scholarly journals MODERATING FUNCTIONS OF PASSIVE LEADERSHIP AND PERCEIVED ORGANIZATIONAL SUPPORT ON INCIVILITY - CWB DYAD

2020 ◽  
Vol 8 (11) ◽  
pp. 631-644
Author(s):  
Fatima Azam ◽  
◽  
Ansar Waseem ◽  
Keyword(s):  
South Asian ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Empirical Studies ◽  
Workplace Incivility ◽  
Psychological Effects ◽  
Moderating Effects ◽  
Asian Context ◽  
The Relationship

This study aimed to inspect the effect of workplace incivility on organizational CWB and enlightened whether perceived organizational support and passive leadership strengthens or weakens the relationship between incivility – CWB-O dyad.Survey method was used to collect data from employees of diverse serviceorganizations including banks, university, NGO, IT, and outsourcing companies located inLahore, Pakistan.Outcomes of the study indicated that workplace incivility is positively related to CWB-O andthis association is moderated by passive leadership and POS. While passive leadershipstrengthens the relationship between incivility and counter working behavior, POS weakens thesame.Self – reported measures were used which were considered suitable according to the nature ofstudy. As an alternate, peer – reported measures can be adopted. Besides, data could be collectedfrom more than one city of Pakistan in future studies.Every organization endeavours to limit the occurrences of CWB. Results of this study show that apassive leader may aggravate incivility into CWB. On the contrary, if the employees perceivethat their organization is supportive then they may not engage into such deviant behavior.Societal norms must be implemented to create a sense of equality among people.Through POS, an organization may be able to reduce the workplace stresses which is beneficialin improving work lifequality but also diminishing the psychological effects of such deviantbehaviors.This is one of the first empirical studies that uncovers the moderating effects of passive leadership and POS in the workplace incivility and CWB-O relationship in South Asian Context.

scholarly journals Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

2019 ◽  
Vol 26 (2) ◽  
pp. 241-262 ◽  
Author(s):  
Yevhen Baranchenko ◽  
Yizhong Xie ◽  
Zhibin Lin ◽  
Marco Chi Keung Lau ◽  
Jie Ma
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Questionnaire Survey ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Career Orientation ◽  
Strong Impact ◽  
Moderating Effects ◽  
The Impact ◽  
The Relationship

AbstractThis study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

scholarly journals Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust

2018 ◽  
Vol 10 (12) ◽  
pp. 4835 ◽  
Author(s):  
Seunghee Im ◽  
Yang Chung
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Full Time ◽  
Moderating Effects ◽  
Mediated Moderation ◽  
Employee Volunteering ◽  
The Relationship

This study examined the mediating effects of organizational pride and trust on the relationship between employee volunteering meaningfulness and organizational citizenship behavior. The study also investigated the moderating effects of perceived organizational support for the relationships between volunteering meaningfulness with organizational pride and trust. The study was administered in South Korea and sampled 267 full-time employees and found organizational pride and trust mediates the relationship between volunteering meaningfulness and organizational citizenship behavior, while perceived organizational support moderated the relationships between volunteering meaningfulness and organizational pride and trust. In addition, supplementary analysis found mediated moderation suggesting that supportive feelings had indirect effects on citizenship behavior.

scholarly journals PERAN KOMITMEN DAN DAYA DUKUNG ORGANISASIONAL PADA HUBUNGAN ANTARA KETIDAKPUASAN DENGAN KREATIVITAS KARYAWAN

2011 ◽  
Vol 10 (1) ◽  
Author(s):  
Nugroho J. Setiadi ◽  
Agoestiana Boediprasetya ◽  
Nelavelly Virnanda Sudibyo
Keyword(s):  
Empirical Study ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Empirical Studies ◽  
Service Organizations ◽  
Job Dissatisfaction ◽  
Continuance Commitment ◽  
Creative Behavior ◽  
Organizational Creativity ◽  
The Relationship

This empirical study examines the conceptual model of employee’s dissatisfaction to lead creative behavior. When employee feels that he/she has potentially to perform as a creative person, he/she will express their dissatisfaction through voice. Based on the exit-voice theory and empirical studies of organizational creativity (Zhou and George, 2003), this study identify two variables that potentially play a role on the relationship between job dissatisfaction and employee’ creativity, there are, continuance commitment and perceived organizational support. A number of hypotheses empirically to be proved. Interesting findings indicate that the perceived organizational support contribute on how individuals shape their job dissatisfaction led to creative behavior among employees in service organizations.

scholarly journals The relationship between job demands and workplace incivility in an industrial company: the mediating role of emotional exhaustion and moderating role of perceived organizational support

2021 ◽  
Author(s):  
T Rahimi Pordanjani ◽  
A Ghorbanian
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Demands ◽  
Workplace Incivility ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Industrial Company

Introduction: workplace incivility is one of the subtle forms of interpersonal and organizational abuse. The purpose of the present study was to investigate the causal relationship between job demands and workplace incivility with the mediating role of emotional exhaustion and the moderating role of perceived organizational support in an industrial company employee. Materials and Methods: In this descriptive correlational study, the statistical population was all employees of Bojnourd Cement Company, and 321 workers were selected according to the Cochran formula and by a simple random sampling method. The research data were collected using the Cortina et al. (2001) workplace incivility questionnaires, Jong et al. (1993) job demands, Maslach's emotional exhaustion (1981), and Eisenberger et al. (1986) perceived organizational support. SPSS and AMOS 23 software were used for data analysis. Results: The results showed that the proposed model has a good fit. Job demands have a direct and indirect effect through emotional exhaustion on workplace incivility (p> 0.0001). The results also showed that the interaction of job demands and perceived organizational support, beyond the effects of the main variables, produced 1.5% added monopoly variance (R2Δ = 0.015, FΔ = 49.50, P <0.05) for the model. Conclusion: The results showed the importance of organizational support as a moderator and emotional exhaustion as a mediator between the relationship between job demands and workplace incivility. Therefore, organizations can reduce emotional exhaustion and workplace incivility by reducing their job demands. Supportive programs are also suggested to reduce the impact of job demands on workplace incivility.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Survey Method ◽  
Content Type ◽  
Female Employee ◽  
Workplace Ostracism ◽  
Perceived Organisational Support ◽  
Female Employees ◽  
The Relationship

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

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