scholarly journals Perceived Organisational Support As Mediator Of Distributive Justice And Job Satisfaction: The Moderating Role Of Group Commitment

2012 ◽  
Vol 28 (5) ◽  
pp. 1063 ◽  
Author(s):  
Marc Ohana
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Social Exchange ◽  
Non Profit ◽  
Moderated Mediation Model ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Justice Theories ◽  
The Relationship

We argue that distributive justice may influence employees' job satisfaction through social exchange. Based on social exchange and organizational justice theories, we develop a moderated-mediation model of the psychological processes linking distributive justice and job satisfaction and test it on a sample of 101 employees working in 27 small non-profit organizations. Results of hierarchical regressions analyses provide support for the model. We found that distributive justice was positively related to job satisfaction and also that perceived organisational support mediates this relationship. We further found that group commitment moderated the relationship between perceived organisational support and job satisfaction and that this interaction effect, in turn, mediates the distributive justice job satisfaction relationship.

Does Positive Contact Between Residents and Tourists Stimulate Tourists’ Environmentally Responsible Behavior? The Role of Gratitude and Boundary Conditions

2021 ◽  
pp. 004728752110489
Author(s):  
HongWei Tu ◽  
JianFeng Ma
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Environmentally Responsible Behavior ◽  
Moderated Mediation Model ◽  
Responsible Behavior ◽  
Environmentally Responsible ◽  
Positive Contact ◽  
Indirect Relationship ◽  
The Relationship

This study explored how and when positive contact between residents and tourists stimulates tourists’ environmentally responsible behavior. Drawing on social exchange theory, we verified a moderated mediation model in which gratitude mediated the link between positive contact and tourists’ environmentally responsible behavior, while agreeableness moderated the relationship between positive contact and gratitude. Data were collected from 691 visitors to Mount Wuyi. The findings revealed that positive contact directly affected tourists’ environmentally responsible behavior and that this link was mediated by gratitude. Furthermore, agreeableness significantly moderated the effects of positive contact on gratitude. In particular, the effect of positive contact on gratitude was stronger for tourists with high agreeableness. Additionally, agreeableness also strengthened the indirect relationship between positive contact and tourists’ environmentally responsible behavior through gratitude—which was, again, stronger for highly agreeable tourists.

scholarly journals High-performance work system and employee creativity

2017 ◽  
Vol 46 (7) ◽  
pp. 1318-1334 ◽  
Author(s):  
Guiyao Tang ◽  
Bingjie Yu ◽  
Fang Lee Cooke ◽  
Yang Chen
Keyword(s):  
High Performance ◽  
Underlying Mechanism ◽  
Employee Creativity ◽  
Content Type ◽  
Work System ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
High Performance Work System ◽  
The Relationship

Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity. Research limitations/implications The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts. Practical implications When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours. Originality/value This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.

scholarly journals Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Olugbenga J. Ladebo ◽  
Bello Z. Abubakar ◽  
Comfort O. Adamu
Keyword(s):  
Job Satisfaction ◽  
Insurance Companies ◽  
Organisational Commitment ◽  
Design Data ◽  
Work Ethics ◽  
Organisational Support ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add ◽  
The Relationship

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

2020 ◽  
Vol 16 (2) ◽  
pp. 122-131 ◽  
Author(s):  
Prabhjot Kaur ◽  
Keshav Malhotra ◽  
Sanjeev K. Sharma
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Banking Sector ◽  
Employer Branding ◽  
Internal Branding ◽  
Mediating Role ◽  
Private Banking ◽  
The Relationship

Considering social exchange theory, the current research aimed to examine the mediating impact of job satisfaction in the relationship between internal branding and organisational citizenship behaviour. The data was collected from 187 employees in the private banking sector of Chandigarh, India. The results discussed that employer branding positively impacted job satisfaction and organisational citizenship behaviour. The results also suggested that internal branding impact organisational citizenship behaviour directly and indirectly.

Training is an investment with return in temporary workers

2014 ◽  
Author(s):  
Filipa Sobral ◽  
Maria José Chambel
Keyword(s):  
Social Exchange ◽  
Affective Commitment ◽  
Positive Attitude ◽  
Management Practice ◽  
Call Centre ◽  
Temporary Workers ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact ◽  
The Relationship

This study investigates the impact of training on the employee–organisation relationship among a sample of temporary workers from a call centre (N= 240). The data support the idea that social exchange theories are useful frameworks in explaining temporary workers’ affective commitment towards organisations. Organisational investment in training was positively related to the affective commitment of these temporary workers. However, the employees attributed greater importance to the fact that training increased their employability than to the number of training hours received. The relationship between this human resource management practice and affective commitment partly occurred through the perceived organisational support on the part of the employees. Such perception partially mediates the relationship between training as a promoter of employability and this positive attitude.

scholarly journals Examining the Mediating Role of Organisational Support on the Relationship Between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul

2021 ◽  
Vol 12 ◽  
Author(s):  
Berat Cicek ◽  
Mehmet Ali Turkmenoglu ◽  
Mustafa Ozbilgin
Keyword(s):  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Mediating Role ◽  
Technology Firms ◽  
Organisational Support ◽  
The Relationship ◽  
Affective Dimensions

Cynicism and turnover intentions are highlighted as being detrimental to organisations’ sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees’ intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model.

Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes

2009 ◽  
Vol 2 ◽  
pp. 1-9 ◽  
Author(s):  
Catherine Ng ◽  
Aspa Sarris
Keyword(s):  
Job Satisfaction ◽  
Hospital Setting ◽  
Future Research ◽  
Organisational Commitment ◽  
Job Outcomes ◽  
High Turnover ◽  
Organisational Support ◽  
Organisational Values ◽  
Perceived Organisational Support ◽  
The Relationship

AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

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