The Mediating Effect of Subjective Career Success in the Impact of Perceived Organizational Support on the Intention to Remain

To survive in the current competitive era, organizations need continuous performance and development. The performance of any organization is linked with their employees’ performance. However, employees give their best when they see subjective career success in the organization. There are certain factors such as work–family enrichment (WFE) that affect employee’s subjective career success. The purpose of this research is to investigate the relationship between work–family enrichment and subjective career success through the mediating effect of work engagement. The data for this study were collected from various private banks located in a large metropolitan city through a self-administered questionnaire. The data were analyzed through the structural equation modeling (SEM) method. The results confirmed that work–family enrichment (WFE) positively affects subjective career success (SCS), and job engagement (JE) completely mediates this relationship. These findings will be helpful for banking sector policymakers to improve the subjective career success of personnel at the workplace through WFE and JE.

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The impact of transformational leadership on employees’ creativity

Management Research Review ◽

10.1108/mrr-02-2017-0032 ◽

2018 ◽

Vol 41 (1) ◽

pp. 113-132 ◽

Cited By ~ 15

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.

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Study of hospitals in Jordan shows negative effect of job stress on both perceived organizational support and organizational commitment

Human Resource Management International Digest ◽

10.1108/hrmid-05-2020-0108 ◽

2020 ◽

Vol 28 (7) ◽

pp. 1-2

Keyword(s):

Organizational Commitment ◽

Job Stress ◽

Organizational Support ◽

Perceived Organizational Support ◽

Positive Impact ◽

Public Hospitals ◽

Mediating Effect ◽

Content Type ◽

Negative Effect ◽

The Impact

Purpose The authors decided to study the impact of stress on performance in hospitals because long hours are common and high levels of performance are required at all times. Medical errors may cost lives and swift responses to patient needs are demanded. With so much pressure, it’s not surprising that stress in hospitals is a common complaint from staff Design/methodology/approach To test their four hypotheses, the authors contacted all five public hospitals and the 41 private hospitals in Amman. Two public and four private agreed to participate. The end result was that 500 questionnaires were usable in the study. The respondents all completed the questionnaire, which contained 30 items – 13 to measure job stress, 11 to measure POS, and six to measure organizational commitment. Findings The study of 500 hospital workers in six hospitals in Amman, Jordan, revealed a significant negative effect of job stress on both perceived organizational support (POS) and organizational commitment. The results also highlighted the significant full negative mediating effect of POS on the relationship between job stress and organizational commitment. Originality/value Based on the results of the research, they advise hospital management to focus on their human capital and ensure their leadership styles inspired high levels of organizational commitment. The results indicate that one way to inspire devotion and increase commitment is to manage stress levels. The research also reveals the positive impact of minimizing stress on POS.

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Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

International Journal of Management Excellence ◽

10.17722/ijme.v12i1.1040 ◽

2018 ◽

Vol 12 (1) ◽

pp. 1688-1699

Author(s):

Lala Rukh ◽

Qandeel Hassan ◽

Sman Babar ◽

Ayesha Iftikhar

Keyword(s):

Organizational Support ◽

Online Survey ◽

Perceived Organizational Support ◽

Sampling Technique ◽

Mediating Effect ◽

Mediating Role ◽

Important Concern ◽

The Impact ◽

Thriving At Work

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

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The impact of organizational socialization tactics on newcomers’ organizational citizenship behaviors : The mediating effect of perceived organizational support

THE KOREAN JOURNAL OF CULTURE AND SOCIAL ISSUES ◽

10.20406/kjcs.2018.11.24.4.519 ◽

2018 ◽

Vol 24 (4) ◽

pp. 519-539

Author(s):

Kyungmin Kim

Keyword(s):

Organizational Citizenship ◽

Organizational Support ◽

Perceived Organizational Support ◽

Organizational Socialization ◽

Organizational Citizenship Behaviors ◽

Mediating Effect ◽

Citizenship Behaviors ◽

The Impact

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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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Role of Career Oriented Perceived Organizational Support in Determining Subjective Career Success of Supervisory Level Managers in Manufacturing Firms

EMAJ Emerging Markets Journal ◽

10.5195/emaj.2021.214 ◽

2021 ◽

Vol 11 (1) ◽

pp. 21-28

Author(s):

Widana Pathiranage Richard Wickramaratne

Keyword(s):

Career Development ◽

Organizational Support ◽

Career Success ◽

Perceived Organizational Support ◽

Manufacturing Firms ◽

Policy Implications ◽

Future Research ◽

Extended Model ◽

Subjective Career Success ◽

Career Progress

The purpose of this study was to examine whether the career oriented perceived organizational support (POS-Career) is positively related to the employee subjective career success. An online survey was distributed among a random sample of 150 supervisory level managers in 15 large scale manufacturing firms in Sri Lanka. With a response rate of 59%, 88 managers responded to the survey. The results of Multiple Hierarchical Regression analysis reported that the POS-Career is positively associated with the subjective career success of supervisory level managers. This finding implies that employees believe their career progress is consistent with their own goals, values and preferences when they have developed a perception about the organization’s caring of their career needs. The study made a methodological contribution by validating a questionnaire for POS-Career. Since, there is scant amount of literature that has examined this relationship, the current study made an empirical contribution by undertaking a study in a developing country context. Also, this study made implications to the existing theories such as, perceived organizational support, psychological contract, and social exchange as well as to the extended model of social cognitive career theory. In terms of policy implications, an organization should develop a career development culture by providing employees with a range of career development opportunities, senior management’s leadership for career development programs and developing a climate for employees to involve in career self-management by engaging with networking and visibility behaviors. In response, they develop a belief that their career progress is consistent with their own goals, values and preferences. The limitations of the study and directions for future research are also discussed.

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