The Effect of Emotional Intelligence on Employee’s Job Performance: the Moderating Role of Perceived Organizational Support

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

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The Moderating Role of Perceived Organizational Support and Perceived Supervisor Support on the Relationship Between Teamwork Behaviors and Affective Commitment

10.31979/etd.9u7k-vdp6 ◽

2016 ◽

Cited By ~ 1

Author(s):

Carlie Ann Stephens

Keyword(s):

Organizational Support ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Supervisor Support ◽

Perceived Supervisor Support ◽

The Relationship ◽

Moderating Role

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The curvilinear effects of training participation on job performance through organizational support: The moderating role of entity self-beliefs

Asia Pacific Journal of Management ◽

10.1007/s10490-021-09795-5 ◽

2021 ◽

Author(s):

Amy Wei Tian ◽

Jie Cao ◽

Alexander Newman

Keyword(s):

Job Performance ◽

Organizational Support ◽

Moderating Role

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Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

Journal of Organizational Change Management ◽

10.1108/jocm-02-2020-0063 ◽

2020 ◽

Vol 33 (7) ◽

pp. 1431-1447 ◽

Cited By ~ 1

Author(s):

Shalini Srivastava ◽

Swati Agrawal

Keyword(s):

Organizational Support ◽

Turnover Intention ◽

Perceived Organizational Support ◽

Resistance To Change ◽

Cross Sectional ◽

Content Type ◽

Relationship Of ◽

The Relationship ◽

Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

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