scholarly journals Peran Mediasi Self-Efficacy dan Peran Moderator Knowledge Sharing pada Empowering Leadership dan Perceived Organizational Support terhadap Employee Performance di UKM Batik HM. Sholeh Tuban

2019 ◽  
Vol 9 (1) ◽  
pp. 85
Author(s):  
Ahmad Nuruddin ◽  
Ahmad Rizki Sridadi
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Business Environment ◽  
Partial Least Square ◽  
Empowering Leadership ◽  
Business World ◽  
The Relationship

<em>This study uses objects in one of the Batik industries in Tuban, which is currently experiencing a fairly rapid growth in the increasingly competitive business environment. The focus of this research is on employee performance. This study aims to investigate the mechanism between empowering leadership and perceived organiza-tional support for employee performance by using self efficacy as mediation and knowledge sharing as a moderator. This quantitative study is based on data collected using questionnaires distributed to 40 respondents of UKM Batik HM. Sholeh emplo-yees and using partial least square (PLS) technique for data analysis. In the results of the analysis using PLS, it was found that self-efficacy mediates the relationship of empowering leadership and perceived organizational support for employee perfor-mance. In addition, the role of knowledge sharing moderates or strengthens the relationship between self-efficacy and employee performance. Training of need analysis is necessary according to the more dynamic movement of the business world, especially in the batik industry. It is a rapidly growing industry, both from competitors and the technology used. So in this case, an innovation is also necessary to be able to compete effectively and to fill consumers’ needs.</em>

Factors affecting knowledge sharing intention among academic staff

2014 ◽  
Vol 28 (4) ◽  
pp. 413-431 ◽  
Author(s):  
Ali Jolaee ◽  
Khalil Md Nor ◽  
Naser Khani ◽  
Rosman Md Yusoff
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Self Efficacy ◽  
Academic Staff ◽  
Subjective Norm ◽  
Partial Least Square ◽  
Least Square ◽  
Content Type ◽  
Factors Affecting ◽  
The Relationship

Purpose – The purpose of this paper is to investigate factors affecting knowledge sharing among academic staff in universities. Utilizing the theory of reasoned action (TRA) as the underlying research framework, the main objective of this study was threefold. First, was to examine the relationship between attitude, subjective norm, and trust with knowledge sharing intention. Second, was to examine the relationship among factors, i.e., self-efficacy, social networks and extrinsic rewards with attitude toward knowledge sharing intention and the third objective was to find out the relationship between organizational support and subjective norm. Design/methodology/approach – A total of 200 questionnaires were distributed among academic staff at three social science faculties in one public university in Malaysia. Collectively, 117 usable responses were returned. Partial Least Square analysis was utilized to analyze the data. Findings – The results indicated that of the two components of the TRA, only attitude was positively and significantly related to knowledge sharing intention. The findings also show that social network and self-efficacy significantly affect attitude and organizational support showed a strong influence on subjective norms toward knowledge sharing intention. Research limitations/implications – Future research should consider type of knowledge that is being shared. Besides, it would also be interesting to investigate potential differences of the knowledge sharing intention between academic staff in the private and public universities. Practical implications – This study offers a more clear vision of the factors that affect knowledge sharing intention among academic staff. Therefore, managers can implement practical plan to support those factors. Originality/value – Factors affecting knowledge sharing among academic staff in universities were reviewed to suggest a framework to explain this behavior in a specific context.

scholarly journals Perceived Organizational Support and Employee Performance

2021 ◽  
pp. 35-44
Author(s):  
Taha Shabbir ◽  
Kehkashan Naz ◽  
Sunil Dutt Trivedi
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

The employee’s in-role and extra-role performance has badly effected due to prevalence of COVID-19. The aim of the study is to examine the relationship of perceived organizational support and employee performance. The role of organizational justice is examined as a moderator. A sample of 222 bank employees was selected on convenience basis.  The responses were recorded through closed ended questionnaires. The responses were analyzed through Partial Least Square Structural Equation Modeling Method. In times of COVID-19 the perceived organizational support has an antidotal effect on employee’s performance. At the same time the organizational justice has a significant role in the relationship of perceived organizational support and employee performance. The managers interested to have good performance of employees have to ensure organizational support along with justice in organizational practices. The perceived organizational support and justice induce trust among employees and compel them to work with diligence. The organizational justice has greater contributions towards performance. The study has examined the non-linear relationship between perceived organizational support and employees’ performance in bank employees in the context of COVID-19. In such times the people expect increased need for organizational support to fight out the challenges

scholarly journals Two-sided Effect of Empowering Leadership on Follower’s Job Stress

2020 ◽  
Vol 33 (4) ◽  
pp. 373-407
Author(s):  
Young Woo Sohn ◽  
Yun Jin Kang
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Self Efficacy ◽  
Role Theory ◽  
Mediating Effect ◽  
Future Research ◽  
Empowering Leadership ◽  
Mediation Effects ◽  
Felt Accountability ◽  
The Relationship

In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.

Exploring the affective mechanism linking perceived organizational support and knowledge sharing intention: a moderated mediation model

2017 ◽  
Vol 21 (4) ◽  
pp. 946-960 ◽  
Author(s):  
Chang-Wook Jeung ◽  
Hea Jun Yoon ◽  
Myungweon Choi
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Organizational Tenure ◽  
The Relationship

Purpose The purpose of this paper is to investigate the moderated mediation model in which the effect of perceived organizational support (POS) on knowledge sharing intention is mediated by levels of individual affective commitment to the organization, while the relationship between POS and affective commitment is moderated by organizational tenure. Design/methodology/approach Hypotheses on mediation, moderation and moderated mediation were tested with data collected from Korean for-profit organizations. Conditional process analyses with bootstrapping supported all three hypotheses. Findings The findings demonstrate that the relationship between POS and knowledge sharing intention is mediated by affective organizational commitment. In addition, the mediation effect is strengthened when an individual’s organizational tenure is low. Theoretical and practical implications and directions for future research are followed. Originality/value This study contributes to the literature on knowledge sharing by providing a basis for understanding the mediating mechanism through which POS influences knowledge sharing intention, and, ultimately, organizational functioning via individual affective attitude. This is the first attempt examining the role of organizational tenure as a key contingency factor in knowledge sharing. By investigating the underlying logic of individual intention to share knowledge, this study expands the current spectrum for knowledge management.

Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibrahim Abaasi Musenze ◽  
Thomas Sifuna Mayende ◽  
Ahmed Jowalie Wampande ◽  
Joseph Kasango ◽  
Ongario Ronald Emojong
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Explanatory Role ◽  
Content Type ◽  
Strong Positive Relationship ◽  
Education Industry ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry.FindingsAnalysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement.Research limitations/implicationsThis study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations.Originality/valueThere is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector.

scholarly journals The Influence of Work Environment and Perceived Organizational Support on the Employee Performance of PT Y in Surabaya with Employee Engagement as an Intervening Variable

2021 ◽  
Vol 21 (1) ◽  
pp. 35-51
Author(s):  
Audina Anggraini ◽  
Hermien Tridayanti ◽  
Elok Damayanti
Keyword(s):  
Work Environment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Statistical Tests ◽  
Partial Least Square ◽  
Least Square ◽  
Study Population

This study aims to determine the influence of work environment and perceived organizational support on the employee’s performance of PT Y in Surabaya, both directly or indirectly with employee engagement as an intervening variable. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT Y in Surabaya was taken as many as 30 respondents. Data collection techniques used interviews, observations, and questionnaires. For statistical tests and the processing of data is carried out by using the partial least square (Smart PLS 3.0). The study showed that each variable, work environment and perceived organizational support had a direct significant influence on employee performance and employee engagement. Work environment had a direct significant effect on employee performance with a t-statistical value of 2.136 greater than the indirect effect through employee engagement as an intervening variable with a t-statistics value of 1.454. While perceived organizational support had a direct effect on employee performance with t-statistics of 2.550 is greater when compared to the indirect effect through employee engagement as an intervening variable with t-statistics 2.042.

scholarly journals Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

2020 ◽  
Vol 12 (24) ◽  
pp. 10289
Author(s):  
Pilar Ficapal-Cusí ◽  
Mihaela Enache-Zegheru ◽  
Joan Torrent-Sellens
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

scholarly journals Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

2020 ◽  
Vol 10 (3) ◽  
pp. 238
Author(s):  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH ◽  
ERIC COBBINAH ◽  
STEPHEN ABIAM DANSO
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Mediating Effect ◽  
Moderation Effect ◽  
The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

scholarly journals Perceived Organizational Support Terhadap Komitmen Organisasi dan Kinerja Karyawan

2021 ◽  
Vol 22 (1) ◽  
pp. 111-120
Author(s):  
Anggita Rinda Pratiwi ◽  
◽  
Muzakki Muzakki ◽  
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Employee Turnover ◽  
Quantitative Research ◽  
Perceived Organizational Support ◽  
Sampling Method ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
A Company

PT. Panca Mitra Multi Perdana is a company engaged in the export-import field. The production division is a division with a large workload and generally has the highest employee turnover compared to other divisions. Employee turnover can be suppressed by increasing perceived organizational support. This is because perceived good organizational support is directly proportional to organizational commitment and employee performance. This study aims to determine the effect of perceived organizational support on organizational commitment and employee performance on production division employees at PT. Panca Mitra Multi Perdana, located in Situbondo. This research uses causal quantitative research. The sample in this study amounted to 100 employees of the production division at PT. Panca Mitra Multi Perdana, located in Situbondo. Samples were selected using the purposive sampling method. Research data were analyzed using the Partial Least Square (PLS) method. The results showed that perceived organizational support had a positive and significant effect on organizational commitment with an R-Square value of 0.9123 (91.23%). Perceived organizational support has a positive and significant effect on employee performance with an R-Square value of 0.8997 (89.97%).

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