scholarly journals Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Olugbenga J. Ladebo ◽  
Bello Z. Abubakar ◽  
Comfort O. Adamu
Keyword(s):  
Job Satisfaction ◽  
Insurance Companies ◽  
Organisational Commitment ◽  
Design Data ◽  
Work Ethics ◽  
Organisational Support ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add ◽  
The Relationship

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes

2009 ◽  
Vol 2 ◽  
pp. 1-9 ◽  
Author(s):  
Catherine Ng ◽  
Aspa Sarris
Keyword(s):  
Job Satisfaction ◽  
Hospital Setting ◽  
Future Research ◽  
Organisational Commitment ◽  
Job Outcomes ◽  
High Turnover ◽  
Organisational Support ◽  
Organisational Values ◽  
Perceived Organisational Support ◽  
The Relationship

AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

The relationship between perceived organisational support, organisational commitment and turnover intention among employees in a selected organisation in the aviation industry

2019 ◽  
Vol 17 ◽  
Author(s):  
Maahierah Satardien ◽  
Rukhsana Jano ◽  
Bright Mahembe
Keyword(s):  
Turnover Intention ◽  
Quantitative Research ◽  
Pearson Correlation ◽  
Linear Regression Analysis ◽  
Aviation Industry ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add

Orientation: Turnover intention, a precursor of employee turnover, comprises some of the challenges experienced by the 21st-century organisation – the aviation industry has not been spared.Research purpose: The primary goal of this study was to conduct an analysis of the relationships between perceived organisational support (POS), organisational commitment and turnover intention at a selected organisation within the aviation industry.Motivation for the study: Relatively, little attention has been directed at examining employees’ POS and organisational commitment on turnover intention in the aviation sector.Research approach/design and method: A quantitative research design was used. The sample composed of employees (N = 240) employed at an international aviation organisation, which operates in Cape Town, Brno and Istanbul. The participants were drawn using convenience sampling. Data were analysed using the Pearson correlation and multiple regression techniques.Main findings: High levels of reliability were found for the scales used in this study. Significant correlations were found among POS, organisational commitment and turnover intention. A linear regression analysis indicated that both organisational commitment and POS are significant predictors of turnover intention.Practical/managerial implications: The findings of this study suggest that POS and commitment play a significant role in reducing turnover intention. Employee support programmes should be offered as a panacea for turnover intention given the need for employee retention and commitment in this industry.Contribution/value-add: The aviation industry strives to retain employees, by investing in employees’ training and development. The contribution of the study can ensure passenger safety and avoid aircraft disasters. Perceived organisational support is likely to enhance commitment and reduce staff turnover.

The effects of perceived organisational support on employees' affective outcomes: evidence from the hotel industry

2010 ◽  
Vol 16 (2) ◽  
pp. 125-150
Author(s):  
lker Colakoglu ◽  
Osman Culha ◽  
Hakan Atay
Keyword(s):  
Job Satisfaction ◽  
Hotel Industry ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Hotel Managers ◽  
The Relationship ◽  
Positive Effect

Previous studies mainly analysed the relationship between perceived organisational support and organisational commitment in a direct way. Limited studies of tourism, however, have found that job satisfaction is a mediator variable in the relationship between perceived organisational support and organisational commitment. The aim of this study is, (i) to analyse the effect of organisational support on job satisfaction, (ii) to analyse the effect of organisational support on the dimensions of organisational commitment, (iii) to analyse the effect of job satisfaction on the dimensions of organisational commitment, and (iv) to analyse the mediating effect of job satisfaction on the relationship between perceived organisational support and dimensions of organisational commitment based on an empirical study. The relationship between the variables was analysed by using a multivariate data analysis. Besides this, in the study, the mediating effect of job satisfaction on the relationship between perceived organisational support and the dimensions of organisational commitment was analysed by the technique recommended by Baron and Kenny (1986) and the Sobel test. The findings indicated that perceived organisational support had a significant positive effect on job satisfaction, affective, normative and continuous commitment. Job satisfaction had a significant positive effect on affective, normative and continuous commitment as well. Besides this, job satisfaction played a partial mediating role between perceived organisational support and dimensions of organisational commitment. Implications were presented for hotel managers who want to keep and encourage their employees to work in the hotel industry.

scholarly journals The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

2019 ◽  
Vol 17 ◽  
Author(s):  
Ketan S. Ramhit
Keyword(s):  
Job Satisfaction ◽  
Team Leaders ◽  
Job Description ◽  
Managerial Implications ◽  
Career Prospect ◽  
Value Add ◽  
The Impact ◽  
The Relationship ◽  
Negative Relationships ◽  
Good Career

Orientation: Literature shows that job description and career prospect are connected to job satisfaction and it is seen that, in Mauritius, job description and career prospect impact job satisfaction.Research purpose: The purpose of the study was to determine the relationship between job description, career prospect and job satisfaction in Mauritius.Motivation for the study: It has been noticed that employees are dissatisfied when they perform duties outside their job description and also when they see that they do not have a good career prospect. Despite the existence of several researches, limited research exists in the Mauritian context. The outcome will provide significant relevance to existing knowledge.Research approach/design and method: A quantitative approach was adopted and a survey was conducted in a multinational company in Mauritius. A sample of 132 employees was chosen.Main findings: This research unravelled significant negative relationships between job description, career prospect and job satisfaction. The results revealed that, when duties are not well described or when duties are not in line with current responsibilities, the employees are dissatisfied. Similarly, the greater the chances that employees are not given the opportunity to get promoted, the more they are dissatisfied.Practical/managerial implications: Human resource practitioners, managers and team leaders need to recognise that employee’s moods influence the work pattern in the organisation and a clear job description and an appropriate career plan should exist.Contribution/value-add: Literature on the relationship between job description, career prospect and job satisfaction in the context of Mauritius is almost inexistent. This study will add to existing knowledge.

scholarly journals Interactive Relationship between Job Involvement, Job Satisfaction, Organisational Citizenship Behaviour, and Organizational Commitment in Nigerian Universities

2014 ◽  
Vol 3 (6) ◽  
pp. 321-340
Author(s):  
B.M Nwibere
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Niger Delta ◽  
Job Involvement ◽  
Multiple Regression Model ◽  
Organisational Commitment ◽  
Niger Delta Region ◽  
Managerial Implications ◽  
Interactive Relationship ◽  
The Relationship

The study examined the interactive relationship between job involvement, job satisfaction, organisational commitment citizenship behaviour (OCB) and organisational commitment among employees of Nigerian universities. The sample for the study consisted of two hundred and ten academic members of staff (210) from five (5) Federal Government owned universities in the Niger Delta Region of Nigeria. The study utilized both quantitative data (questionnaire) and qualitative data (interview). The Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 18 were utilized for the analysis of data. The findings revealed that job involvement had a strong positive and significant relationship with organisational commitment and OCB. Although the relationship between job involvement and employees job satisfaction was also positive, it was however weak. Similarly, job satisfaction was revealed to have a positive and significant relationship with organisational commitment and OCB. Finally, organisational commitment was revealed to have a positive and significant relationship with OCB. Based on the findings above, it was concluded that as an employee develops a favourable attitude toward one aspect of the job based on unique experiences (e.g job involvement), such an employee is also likely to react favourably to other related aspects of the job (e.g job satisfaction, organisational commitment, OCB and organisational commitment). Thus, employees who are involved in their job, for example, are likely to be satisfied with the job, become committed to their organization and by extension exhibit OCBs. Similarly, employees who are dissatisfied with their job may become less involved in the work, less committed to their employer and organisation and lack OCBs. Other managerial implications of these findings were also discussed.

Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment

2019 ◽  
Vol 51 (3) ◽  
pp. 174-183 ◽  
Author(s):  
Christopher N. Arasanmi ◽  
Aiswarya Krishna
Keyword(s):  
New Zealand ◽  
Employee Retention ◽  
Organisational Commitment ◽  
Branding Strategy ◽  
Employer Branding ◽  
Content Type ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Support Mechanisms ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees’ organisational commitment (OC) as a predictor of employee retention. Third, the relationship between organisational support and employee retention was mediated by OC in this study.Research limitations/implicationsThis study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders.Practical implicationsPrecisely, the findings imply that organisations should focus on increasing organisational support to attract, maintain and retain employees because employees desire conducive and favourable work environments.Social implicationsA well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants.Originality/valueThis study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.

scholarly journals How to increase job satisfaction and organisational commitment in the ICT sector through job design

2019 ◽  
Vol 64 (222) ◽  
pp. 81-116
Author(s):  
Biljana Bogicevic-Milikic ◽  
Milica Cuckovic
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Job Design ◽  
Organisational Commitment ◽  
Online Questionnaire ◽  
Work Related ◽  
Managerial Implications ◽  
Information And Communication ◽  
Related Attitude ◽  
The Relationship

The paper investigates the relationship between job design and workrelated attitudes (job satisfaction and organisational commitment) in the Information and Communication Technology (ICT) sector. We use data collected via an online questionnaire (using the Google Forms platform) from 97 employees working in the ICT sector in Serbia. The data was collected between February and June 2019. The analysis shows that job design is a predictor of both job satisfaction and organisational commitment. Of the five investigated job dimensions (Skill variety, Task identity, Task significance, Autonomy, Feedback from job), ?Autonomy? was the most positively associated with job satisfaction (r=0.629) but was only moderately associated with organisational commitment (r=0.4). The other job dimensions were found to be weakly correlated with the investigated work attitudes, although the relationships were positive. Furthermore, the results indicate that work engagement mediates both investigated relationships, providing a deeper insight into how job design is translated into positive work-related attitudes. We discuss the possible managerial implications of the ?Autonomy? dimension and the interventions in work engagement required to positively influence work-related attitude formation and management in the ICT sector, and we distinguish between ?bottom-up? and ?top-down? interventions.

scholarly journals Sustainability empowerment in the workplace: determinants and effects

2020 ◽  
Vol 28 (3-4) ◽  
pp. 93-107
Author(s):  
Christoph Harrach ◽  
Sonja Geiger ◽  
Ulf Schrader
Keyword(s):  
Employee Engagement ◽  
Psychological Empowerment ◽  
Organisational Commitment ◽  
Positive Effects ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Corporate Social ◽  
Comprehensive Framework ◽  
The Relationship ◽  
Research Centres

AbstractThere is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

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