scholarly journals Study of Individual Work Performance: Perceived Organizational Support, Organizational Based Self Esteem, and Work Engagement

2019 ◽  
Vol 07 (08) ◽  
pp. 01-09
Author(s):  
I Ketut R. Sudiarditha
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Self Esteem ◽  
Individual Work

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

scholarly journals WORK PERFORMANCE: THE IMPACT OF WORK ENGAGEMENT, PSYCHOLOGICAL CAPITAL, AND PERCEIVED ORGANIZATIONAL SUPPORT

2020 ◽  
Vol 4 (1) ◽  
pp. 88
Author(s):  
Kiky Dwi Hapsari Saraswati ◽  
Mirda Sari Ningtyas Dara Pertiwi
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Mental Hospital ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Utrecht Work Engagement Scale ◽  
The Family ◽  
The Impact ◽  
Engagement Scale

Work performance, undoubtedly, is the key of organizational success. Therefore, it is very important to find out the antecedents which will significantly lead to work performance. Unlike other organizations, mental hospital is a unique institution delivering a different kind of service, both to the patients as well as the family of the patients. Adding to the fact, nurses play a very important role in determining the performance of the hospital. Current study aimed to investigate the contributions of work engagement, psychological capital, and perceived organizational support towards work performance. This was a quantitative non-experimental research employing four questionnaire distributed to 140 nurses from all positions, ranging from junior to senior,  and conducted in a mental hospital in Jakarta, Indonesia. The questionnaires distributed to participants were 47-item Individual’s Work Performance, 3-item Utrecht Work Engagement Scale, 24-item Psychological Capital Questionnaire, and 8-item Survey of Perceived Organizational Support. The results of the study found that work engagement played a significant role towards work performance (F=42.402, p<0,05). Moreover, psychological capital and perceived organization support contributed a significant impact towards work engagement (F=3.678, p<0.05). Tidak diragukan lagi bahwa kinerja adalah kunci keberhasilan organisasi. Oleh karena itu, mengetahui anteseden yang secara signifikan akan mengarah pada kinerja sangat penting. Tidak seperti organisasi lain, rumah sakit jiwa adalah institusi unik yang memberikan layanan yang berbeda, baik untuk pasien maupun keluarga pasien. Ditambah juga perawat memainkan peran yang sangat penting dalam menentukan kinerja rumah sakit. Penelitian ini bertujuan untuk menyelidiki kontribusi keterlibatan kerja, modal psikologis, dan dukungan organisasi yang dirasakan terhadap kinerja kerja. Penelitian ini adalah penelitian kuantitatif non-eksperimental yang menggunakan empat kuesioner yang didistribusikan kepada 140 perawat dari berbagai posisi, mulai dari junior hingga senior, dan dilakukan di sebuah rumah sakit jiwa di Jakarta, Indonesia. Kuesioner yang dibagikan kepada peserta adalah Individual’s Work Performance yang terdiri dari 47 item, Utrecht Work Engagement Scale yang terdiri dari 3 item, Psychological Capital Questionnaire yang terdiri dari 24 item, dan Survey of Perceived Organizational  Support yang terdiri dari 8 item. Hasil penelitian menemukan bahwa keterlibatan kerja berperan penting terhadap kinerja kerja (F = 42,402, p <0,05). Selain itu, modal psikologis dan dukungan organisasi yang dirasakan berkontribusi secara signifikan pada keterlibatan kerja (F = 3,678, p <0,05).

Want Engaged Temporary Agency Workers? Think Beyond the Money

2018 ◽  
Vol 46 (6) ◽  
pp. 1029-1042 ◽  
Author(s):  
Jianwu Jiang ◽  
Rong Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Support ◽  
Organizational Identification ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Self Esteem ◽  
Organizational Image ◽  
Temporary Agency Workers

Using the framework of social exchange theory and social identity theory, we investigated how perceived organizational support and organizational image indirectly influence temporary agency workers' (TAWs) work engagement through the mediators of organizational identification and self-esteem. A time-lagged design was employed (Time 1: baseline, Time 2: 6 weeks later, Time 3: 2 weeks later) and data were collected from 309 TAWs in China. Results showed that organizational identification mediated the relationships between perceived organizational support and work engagement, and between organizational image and work engagement. However, self-esteem exerted no significant influence on the focal relationships. Our findings suggest that organizational identification plays a key role in deciding the extent to which TAWs engage in work at their current organization. Organizations should take steps to enhance their reputations and support TAWs as much as possible to increase TAWs' organizational identification and thus achieve a competitive advantage.

INTERVENSI PELATIHAN PENILAIAN KINERJA PADA ATASAN UNTUK MENINGKATKAN PERCEIVED ORGANIZATIONAL SUPPORT & EMPLOYEE ENGAGEMENT

2017 ◽  
Vol 2 (2) ◽  
pp. 1-8
Author(s):  
Holy Greata
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Study Design ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Paired Sample ◽  
Utrecht Work Engagement Scale ◽  
Before And After ◽  
Before And After Study

This study aims to look at the effectiveness of performance appraisal training programs to improve perceived organizational support and employee engagement among employees at YPTK educational institutions. This research uses a quantitative approach, with the before-and-after study design research design. The strength of this program is the ability to measure the impact of an intervention. Measuring devices perceived organizational support is an adaptation of the survey of perceived organizational support, while measuring instruments employee engagement is an adaptation of the Utrecht work engagement scale. The results of this study indicate the influence of perceived organizational support on employee engagement of 0.168 (p = 0.016 significant at l.o.s 0.05). Paired sample t-test results showed significant differences in perceived organizational support and employee engagement scores before and after the training and outreach of performance appraisal. Keywords: Perceived Organizational Suppor; Employee Engagement, Performance assessment   Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Penelitian ini menggunakan pendekatan kuantitatif, dengan design penelitian the before-and-after study design. Kelebihan dari program ini adalah kemampuan untuk mengukur dampak dari sebuah intervensi. Alat ukur perceived organizational support merupakan adaptasi dari survey of perceived organizational support, sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht work engagement scale. Hasil penelitian ini menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.   Kata Kunci: Perceived Organizational Suppor; Employee Engagement, Penilaian Kinerja.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

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.

Sign in / Sign up

Export Citation Format

Share Document