A Study on the Relationship between Perceived Organizational Support and Job Satisfaction of Employees in China : Focused on the Moderating Effect of LMX

2018 ◽  
Vol 21 (4) ◽  
pp. 101-118
Author(s):  
Xiang Jin ◽  
In Park ◽  
JiHoon Joo ◽  
Beom Ku Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
The Relationship

scholarly journals Job Satisfaction and Commitment at the Workplace. Perceived Organizational Support as a Moderator

2020 ◽  
Vol 11 (1) ◽  
pp. 17-23
Author(s):  
Alia Ioniță
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Moderating Effect ◽  
Job Commitment ◽  
Significant Positive Relationship ◽  
The Relationship ◽  
Moderating Role

This paper has as main purposes the examination of the moderating role of the perceived organizational support in the relation of job satisfaction with job commitment for all participants, respectively, for the group consists of intens and volunteers. Sample has 157 participants aged between 20 and 68 (M=30.52, SD=10.14), both men (28%) and women (72%). The moderating effect is statistically significant on the relationship mentioned above only for the group of interns and volunteers, but not at a global or vocational level. Also, a significant positive relationship is observed between satisfaction and commitment. In addition, there is a stronger link between job satisfaction and continued type for non-vocational jobs than vocational ones.

scholarly journals Job Satisfaction and Commitment at the Workplace. Perceived Organizational Support as a Moderator

2020 ◽  
Vol 11 (1) ◽  
pp. 17-23
Author(s):  
Alia Ioniță
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Moderating Effect ◽  
Job Commitment ◽  
Significant Positive Relationship ◽  
The Relationship ◽  
Moderating Role

This paper has as main purposes the examination of the moderating role of the perceived organizational support in the relation of job satisfaction with job commitment for all participants, respectively, for the group consists of intens and volunteers. Sample has 157 participants aged between 20 and 68 (M=30.52, SD=10.14), both men (28%) and women (72%). The moderating effect is statistically significant on the relationship mentioned above only for the group of interns and volunteers, but not at a global or vocational level. Also, a significant positive relationship is observed between satisfaction and commitment. In addition, there is a stronger link between job satisfaction and continued type for non-vocational jobs than vocational ones.

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.

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