The Mediation of Psychological Capital in the Relationship of Perceived Organizational Support, Engagement and Extra-Role Performance

2018 ◽  
Vol 14 (4) ◽  
pp. 30-45 ◽  
Author(s):  
Musarrat Shaheen ◽  
Raveesh Krishnankutty
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Explicit Knowledge ◽  
Psychological Capital ◽  
Positive Influence ◽  
Equation Modeling ◽  
Role Performance ◽  
Insurance Agents

Organizations become vulnerable to the loss of the tacit and explicit knowledge when employees leave the organization. To mitigate this loss, organizations adopt flexible labor model, where employees are managed as flexible workers. But, engaging these workers becomes another challenge for the organization, as due to limited interaction they are less attached with the organization. Data is collected from 212 insurance agents of India and structural equation modeling (SEM) was done to analyse the responses. The results obtained indicated a significant positive influence of perceived organizational support (POS) on work engagement level and the extra-role performance behaviors (ERB) of the flexible workers. Personal resources of employees (i.e., psychological capital) that aids in positive evaluation of a situation is found mediating the influence of POS on work engagement and ERB. Present study is among the few studies that provide avenues to keep flexible workers engaged and motivated towards ERBs in knowledge intensive organizations.

Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110469
Author(s):  
Aneeq Inam ◽  
Jo Ann Ho ◽  
Hina Zafar ◽  
Unaiza Khan ◽  
Adnan Ahmed Sheikh ◽  
...  
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Fostering Creativity ◽  
The Relationship

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

scholarly journals Authentic Leadership and Teachers’ Intention to Stay: The Mediating Role of Perceived Organizational Support and Psychological Capital

2019 ◽  
Vol 9 (3) ◽  
pp. 67 ◽  
Author(s):  
Andrea Aria ◽  
Parivash Jafari ◽  
Maryam Behifar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Mediating Role ◽  
Positive Direct

This paper aims to explore the mediation effect of psychological capital and perceived organizational support on therelationship between authentic leadership and intention to stay. The structural equation modeling technique was usedto test the hypothesized model. A survey was administered to collect data targeting a sample of randomly selectedteachers working at high schools in Tehran. The results suggest that authentic leadership significantly influencesteachers’ intention to stay, psychological capital, perceived organizational support. As predicted, both perceivedorganizational support and psychological capital had a significant positive direct effect on intention to stay. Theeffect of authentic leadership on intention to stay was found to be mediated by teachers’ psychological capital andperceived organizational support. This study shows how leaders can enhance teachers’ intention to stay by applyingauthentic leadership, engendering psychological capital and creating supportive environment.

Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

2020 ◽  
Vol 49 (4) ◽  
pp. 547-570
Author(s):  
Qingzhi Jiang ◽  
Hyeongkwon Lee ◽  
Dapeng Xu
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Public Servants ◽  
Core Self ◽  
Chinese Public

Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work engagement is moderated by the joint effects of core self-evaluations and perceived organizational support. In a sample of 226 Chinese public servants, we tested a new moderated moderated (three-way) mediation model using structural equation modeling. Our results show that challenge stressors positively influence work engagement, which has a significant positive effect on affective commitment. Moreover, the indirect effect of challenge stressors is maximized when both perceived organizational support and core self-evaluations are high.

scholarly journals Flourishing in the Workplace: A One-Year Prospective Study on the Effects of Perceived Organizational Support and Psychological Capital

2022 ◽  
Vol 19 (2) ◽  
pp. 922
Author(s):  
Henry C. Y. Ho ◽  
Ying Chuen Chan
Keyword(s):  
Prospective Study ◽  
Organizational Support ◽  
Psychosocial Functioning ◽  
Urban Areas ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
One Year

People working in urban areas often experience various work-related stressors, such as long working hours, high work pressure, and work-life interference, which can lead to severe mental and physical consequences. Identification of the protective factors that enable employees to flourish and thrive is especially important. The present study aims to identify the organizational and personal resources that contribute to employee flourishing. Adopting the conservation of resources theory and organizational support theory, it was hypothesized that perceived organizational support (POS) would promote employee flourishing through increasing psychological capital (PsyCap). A prospective study was conducted on a sample of 400 working adults from the social and personal services industry in Hong Kong. Data were collected at baseline, three months, and one year. Both Diener’s composite model of flourishing and Seligman’s PERMA model of flourishing were tested. Structural equation modeling showed that PsyCap at three months significantly mediated the effects of POS at baseline on flourishing and all dimensions of PERMA (positive emotion, engagement, relationships, meaning, accomplishments) at one year. Findings suggest that PsyCap underlies the process through which POS influences flourishing, whereby the promotion of positive psychological resources in a nurturing and supportive organization contributes to psychosocial functioning in the long run.

scholarly journals THE BUFFERING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN WORK ENGAGEMENT AND TURNOVER INTENTION

2020 ◽  
Vol 6 (2) ◽  
pp. 108-111
Author(s):  
PAUL DUNG GADI ◽  
Daisy Mui Hung Kee
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Public Universities ◽  
Perceived Organizational Support ◽  
Academic Staff ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Relationship

Turnover among academic staff is an increasing concern in public universities in Nigeria. This article aims to examine the correlation between work engagement (WE) and turnover intention (TI), also, to test the moderating effect of perceived organizational support (POS) in the relationship between work engagement and turnover intention. Using a cross-sectional study, this paper examined the influence of work engagement on turnover intention in public universities in Nigeria from April to September 2019. A usable sample of 375 questionnaires was collected among academicians in the public universities in Nigeria and structural equation modeling (PLS-SEM) to analyze the hypotheses. The result showed that work engagement was significant and negatively related to turnover intention and perceived organizational support plays a great role in moderating the relationship between work engagement and turnover intention.

scholarly journals Understanding work engagement through multi-level investigations: From antecedents to outcomes

2021 ◽  
Vol 8 (2) ◽  
pp. 6-16
Author(s):  
Hamza et al. ◽  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Simple Random Sampling ◽  
Business Environment ◽  
Equation Modeling ◽  
Future Research ◽  
Cross Sectional ◽  
The Impact

Work engagement is a valuable organizational resource, and it has many positive outcomes. In today’s dynamic and competitive business environment, organizations can only be successful when they have an engaged workforce. The current study examines how supervisors support and fairness is important for employee’s work engagement and how the role of perceived organizational support is significant in an employee's workplace. In line with Organizational Support Theory (OST) and Conservation of Resource Theory (CRT), the current study is an empirical attempt to explain antecedents that could increase work engagement and resultantly fetch productivity and profit in the context of South Asia (the case of Pakistan) by considering the outcomes. This cross-sectional study draws data through structured questionnaires from 310 employees of eight mega retail stores by using simple random sampling. The outcomes of Structural Equation Modeling (SEM) analysis revealed a positive effect of supervisors’ support and organizational fairness on work engagement through the mediation of Perceived Organizational Support (POS) and explained the impact of work engagement on task performance and career satisfaction of employees. The current study tested the model for work engagement; future research might test the model using other employee factors (employee sustainability or motivation) in order to test continuous employee behaviors in their workplaces.

scholarly journals Pengaruh perceived organizational support terhadap work engagement dimediasi oleh regulatory focus ibu bekerja pada masa pandemi Covid-19

2021 ◽  
Vol 10 (1) ◽  
pp. 58
Author(s):  
Tuti Rahmi ◽  
Hendriati Agustiani ◽  
Diana Harding ◽  
Efi Fitriana
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Survey Method ◽  
Prevention Focus ◽  
Working Mother ◽  
The City

The study examined the effect of perceived organizational support on work engagement with regulatory focus as a mediator. Regulatory focus consists of prevention focus and promotion focus which is a multi-dimensional construct so that every dimension was treated as a variable. The approach of this research was quantitative, with a survey method. The distribution of the research scale was carried out online. The research participants were 83 working mothers as civil servants in the local government of the City of Bukittinggi. Data analysis was performed using structural equation modeling with SmartPLS v.3.3.3 Software. The results showed that there was an effect of perceived organizational support on work engagement. However, there is no evidence of mediation by regulatory focus between the variables of perceived organizational support and work engagement. Keywords: Perceived organizational support; work engagement; regulatory focus;  working mother  

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

scholarly journals Investigating the mediating role of organizational trust in the relationship between perceived organizational support and Knowledge sharing

2020 ◽  
pp. 298-314
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Organizational Trust ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Mediating Role

Knowledge sharing is vital for any organization, and it has an essential impact on developing ‎‎skills, increasing value, and maintaining a competitive advantage in the organization. In the knowledge management (KM) literature, ‎‎perceived organizational support and organizational trust have been pointed out as ‎‎primary factors for knowledge sharing. The present study investigated the role of ‎‎perceived organizational support in promoting nurses’ knowledge sharing, considering ‎‎organizational trust as a mediator‎. The cross-sectional study design was applied to examine the ‏hypothesized relationships.‏ ‎Data were ‎‎collected using three questionnaires from three hundred thirty ‎‎nurses working in five public hospitals in Shiraz city. The Partial Least Squares Structural ‎‎Equation Modeling (PLS-SEM) approach was used to analyze data. The results revealed a significant and positive association between perceived organizational support, organizational trust, and knowledge sharing. The findings also demonstrated that organizational trust plays a mediating role between perceived organizational support and knowledge sharing.

scholarly journals DOES EMPLOYER BRANDING AFFECT JOB EMBEDDEDNESS? THE MEDIATING ROLE OF DEDICATION AND PERCEIVED ORGANIZATIONAL SUPPORT

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Berivan TATAR ◽  
Büşra MÜCELDİLİ ◽  
Oya ERDİL
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Practical Implication ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Future Research ◽  
Employer Branding ◽  
Mediating Role

Along with emerging the war for talent, scholars have given ample attention to employer branding concept referring the a whole of values and benefits that organizations provide for both attracting and retaining the best possible talent. In this context, the purpose of this study is to investigate the effect of employer branding on the favorable employee behavior as job embeddedness via the mediating role of the dedication and perceived organizational support.  Data collected from 200 respondents have been analyzed through Structural Equation Modeling. As a result of analyses, the hypothesized model was supported. Findings of the study revealed that employer branding has effect the dedication, job embeddedness and organizational support perception of employees. Additionally, dedication and perceived organizational support partially mediate the relationship between employer branding and job embeddedness. Finally, the theoretical and practical implication, limitations of the study and suggestions for future research are discussed.

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