Career Success of Knowledge workers: The Effects of Perceived Organizational Support and Person-Job Fit

Knowledge workers help organizations improve productivity and gain competitive advantage in the market. Since organizations have realized the importance of knowledge workers in organizational development, management has been focusing on the knowledge workers’ job performance, which ultimately improves the organizational performance. The purpose of this study is to investigate the mediating effects of the knowledge workers’ career satisfaction among career values, perceived organizational support and job performance. In this regard, data was collected from 284 knowledge workers working in Saudi Arabian organizations and it was analyzed using regression and Sobel test. The result of the analysis explain that career satisfaction play a key role in knowledge workers’ job performance, and work as mediator between career values, perceived organizational support and the knowledge workers’ job performance. The findings of this study will be helpful for top management and HR professionals to manage the knowledge workers’ job performance. Furthermore, the mediating role of career satisfaction contribute to the body of knowledge and offer future researchers opportunities to investigate other factors, which influence career satisfaction of knowledge workers. This study also discussed some limitations which could be an avenue for future research. Research on Saudi Arabian knowledge workers has never been done before. Therefore, this study explores the effects of career values, perceived organizational support and career satisfaction on Saudi Arabian knowledge workers’ job performance.

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Effect of leaders’ implicit followership theory on subordinates’ career success

Social Behavior and Personality An International Journal ◽

10.2224/sbp.7180 ◽

2019 ◽

Vol 47 (5) ◽

pp. 1-14 ◽

Cited By ~ 1

Author(s):

Peng Gao ◽

Weiku Wu

Keyword(s):

Social Exchange ◽

Organizational Support ◽

Career Success ◽

Social Exchange Theory ◽

Perceived Organizational Support ◽

Cognitive Theory ◽

Exchange Theory ◽

Leader Member Exchange ◽

Member Exchange ◽

The Relationship

We explored the relationship between positive leaders’ implicit followership theory (LIFT) and employees’ career success using cognitive information processing theory and social exchange theory. Data were obtained from 296 employees and their immediate superiors at 12 large Chinese enterprises. Results showed that positive LIFT had a significantly positive effect on employees’ career success, that this positive relationship was partially mediated by leader–member exchange and perceived organizational support, and that leaders’ liking for their followers moderated the relationship between positive LIFT and leader–member exchange/perceived organizational support. We have not only extended the application of cognitive theory in leadership research, but also enriched the content of social exchange theory.

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Influence of the Psychological Capital and Perceived Organizational Support on Subjective Career Success: The Mediating Role of Women's Career Adaptability in the Saudi Context

International Journal of Business and Management ◽

10.5539/ijbm.v13n9p189 ◽

2018 ◽

Vol 13 (9) ◽

pp. 189 ◽

Cited By ~ 1

Author(s):

Mona Mohamed Sayed Ibrahim ◽

Amina Ahmed Amari

Keyword(s):

Organizational Support ◽

Career Success ◽

Perceived Organizational Support ◽

Psychological Capital ◽

Academic Staff ◽

Career Adaptability ◽

Significant Relation ◽

Mediating Role ◽

Subjective Career Success

This paper is the first to explore predictors’ keys of career adaptability and subjective career success in the Saudi context. Many employees, especially women, are facing several challenges in their work, and career adaptability is a way to overcome these difficulties to reach the career success. This research investigated the mediating role of career adaptability (CA) in the relation between both psychological capital (PsCap) and perceived organizational support (POS), as predictors of CA, and subjective career success (SCS). To test our hypotheses, we collected survey data from academic staff in Saudi universities in Riyadh. The results revealed a significant relation between both (PsyCap) and POS on CA. This relation also influenced the SCS through a partial mediation of CA.

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Antecedences of employees’ creativity: Evidence from IT, Educational and Advertisement sectors of Pakistan

Human Resource Research ◽

10.5296/hrr.v4i1.16780 ◽

2020 ◽

Vol 4 (1) ◽

pp. 134

Author(s):

Abdullah Shahid ◽

Danish Ahmed Siddiqui

Keyword(s):

Environmental Factors ◽

Organizational Support ◽

Perceived Organizational Support ◽

Work Group ◽

Job Fit ◽

Job Stressors ◽

Related Factors ◽

Support Person ◽

Subsequent Effect

This study aims to propose elaborative theoretical framework to assess factors that influences creativity. We combine (Teresa M. Amabile et al., 1996; Jothi & Hin, 2015; Lin & Liu, 2012; Yeh & Huan, 2017) models featuring work and its environmental related factors into one holistic framework to assess the antecedents and consequence of creativity. We propose two level mediation to assess the effect of environmental variables on innovation and motivations through creativity as well as Job Stressors. Environmental factors included Leaders Behavior, Freedom, Resources, Social Support, Workload, Perceived Organizational Support, Person job fit, and Challenging work. Perceived Organizational Support was further affected by Organizational impediments, Supervisory encouragement, and Work group supports. These factors influences Job Stressors that include Challenge and Hindrance stressors, and work pressures in environment. These stressors further affect creativity as proposed by Zhang & Wee (2018). We also categorize creativity into Quantity and Quality as per Yeh & Huan, (2017). Empirical validity was established by conducting a survey of employees in high creativity sectors like IT, Educational and Advertisement. Result shows that among work and environmental factors, only Leaders Behavior, Perceived Organizational Support, and Challenging work significantly affect job stressors. On the contrary, job stressors significantly affect both Quantity and Quality of creativity. However, subsequent effect of creativity on innovation and motivation could not be established.

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