Determining the Moderating Role of Supervisory Support on the Relationship Between Organization Career Management and Employee Career Satisfaction: Evidence From Private Insurance Companies in Ghana

The purpose of this study was to determine the moderating role of supervisory support on the relationship between organizational career management and career satisfaction of employees of selected five private insurance companies in Ghana. A survey method was used to collate information from 167 employees who work in the studied organizations through a simple random sampling approach. The descriptive, correlation, multiple regression, and the moderated multiple regression analysis were used to test the research hypothesis and their results showed three important findings: firstly, organizational career management positively and significantly correlates and had an impact on career satisfaction. Secondly, supervisory support positively and significantly correlates and had an impact on career satisfaction. Lastly, the moderating role of supervisory support was established to be positive and significant on the relationship between organizational career management and career satisfaction. The outcome contributes to the Job Demand Resource (JD-R) theory such that organizational career management and supervisory support could be employed as organizational resources to produce career satisfaction. The study suggests that more attention and commitment should be given to organizational career management and supervisory support by the management of the private insurance companies to promote the career satisfaction of their employees.

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The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

International Journal of Business and Management ◽

10.5539/ijbm.v12n11p73 ◽

2017 ◽

Vol 12 (11) ◽

pp. 73

Author(s):

Erkan Taskiran

Keyword(s):

Organizational Identification ◽

Banking Sector ◽

Turnover Intentions ◽

Intention To Leave ◽

Career Management ◽

Hierarchical Regression ◽

Organizational Career Management ◽

The Relationship ◽

Moderating Role

The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees’ perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

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The moderating role of environmental munificence on innovativeness in B2B markets

Journal of Business and Industrial Marketing ◽

10.1108/jbim-04-2019-0153 ◽

2019 ◽

Vol 35 (5) ◽

pp. 795-802

Author(s):

Misra Cagla Gul

Keyword(s):

Multiple Regression ◽

Market Orientation ◽

Entrepreneurial Orientation ◽

Positive Impact ◽

Middle Level ◽

Content Type ◽

Environmental Munificence ◽

The Relationship ◽

Moderating Role

Purpose The purpose of this paper is to understand the relationship between two business orientations, namely, entrepreneurial orientation and market orientation, and innovativeness taking into account the moderating influence of environmental munificence. Design/methodology/approach This is a multiple respondent quantitative study. A total of 312 marketing managers middle level and above from 79 firms participated in the survey. Multiple regression and hierarchical multiple regression was the method of choice for data analysis. Findings Findings indicate that environmental munificence moderates the entrepreneurial orientation – innovativeness relationship. Findings reveal that even though a significant impact of entrepreneurial orientation is not present on innovativeness, this insignificance may be due to environmental munificence. Market orientation has a direct positive impact on innovativeness, and environmental munificence negatively moderates this relationship suggesting that when the environment is less munificent, the market orientation – innovation link becomes stronger. Practical implications Managers should be aware that the more munificent an environment becomes, having an entrepreneurial orientation will be more important for innovativeness. In addition, results of this study suggest that being market oriented more strongly impacts a firm’s ability to innovate in non-munificent environments where growth opportunities are undesirable. Originality/value This study is unique in that it is a multi-respondent study with respondents from different layers of each participating organization, incorporating the moderating impact of the business environment’s munificence on business orientations–innovativeness relationship.

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Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment

The Spanish Journal of Psychology ◽

10.1017/sjp.2020.19 ◽

2020 ◽

Vol 23 ◽

Author(s):

Daniel Dominguez ◽

María José Chambel ◽

Vânia Sofia Carvalho

Keyword(s):

Peer Support ◽

Organizational Support ◽

Affective Commitment ◽

Well Being ◽

Job Resources ◽

Supervisory Support ◽

The Impact ◽

The Relationship ◽

Moderating Role

Abstract Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

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When do salary and job level predict career satisfaction and turnover intention among Chinese managers? The role of perceived organizational career management and career anchor

European Journal of Work and Organizational Psychology ◽

10.1080/1359432x.2013.763403 ◽

2013 ◽

Vol 23 (4) ◽

pp. 596-607 ◽

Cited By ~ 29

Author(s):

Yanjun Guan ◽

Yueran Wen ◽

Sylvia Xiaohua Chen ◽

Haiyang Liu ◽

Wei Si ◽

...

Keyword(s):

Turnover Intention ◽

Career Satisfaction ◽

Career Management ◽

Job Level ◽

Career Anchor ◽

Organizational Career Management ◽

Chinese Managers

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An Examination of Street-Level Bureaucrats’ Discretion and the Moderating Role of Supervisory Support: Evidence from the Field

Administrative Sciences ◽

10.3390/admsci11030065 ◽

2021 ◽

Vol 11 (3) ◽

pp. 65

Author(s):

Mohammed Salah Hassan ◽

Raja Noriza Raja Ariffin ◽

Norma Mansor ◽

Hussam Al Halbusi

Keyword(s):

Human Resources ◽

Positive Impact ◽

Supervisory Support ◽

Street Level ◽

Perceived Supervisory Support ◽

Street Level Bureaucrats ◽

The Relationship ◽

Moderating Role ◽

Support Evidence

This study aims to provide a deeper understanding of the relationship between the discretion of street-level bureaucrats and their willingness to implement as well as between discretion and client meaningfulness by testing street-level bureaucrat theory in a different context. The effect of discretion on willingness to implement and client meaningfulness may differ due to perceived supervisory support. Data from 241 bureaucrats (labor inspectors) in the Malaysian Ministry of Human Resources indicated that discretion significantly influences bureaucrats’ willingness to implement and client meaningfulness. Critically, the moderating role of perceived supervisory support augmented only the positive impact of discretion on client meaningfulness; for example, this relationship is more significant among bureaucrats who perceive high supervisory support. This study sheds new light on the notable role of supervisory support in ensuring that discretion enhances client meaningfulness and willingness to implement.

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The Moderating Role of Gender on the Relationship between Work Effort and Career Satisfaction

Academy of Management Proceedings ◽

10.5465/ambpp.2017.12400abstract ◽

2017 ◽

Vol 2017 (1) ◽

pp. 12400

Author(s):

Julia Yalalova ◽

Dilawar Khan Durrani

Keyword(s):

Career Satisfaction ◽

Work Effort ◽

The Relationship ◽

Moderating Role

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Organizational career management practices, career satisfaction, and intention to quit among Indian employee: Examining the moderating effect of ‘four types of work experience’

Australian Journal of Career Development ◽

10.1177/1038416218768896 ◽

2018 ◽

Vol 27 (3) ◽

pp. 150-159

Author(s):

Sweta Singh

Keyword(s):

Work Experience ◽

Management Practices ◽

Career Satisfaction ◽

Interactive Effect ◽

Intention To Quit ◽

Career Management ◽

Different Types ◽

Organizational Career Management ◽

Organizational Tenure ◽

The Relationship

This study examined the interactive effect of organizational career management practices and different types of work experience on career satisfaction and intention to quit the organization in 386 Indian employees. The results showed that after controlling for the effect of the demographic variables and organizational career management practices, different types of work experience played unique roles in predicting career satisfaction and intention to quit the organization. It was found that that organizational career management practices correlated positively with career satisfaction and negatively with intention to quit the organization. The results further showed that organizational experience moderated the relationship between organizational career management practices and career satisfaction, and organizational tenure moderated the relationship between organizational career management practices and intention to quit. These findings carry implication for research and practice on career satisfaction and intention to quit the organization.

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The Moderating Role of Supervisory Support in the Relationship of Emotional Intelligence and Job Performance of Pharmaceutical Sales Representatives

Review of Economics and Development Studies ◽

10.26710/reads.v5i1.519 ◽

2019 ◽

Vol 5 (1) ◽

pp. 11-22

Author(s):

Atiq Ur Rahman ◽

Fayaz Ali Shah ◽

Shahid Jan

Keyword(s):

Emotional Intelligence ◽

Job Performance ◽

Structural Equation ◽

Supervisory Support ◽

Sales Representatives ◽

Pharmaceutical Sales ◽

Relationship Of ◽

The Relationship ◽

Moderating Role

The objective of this research paper is to find out the relationship of Job Performance (JP) with Emotional Intelligence (EI) of Pharmaceutical Sales Representatives (PSRs) of various pharmaceutical companies operating in Khyber Pakhtunkhwa (Pakistan). Another objective of this research investigation is to check the moderating role of Supervisory Support (SS) in the EI-JP link. Data was collected from 400 PSRs of companies operating in Pakistan through convenience sampling technique. Structural equation model (SEM) was utilized for data analysis. The results of the study revealed that those PSRs having high EI had high performance. Furthermore, SS does not moderate the EI-JP link.

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