Yaşam Doyumunun Çalışanların İş Performansına Etkisi ve Algılanan Örgütsel Destek ile Örgütsel Sinizmin Aracılık Rolü (The Mediating Role of Perceived Organizational Support and Organizational Cynicism in the Impact of Life Satisfaction on Job Performance)

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

Download Full-text

THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

Journal of Leadership in Organizations ◽

10.22146/jlo.55371 ◽

2020 ◽

Vol 2 (2) ◽

Author(s):

Heru Kurnianto Tjahjono ◽

Meika Kurnia Puji Rahayu ◽

Awang Dirgantara Putra

Keyword(s):

Job Performance ◽

Procedural Justice ◽

Organizational Support ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Equation Modeling ◽

Future Research ◽

Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

Download Full-text

The impact of perceived organizational support on knowledge sharing: A meditation analysis through an SEM approach

Journal of Eastern European and Central Asian Research ◽

10.15549/jeecar.v8i4.723 ◽

2021 ◽

Vol 8 (4) ◽

pp. 570-584

Author(s):

Alex Winarno ◽

Arif Partono Prasetio ◽

Nidya Dudija ◽

Ciptaresmi Nadya Pratami ◽

Ran Liu

Keyword(s):

Knowledge Sharing ◽

Organizational Support ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Market Demand ◽

Mediating Role ◽

Mobile Cellular ◽

Emotional Commitment ◽

The Impact

Mobile cellular providers need to continuously upgrade their human resources capability to cope with market demand. In a high technology organization, knowledge is crucial to beating the competition. To accelerate knowledge dissemination, organizations can optimize their employees to share their experience and knowledge with others. This study examines the role of organizational support and affective commitment in enhancing knowledge-sharing willingness. We used a questionnaire to collect data from cellular companies in Jakarta, Indonesia, receiving 237 useable responses. The study reveals that if employees perceive that the organization provides adequate support, they become more willing to share their knowledge with others. Adequate support also increases emotional commitment, which in the end proves valuable to drive the willingness to share. Thus, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing. These findings provide new insight into how to enhance the spirit of sharing between employees.

Download Full-text

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

International Journal of Management Excellence ◽

10.17722/ijme.v12i1.1040 ◽

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.

Download Full-text

The impact of organizational practices on formation and development of psychological contract: expatriates' perception-based view

International Journal of Emerging Markets ◽

10.1108/ijoem-10-2020-1187 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Hafsa Bashir ◽

Bashir Ahmad ◽

Muhammad Waseem Bari ◽

Qurat Ul Ain Khan

Keyword(s):

Organizational Justice ◽

Organizational Support ◽

Psychological Contract ◽

Perceived Organizational Support ◽

Selection Process ◽

Content Type ◽

Mediating Role ◽

Contract Formation ◽

The Impact

PurposeBased on signaling and motivation theories, this study investigates the impact of organizational practices on the formation and development of expatriates' psychological contracts in three stages. Stage 1: the impact of the selection process on psychological contract formation with the mediating role of perceived organizational justice. Stage 2: the impact of pre-departure training on psychological contract formation with the mediating role of individual absorptive capacity. Stage 3: the impact of perceived organizational support on psychological contract development with the mediating role of expatriates' adjustment.Design/methodology/approachBy using a purposive sampling technique, the respondents were approached via e-mails and personal visits in three waves, each wave had 45 days gap. After three waves, a total of 402 complete questionnaires were received back. To test the hypotheses, the partial least squares-based structural equation modeling (PLS-SEM) approach was used.FindingsStage 1: effective selection process and perceived organizational justice positively support the psychological contract formation. Stage 2: the pre-departure training and individual absorptive capacity have a positive influence on the psychological contract formation of expatriates. Stage 3: the perceived organizational support and psychological contract development have a positive direct association. However, expatriates' adjustment does not mediate the association between perceived organizational support and the psychological contract development of expatriates.Practical implicationsThe implications of this study are supportive to the organizations that deal with expatriates. The organizations should adopt practices (i.e. effective selection process, pre-departure training and perceived organizational support) for effective formation of psychological contract formation and development. In addition, perceived organizational justice, individual absorptive capacity and expatriates' adjustment can help out in the formation and development of the psychological contract of expatriates.Originality/valueThis study highlights the role of organizational best practices in the formation and development of the psychological contract of expatriates.

Download Full-text