COMMITMENT TO THE ORGANIZATION IN EXCHANGE FOR SUPPORT FROM THE ORGANIZATION

2000 ◽  
Vol 28 (2) ◽  
pp. 125-140 ◽  
Author(s):  
Chau-Kiu Cheung
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
High Technology ◽  
Exchange Theory ◽  
Western Society ◽  
Significant Positive Effect ◽  
Background Characteristics ◽  
Reciprocal Relationships ◽  
Positive Effect

Despite the abundance of studies of organizational commitment, there is a need for explaining it with data from non-Western societies. According to exchange theory, there may be reciprocal relationships between an employee's commitment to the employing organization and support given by the organization. To examine such an hypothesis in a non-Western society, the present study collected data from 927 employees in eight high-technology companies in Taiwan. It found that the employee's organizational commitment and perceived organizational support exhibited strong reciprocal and positive relationships, with control for a number of background characteristics. In addition, it detected a significant positive effect of organizational support averaged for the job on the employee's organizational commitment.

scholarly journals PENGARUH DUKUNGAN ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL DENGAN PSYCHOLOGICAL CONTRACT SEBAGAI VARIABEL MODERASI

2020 ◽  
Vol 9 (6) ◽  
pp. 2247
Author(s):  
Fifi Prananda ◽  
I Gede Riana
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Support ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Research Data ◽  
Sampling Techniques ◽  
Significant Positive Effect ◽  
Positive Effect

The purpose of this study was to examine the effect of organizational support on organizational commitment with psychological contracts as a moderating variable. This research was conducted at two business places that are engaged in the same field, namely Maritime Tourism Adventure Tanjung Benoa, Bali. The number of samples in this study were 100 respondents, where by taking the entire population in the two companies using saturated sampling techniques. Data collection is obtained from the results of distributing questionnaires directly to employees. Analysis of research data using Moderated Regression Analysis (MRA). The results of this study stated that organizational support had a significant positive effect on organizational commitment, psychological corntact had a significant positive effect on organizational commitment, and organizational support had an effect on organizational commitment with psychological contracts to strengthen both variables. Keywords: Organizational Support, Organizational Commitment, Psychological Contract

scholarly journals PENGARUH KEPUASAN KERJA, PELATIHAN, DAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP SERVICE ORIENTED-ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Jurnal Ecogen ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 34
Author(s):  
Habibullah Al Amnur ◽  
Syahrizal Syahrizal ◽  
Okki Trinanda
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Service Oriented ◽  
The City ◽  
Positive Effect

The purpose of this study was to determine the effect of job satisfaction, training and Perceived Organizational Support on Service-Oriented Organizational Citizenship Behavior in Hotel Employees in the City of Padang. This type of research is descriptive causative. This research was conducted in the city of Padang. While the time of the study was conducted in 2018. The population in this study were 4-star hotel contract employees in the city of Padang with a sample of 106 people taken by cluster random sampling. Data is processed using multiple linear regression. The results showed that job satisfaction has a significant positive effect on service-oriented organizational citizenship behavior, training has a significant positive effect on service-oriented organizational citizenship behavior, perceived organizational support has a significant positive effect on service-oriented organizational citizenship behavior.Keywords : Service-Oriented Organizational Citizenship Behavior, Job Satisfaction, Training, Perceived Organizational Support

scholarly journals THE EFFECT OF WORKPLACE SPIRITUALITY DIMENSIONS ON ORGANIZATIONAL COMMITMENT WITH PERCEIVED ORGANIZATIONAL SUPPORT AS MODERATING VARIABLE

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Diaz Haryokusumo
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Meaningful Work ◽  
Workplace Spirituality ◽  
Theory And Practice ◽  
Inner Life ◽  
Continuance Commitment ◽  
Positive Effect

The aims of this study are to test the effect of workplace spirituality dimensions (inner life, meaningful work, and condition for community) on organizational commitment (affective, continuance, and normative) and also to test the moderating effect of perceived organizational support. 130 questionnaires were collected from six organizations in Yogyakarta.The result of this research shows the workplace spirituality dimensions have positive effect on affective commitment. Testing of moderation effect shows perceived organizational support does not moderate the positive effect of workplace spirituality dimensions on components of organizational commitment. Based on this research, condition for community has the biggest effect on affective commitment, while inner life has biggest effect on normative and continuance commitment. Implication for management theory and practice are discussed.

scholarly journals MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN INCLUSIVE LEADERSHIP'S EFFECT ON INNOVATIVE WORK BEHAVIOR

2019 ◽  
Vol 7 (5) ◽  
pp. 2945-2963
Author(s):  
Hüseyin ASLAN
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Work Behavior ◽  
Significant Positive Effect ◽  
Manufacturing Companies ◽  
Inclusive Leadership ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
Positive Effect

The aim of this study is to investigate how inclusive leadership affects the perceived organizational support and innovative work behaviors of employees and whether perceived organizational support has a mediating role in this process. For this purpose, data were collected from 348 participants working at different carpet manufacturing companies in Gaziantep. Confirmatory factor analysis was performed in the analysis of the data, correlations between the variables were determined, and structural equation and goodness of fit tests of the model and regression analysis were performed. In the analyses, it was determined that inclusive leadership had a significant positive effect on perceived organizational support and innovative work behavior. Perceived organizational support was found to have a significant positive effect on innovative work behavior. As a result of mediating analysis, perceived organizational support was found to have a partial mediator role in the relationship between inclusive leadership and innovative work behavior.

scholarly journals PENGARUH DUKUNGAN ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA PEGAWAI

2018 ◽  
pp. 2117
Author(s):  
Ketut Metria ◽  
I Gede Riana
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Significant Positive Effect ◽  
Civil Registration ◽  
Positive Effect

This study aims to analyze: (1) influence of organizational support to employee performance, (2) influence of organizational support to organizational commitment and (3) influence organizational commitment to employee performance. A total of 77 employees of the Department of Population and Civil Registration of Denpasar is used as a sample with sampling technique that is saturated sampling. The data obtained were analyzed by descriptive analysis and SEM-PLS. The result of this study found that organizational support had positive and significant effect on employee performance, with coefficient value was 0,389 and t statistics value was 4,086 (> t critical 1,96). The effect of organizational support on organizational commitment resulted in coefficient value of 0.634 and t statistics of 9.091 (> t critical 1.96) which means significant. Furthermore, organizational commitment also has a significant positive effect on employee performance, with coefficient value of 0.363 and t statistics value of 4.635 (> t critical 1.96). This study proves that employees who get support from the organization proved able to increase organizational commitment to work which implies to the better performance displayed by employees of the Department of Population and Civil Registration of Denpasar.  

scholarly journals The Effect of Perceived Organizational Support on Work Engagement Through Job Crafting (Study At General Division Employees Of Bank Jatim Head Office Surabaya)

2021 ◽  
Vol 5 (1) ◽  
pp. 109-126
Author(s):  
Lady Oktafia Alfatekha W ◽  
Budiono
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Job Crafting ◽  
Significant Positive Effect ◽  
The Impact ◽  
Positive Effect

Bank Jatim or PT Bank Pembangunan Daerah Jawa Timur Tbk , on august 17, 1961 Bank Jatiwas establised in Surabaya. as a BUMD, Bank Jatim is the largest bank in East Java. The goal of this research is to examine and analyze the impact of employee’s perceived organizational support on work engagement through job crafting at the General Division in Bank Jatim Surabaya. This study is a causal research of quantitative approach. A total of 56 respondent are used for the sampling technique. With the support of SmartPLS v.3.6.2 software, the statistical analysis used in this research is Partial Least Square (PLS). The analysis outcomes indicate that perceived organizational support has a significant positive effect on work engagement, perceived organizational support has a significant positive effect on job crafting, job crafting has a significant positive effect on work engagement, and job crafting has successfully mediated the effect of perceived organizational support on work engagement.

scholarly journals Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment

2019 ◽  
Vol 11 (19) ◽  
pp. 5419 ◽  
Author(s):  
Natàlia Cugueró-Escofet ◽  
Pilar Ficapal-Cusí ◽  
Joan Torrent-Sellens
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Organizational Justice ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Comprehensive Model ◽  
Affective Organizational Commitment ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Knowledge sharing (KS) behavior is one of the main drivers to generate social sustainability. It predicts high organizational performance and innovation capabilities, and creates enjoyment and happiness in helping others. Even if incentives to enhance KS behaviors exist, employees would still be reluctant to share knowledge. For this reason, we test a comprehensive model of sustainable human resource management with the inclusion of KS to explain how to enhance collaborative practices in terms of voluntary knowledge sharing. In a comprehensive model, we incorporate organizational justice, employee perceived organizational support, job satisfaction and affective organizational commitment, and how they relate in order to generate knowledge sharing behavior. Using a sample of 1350 employees working for multinational firms operating in Spain, the present research obtains two main results. First, organizational justice, employee perceived organizational support and affective organizational commitment are positively related with KS. Second, employee perceived organizational support, job satisfaction and affective organizational commitment play a mediating role between organizational justice and KS, which reinforces the positive relationship between both constructs. Consequently, employees would be more willing to cooperate and share in fair organizational contexts, especially when they are satisfied and affectively committed, and when their contributions are valued and recognized. Finally, we discuss human resource management’s (HRM) practical interventions and recommendations for future research on sustainable organizations.

Influence of Perceived Organizational Support, Organizational Commitment on Organizational Citizenship Behavior among Marketing Executives

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
S. DeviMageshkumar
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Marketing Department ◽  
Ex Post ◽  
Marketing Executives

Organizational citizenship behavior is considered as one of the vital element needed in the organizational to increase organizational effectiveness and productivity. The present study aims to study the influence of organizational commitment and perceived organizational support on organizational citizenship behavior among marketing executives. The study is Ex post facto in nature and the sample consists of 113 Male marketing executives from the sales and Marketing department in a Retail Organization with more than one year experience. The age group ranges from 19-32. The tools used in study include Organizational Commitment Questionnaire (Mowday, Porter & Steers, 1979), Perceived Organizational Support Questionnaire (Rhoades & Eisenberger, 2002) and Organizational Citizenship Behavior Questionnaire (Karunanidhi & Manimala, 2009). The statistical method used for the present study is Pearson’s Product Moment Correlation to find out the relationship among variables. Results of the study indicate that there is significant relationship between organizational commitment and organizational citizenship behavior; there is no significant relationship between perceived organizational support and organizational citizenship behavior and there is no significant relationship between perceived organizational support and organizational commitment. From the present study it is concluded that organizational commitment influence organizational citizenship behavior among marketing executives.

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