scholarly journals The Relationship of Perceived Organizational Support and Deviant Behavior in the Workplace: The Mediating Effect of Affective Commitment and The Moderating Effect of Organization-based Self-esteem

2013 ◽  
Vol 26 (1) ◽  
pp. 119-148 ◽  
Author(s):  
오아라 ◽  
Hyunju Yong ◽  
Park,Kyung-Kyu
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Deviant Behavior ◽  
Self Esteem ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Relationship Of ◽  
The Relationship

scholarly journals The relationship of perceived organizational support and deviant behavior in the workplace

2013 ◽  
Vol 26 (1) ◽  
pp. 119-147
Author(s):  
Ahra Oh ◽  
Kyungkyu Park ◽  
Hyunju Yong
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Deviant Behavior ◽  
Well Being ◽  
Self Esteem ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

In this study, the effect of perceived organizational support on affective commitment, in order to investigate the effects of perceived organizational support on employees' deviant behavior in the workplace, is firstly verified. Then the effect of affective commitment on employees' deviant behavior in the workplace(organizational deviant behavior and interpersonal deviant behavior) is verified. In addition, the mediating role of affective commitment on the relationship between perceived organizational support and deviant behavior is revealed. Organization-based self-esteem as the moderating variable that can strengthen the relationship between affective commitment and deviant behavior is verified. 252 employees were participated in the study and structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, affective commitment increases as perceived organizational support increases. In other words, the higher employees' perception for organizational support are, the higher affective commitment are. Second, deviant behavior in the workplace decreases as affective commitment increases, that is affective commitment have contributed to the decrease in employees' organizational deviant behavior and interpersonal deviant behavior. Third, affective commitment was empirically verified to have a mediating effect between perceived organizational support and deviant behavior in the workplace. Also, the moderating effect of Organization-based self-esteem was verified in the relationship between affective commitment and interpersonal deviant behavior in the workplace. Based on these findings, it was determined that perceived organizational support is a significant antecedent of affective commitment and perceived organizational support can be recognized as the motive of affective commitment. The exchange between the employee and employer is positively related to employees' feelings of perceived organizational support and affective commitment to the organization and reciprocation in the form of lower levels of deviant behavior. Therefore, results also revealed that employees' perceptions of organizational support have an influence on their attitudes and behavior. Our findings emphasize the importance of valuing employees and investing in their well-being in the workplace.

scholarly journals How Does Support by the Organization Decrease Employee’s Intention to Leave?

2019 ◽  
Vol 2 (2) ◽  
pp. 61
Author(s):  
Novianthi Dian Purnamawati ◽  
Debora Eflina Purba
Keyword(s):  
Customer Service ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Intention To Leave ◽  
Mediating Effect ◽  
Contact Center ◽  
Phone Calls ◽  
The Relationship

This study aims to investigate the mediating effect of affective commitment in the relationship between perceived organizational support and turnover intention. Data were collected using paper-and-pencil survey on inbound Customer Service Officers (CSO) of a Contact Center X in Jakarta operating in service of electricity needs by phone calls (N = 96). Data were analyzed using Hayes PROCESS macro on SPSS software. Results showed that perceived organizational support was negatively related to turnover intention and positively related to affective commitment. Results also showed that affective commitment was negatively correlated with turnover intention. The mediation analysis showed that affective commitment fully mediated the relationship between perceived organizational support and turnover intention. The theoretical and practical implications of the study were further discussed.

scholarly journals Mediator Analysis of Perceived Organizational Support: Role of Spiritual Leadership on Affective Commitment

2020 ◽  
Vol 11 (1) ◽  
pp. 48-55
Author(s):  
Stefanus Rumangkit
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Spiritual Leadership ◽  
Measurement Scale ◽  
Short Version ◽  
Cross Sectional ◽  
Relationship Of ◽  
The Relationship

This study aims to investigate the influence of spiritual leadership and perceived organizational support on affective commitment. In addition, the moderating role of perceived organizational support in the relationship of spiritual leadership and affective commitment will be tested. This research was conducted with survey research design, and the type of data was cross-sectional. Surveys conducted based on web based surveys. Research focuses on organizational members or employees in the Bandar Lampung region. Data is collected by self-administered survey with sampling in the form of non-probability sampling, namely by purposive sampling. Processing data and testing hypotheses is done using moderated regression analysis. The number of respondents in this study amounted to 130 respondents. Spiritual leadership is measured by SLT survey questions developed by Fry et al (2005), with 17 items of questions. Affective commitment was measured by 6 items of measurement scale developed by Meyer, Allen and Smith (1993). Whereas, perceived organizational support was measured by the short version of (Eisenberger et al., 1986), consisting of 8 statements.The results of the investigation show that spiritual leadership and perceived organizational support influence affective commitment. In particular, the moderating effect of perceived organizational support can strengthen the relationship of spiritual leadership and affective commitment.

scholarly journals The effect of delegation and perceived organizational support on organizational identification and contextual performance

2011 ◽  
Vol 24 (1) ◽  
pp. 183-206
Author(s):  
DongSun Lee ◽  
TaeYong Yoo
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Perceived Organizational Support ◽  
Contextual Performance ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Future Research ◽  
Common Method Bias ◽  
Method Bias ◽  
The Relationship

The first purpose of this study was to examine the influence of delegation and perceived organizational support(POS) on organizational identification and contextual performance. And the second purpose was to examine the moderating effect of growth need strength(GNS) on the relationship between delegation and organizational identification, and the moderating effect of dispositional cynicism on the relationship between POS and organizational identification. Data were gathered from 202 employees who were working in various organizations in Korea. To reduce the effect from common method bias, the contextual performance was rated by both self and others(twenty-two peers or supervisors). As results, the delegation and perceived organizational support had positive relationships with organizational identification. and organizational identification had mediating effect on the relationship between predictors(delegation and POS) and self-rating contextual performance. But there was no mediating effect of organizational identification on the relationship between predictors(delegation and POS) and other-rating contextual performance. The growth need strength had moderating effect on th relationship delegation and organizational identification because the relationship was more positive when GNS was high. Also dispositional cynicism had moderating effect on the relationship perceived organizational support and organizational identification because the relationship was more positive when dispositional cynicism was low. Finally, implication of results and future research tasks were discussed with limitations

scholarly journals The relationship between perceived organizational support and organizational commitment among academics: the mediating effect of job satisfaction

2016 ◽  
Vol 13 (3) ◽  
pp. 267-273 ◽  
Author(s):  
Mabasa Fumani Donald ◽  
Ngirande Hlanganipai ◽  
Shambare Richard
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Significant Relationship ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
The Relationship

This study investigated the relationship between perceived organizational support (POS), job satisfaction (JS) and organizational commitment (OC) in an institution of higher learning. The mediating effect of job satisfaction on the relationship between perceived organizational support and organizational commitment was tested. Self-completion questionnaires were administered to a sample of (n=302) participants. Structural equation modelling techniques were used to test the hypothesized relationships. Results indicate strong significant positive correlations among the variables. Furthermore, findings of the study demonstrate that job satisfaction mediates the relationship between perceived organizational support and organizational commitment. The results also showed that there is a significant relationship between perceived organizational support and job satisfaction. A significant relationship between perceived organizational support and affective commitment, as well as continuance commitment was also noted, but no significant relationship between perceived organizational support and normative commitment was found. Results showed a significant positive relationship between job satisfaction and affective commitment, as well as continuance commitment, but no significant relationship between job satisfaction and normative commitment was found. Keywords: academic staff, perceived organizational support, organizational commitment, job satisfaction, relationships, SEM. JEL Classification: J28

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