scholarly journals Drivers of Employee Engagement and Job Performance

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Phuong V. Nguyen ◽  
Luan The Vuong ◽  
Han Nu Ngoc Ton ◽  
Hoa Quynh Tran
Keyword(s):  
Public Relations ◽  
Job Performance ◽  
Causal Relationship ◽  
Employee Engagement ◽  
Organizational Support ◽  
Organizational Identification ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Equation Modeling

In human resource management, employee engagement has played a central role in creating sustainable working environments. The conceptual framework was built on three main theories of social exchange, job demands–resources, and conservation of resources to investigate the drivers of employee engagement and job performance, focusing on the domains of public relations and organizational support. The Partial Least Squares Structural Equation Modeling method was used to analyze the survey of 249 employees working in the aviation sector in southern Vietnam. The findings showed that both organizational identification and perceived organizational transparency had a complementary partial mediating effect on the causal relationship between internal social media and employee engagement. Perceived organizational support had no significant influence on employee engagement. Meanwhile, organizational identification only had an indirect and full mediating effect on the causal relationship between perceived organizational support and employee engagement. Life satisfaction had a complementary partial mediating effect on the causal relationship between employee engagement and job performance. This study provides practical implications for public relations and organizational effectiveness and contributes new knowledge on employee engagement and organizational identification.

The Impact of Perceived Organizational Support on Employee Engagement

2021 ◽  
Vol 12 (2) ◽  
pp. 35-52
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Online Survey ◽  
Perceived Organizational Support ◽  
Middle Level ◽  
Work Behavior ◽  
Equation Modeling ◽  
It Professionals ◽  
The Impact

In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further analyzed using regression analysis, factor analysis, reliability and validity analysis, SEM (structural equation modeling), and model fit indices analysis. Results of all analyses revealed a positive and strong relationship between POS and EE. Furthermore, a fit model was explored between POS and EE with their factors. This study would assist practitioners of human resources and organizational development in improving the positive attitude and commitment towards the work of employees.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

The impact of transformational leadership on employees’ creativity

2018 ◽  
Vol 41 (1) ◽  
pp. 113-132 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Ayman Bahjat Abdallah ◽  
Marwa Al Janini
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the effect of transformational leadership on employees’ creativity in the Jordanian banking sector through the mediating effect of perceived organizational support. Design/methodology/approach The study is based on survey data collected from 369 employees working in Jordanian banks. Validity and reliability analyses were performed, and direct and indirect effects were tested using structural equation modeling. Findings The results indicate that transformational leadership positively affects some dimensions of employees’ creativity and perceived organizational support. However, perceived organizational support is found to not be significantly related to some dimensions of employees’ creativity. Additionally, the mediating effect of perceived organizational support on the relationship between transformational leadership and some dimensions of employees’ creativity is found to not be significant. Originality/value This paper is one of the first to examine the relationship between transformational leadership and employees’ creativity through perceived organizational support, especially in an Arab country and in the banking sector.

scholarly journals Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

2021 ◽  
Vol 13 (14) ◽  
pp. 7800
Author(s):  
Ayman Alshaabani ◽  
Farheen Naz ◽  
Róbert Magda ◽  
Ildikó Rudnák
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

scholarly journals THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Heru Kurnianto Tjahjono ◽  
Meika Kurnia Puji Rahayu ◽  
Awang Dirgantara Putra
Keyword(s):  
Job Performance ◽  
Procedural Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

Perceived Organizational Support and Intention to Stay: The Mediating Effect of Employee Engagement

2021 ◽  
pp. 231971452110425
Author(s):  
Meenakshi Nargotra ◽  
Rajani Kumari Sarangal
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Mediating Effect ◽  
Intention To Stay ◽  
The Relationship

The present study intends to investigate the influence of perceived organizational support (POS) on employee intention to stay (ITS) in an organization. Further, study examines the mediating role of employee engagement (EE) on the relationship between perceived organizational support (POS) and employee intention to stay (ITS). Data has been collected from 323 employees working in three major private telecom companies, namely, Airtel Limited, Vodafone–Idea Limited and Reliance Jio Infocomm Limited operating in J&K (UT). Data has been scrutinized using structural equation modelling (SEM). Findings of the study indicates that POS has a significant positive influence on ITS and EE, partially mediates the relationship between POS and ITS. The study has significant implications for managers as well as practitioners. First, it contributes to social exchange theory by understanding employees’ perception about organizational support on their intention to stay via engagement. Second, it encourages managers to cultivate an environment of support in order to engage the employees because only the engaged employees show intense desire to stay with their organization. It is the first study that examines the indirect impact of POS on ITS via EE.

scholarly journals Employee engagement and best practices of internal public relations to harvest job performance in organizations

2021 ◽  
Vol 19 (3) ◽  
pp. 408-420
Author(s):  
Han Nu Ngoc Ton ◽  
Phuong V. Nguyen ◽  
Luan The Vuong ◽  
Hoa Quynh Tran
Keyword(s):  
Social Media ◽  
Life Satisfaction ◽  
Public Relations ◽  
Job Performance ◽  
Employee Engagement ◽  
Organizational Identification ◽  
Primary Data ◽  
Equation Modeling ◽  
Aviation Industry ◽  
Internal Social Media

Internal public relations are used to control the relationship between the organization and its employees. The paper explored whether and how internal public relations stimulate employees’ life satisfaction and job performance. The conceptual framework was built to link internal social media, perceived organizational transparency (POT), organizational identification, employee engagement, life satisfaction, and job performance. Using the hierarchical component model with employee engagement measured by job engagement and organizational engagement is a nascent point from this study. A mass survey was distributed to employees working in the aviation industry in southern Vietnam. Partial least squares structural equation modeling was used to analyze primary data from 193 valid respondents. It reveals that POT, internal social media, and organizational identification significantly positively impact employee engagement. It shows that employee engagement has significantly positive impacts on life satisfaction and job performance. It indicates that both organizational identification and POT are partial mediators intervening in the strong relationship between employee engagement and internal social media. It also indicates that life satisfaction is a partial mediator intervening the positive linkage between employee engagement and job performance. Practical implications and theoretical contributions were suggested for using internal public relations to enhance employees’ life satisfaction, and job performance. AcknowledgmentThis study is funded by Vietnam National University of Ho Chi Minh City (VNU-HCMC) under grant number B2020-28-02.

The mediating role of perceived organizational support on psychological capital – employee engagement relationship: a study of Indian IT industry

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Priyanka Sihag
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Middle Level ◽  
Mediating Effect ◽  
Equation Modeling ◽  
It Professionals ◽  
It Industry ◽  
Content Type

Purpose The importance of psychological capital (PsyCap) and perceived organizational support (POS) have been identified over the years, however, the underlying relationship of both constructs with different employee outcomes is still a subject of research. The purpose of this study is to investigate whether POS helps in mediating the effect of PsyCap on employee engagement (EE). Design/methodology/approach In total, 420 samples (middle-level information technology (IT) professionals) were collected from different IT industry located in India by using online survey questionnaires. The collected data were further analyzed using regression analysis, factor analysis, structural equation modeling, reliability and validity analysis, mediation analysis and model fit indices analysis. Findings The results of the present study confirmed the full mediating effect of POS on the PsyCap-EE relationship and demonstrated that employees with a higher level of PsyCap, contribute more positively to the POS level which further enhances the employee’s level of engagement at the workplace. Research limitations/implications The samples collected for the current study included only middle-level IT professionals of the IT industry in India; therefore, the present study results have limited general applicability. The results and findings of the current study are only on the basis of inferential statistical analysis, and descriptive analysis was not performed on the collected data. Further, the study does not investigate the influence of time. Practical implications This study would assist practitioners of human resources in organizational development by enhancing the employee’s positive attitude and commitment toward their study. Further, EE can also be improved by enhancing the levels of POS and PsyCap of employees, which is in line with the findings of the current study. Originality/value The current study examines the mediating effect of POS on psychological capital and EE the relationship for the first time.

scholarly journals What Drives Sustainable Organizational Performance? The Roles of Perceived Organizational Support and Sustainable Organizational Reputation

2021 ◽  
Vol 13 (22) ◽  
pp. 12363
Author(s):  
Md Altab Hossin ◽  
Md Sajjad Hosain ◽  
Michelle Frempomaa Frempong ◽  
Stephen Sarfo Adu-Yeboah ◽  
Mohitul Ameen Ahmed Mustafi
Keyword(s):  
Organizational Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Significant Positive Relationship ◽  
Organizational Reputation

Sustainable organizational performance (SOP) can differentiate an organization from its rivals. Thus, understanding the antecedents and driving factors of SOP has received wide attention from both the academicians and practitioners in recent years. In line with such attention, this empirical paper endeavored to investigate and identify the relationship between perceived organizational support (POS) and SOP with the mediating effect of sustainable organizational reputation (SOR). Based on 384 survey responses from mid-level managers using a cross-sectional survey design, we followed a deductive approach to test the hypotheses using covariance-based structural equation modeling. Our empirical investigation revealed that POS has a significant positive relationship with SOP as well as with SOR while SOR has a significant positive relationship with SOP. Regarding the mediating effect, we found that SOR can partially mediate the positive relationship between POS and SOP. We strongly believe that the findings revealed from this empirical study may aid interested future researchers in their quest of understanding the inherent relationship between perceived organizational support and sustainable organizational performance in the presence of sustainable organizational reputation. Further, such results may provide a platform for the top-level managers and other policymakers in their efforts to improve and sustain organizational reputation that will ultimately lead to sustainable organizational performance through proper organizational support.

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