchange ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Measurement Model ◽  
Second Phase ◽  
Measurement Models ◽  
Two Factors ◽  
Show Evidence

The aim of the study was to evaluate the dimensionality of the Survey of Perceived Organizational Support (SPOS) in Mexican population, in order to add evidence of construct validity of the results that are inferred from the instrument. The investigation was carried out in three phases. In the first Phase, participated 260 workers, with an Exploratory Factor Analysis (EFA) two factors were identified, in which the main factor grouped Support items, and in the other factor items were found that theoretically can be classified as Perceived Organizational Betrayal. In the second Phase, participated 498 Mexican workers, through a Confirmatory Factor Analysis (CFA) a bifactorial theoretical measure of perceived Support-Betrayal was carried out. The adjustment of two measurement models was compared: the original one-dimension instrument, which presented no evidence of adjustment; while the two-dimensional measurement model did present an acceptable fit. In the third Phase, correlational analyzes were carried out with Organizational Commitment and Turnover Intentions that presented significant correlations. It is necessary to continue reviewing the original questionnaire under the complete theoretical model and continue to show evidence of the constructs that are to be measured, in order to have increasingly solid, valid, reliable and complete interpretations of the results of this approach of social exchange in the organizations

scholarly journals The Influence of Work Environment and Perceived Organizational Support on the Employee Performance of PT Y in Surabaya with Employee Engagement as an Intervening Variable

2021 ◽  
Vol 21 (1) ◽  
pp. 35-51
Author(s):  
Audina Anggraini ◽  
Hermien Tridayanti ◽  
Elok Damayanti
Keyword(s):  
Work Environment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Statistical Tests ◽  
Partial Least Square ◽  
Least Square ◽  
Study Population

This study aims to determine the influence of work environment and perceived organizational support on the employee’s performance of PT Y in Surabaya, both directly or indirectly with employee engagement as an intervening variable. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT Y in Surabaya was taken as many as 30 respondents. Data collection techniques used interviews, observations, and questionnaires. For statistical tests and the processing of data is carried out by using the partial least square (Smart PLS 3.0). The study showed that each variable, work environment and perceived organizational support had a direct significant influence on employee performance and employee engagement. Work environment had a direct significant effect on employee performance with a t-statistical value of 2.136 greater than the indirect effect through employee engagement as an intervening variable with a t-statistics value of 1.454. While perceived organizational support had a direct effect on employee performance with t-statistics of 2.550 is greater when compared to the indirect effect through employee engagement as an intervening variable with t-statistics 2.042.

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