scholarly journals Mediating Role of Affective Commitment in The Effect of Ethical Work Climate on Felt Obligation Among Public Officers

2019 ◽  
Vol 16 (2) ◽  
pp. 133
Author(s):  
Hafid Aditya Pradesa ◽  
Joni Dawud ◽  
Muhamad Nur Affandi
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Intent To Leave ◽  
Work Climate ◽  
Primary Data ◽  
Ethical Work Climate ◽  
Ethical Work

Social exchange theory (SET) which explains the terms of the exchange agreement under the psychological contract assumes that what was promised is a key point in explaining individual responses at work. It was climate and support which will be argued as antecedents of individuals' attitudes and behaviors. Along with organizational support, ethical work climate was mostly examined only in relationship with intent-to leave. The purpose of this study was to determine felt obligation as the attitudinal outcome of ethical work climate, perceived organizational support, and affective commitment in terms of social exchange mechanism. This study is explanatory research based on primary data with a survey as the data gathered method. The result shows that one of five hypotheses rejected in this study. Furthermore, ethical work climate and perceived organizational support could affect felt obligation through affective commitment as mediation. Our findings are discussed below by considering the implications and limitations of this study.

Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent

2015 ◽  
Vol 24 (2) ◽  
pp. 151-166 ◽  
Author(s):  
Ebtsam Aly Abou Hashish
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Perceived Organizational Support ◽  
Work Climate ◽  
Healthcare Organizations ◽  
Ethical Work Climate ◽  
Ethical Work

Background: Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization. Purpose: This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, and turnover intention. Methods: A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection. Findings: The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Recommendation: Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention.

The Relationship Between Perceived Organizational Support and Affective Commitment

2014 ◽  
Vol 13 (4) ◽  
pp. 167-173 ◽  
Author(s):  
Gaëtane Caesens ◽  
Géraldine Marique ◽  
Florence Stinglhamber
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
The Social ◽  
The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

scholarly journals Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support

2018 ◽  
Vol 10 (12) ◽  
pp. 4418 ◽  
Author(s):  
Sajjad Nazir ◽  
Wang Qun ◽  
Li Hui ◽  
Amina Shafi
Keyword(s):  
Organizational Culture ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Exchange Theory ◽  
Equation Modeling ◽  
Tie Strength

The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.

Nurses’ reciprocation of perceived organizational support: the moderating role of psychological contract breach

2017 ◽  
Vol 10 (2) ◽  
pp. 123-131 ◽  
Author(s):  
Talat Islam ◽  
Mubbsher Munawar Khan ◽  
Fauzia Naheed Khawaja ◽  
Zulfqar Ahmad
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Healthcare Sector ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Content Type

Purpose The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB). Design/methodology/approach This study used a questionnaire-based survey to collect data from 389 nurses. Findings The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach. Research limitations/implications The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed. Originality/value This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

Influence of Perceived Institutional and Faculty Support on College Students' Attitudes and Behavioral Intentions

2001 ◽  
Vol 88 (2) ◽  
pp. 567-580 ◽  
Author(s):  
Valerie LaMastro
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Behavioral Intentions ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Perceived Support ◽  
Faculty Support ◽  
Students Attitudes ◽  
College Student Population

Influence of perceived organizational support within a college student population is examined. Generalizing from research conducted in 1986 by Eisenberger, Huntington, Hutchison, and Sowa, perceived organizational support is defined as individuals' perception that a relevant organization values their contribution and cares about their well-being. The current research indicates that students differentiate between support received from faculty and support from the institution at large. Both forms of support are associated with affective commitment to the institution and positive daily mood, whereas only perceived support from the institution is positively associated with the likelihood of performing behaviors potentially beneficial to the institution. This research supports a social exchange interpretation of the student-institutional relationship, with benefits accruing to both parties if perceived support is high.

Perceived organizational support, affective commitment, and performance: A meta-analytic mediation

2010 ◽  
Author(s):  
Louis C. Buffardi ◽  
James N. Kurtessis ◽  
Michael T. Ford ◽  
Kathy Stewart ◽  
Cory Adis
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
And Performance
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