scholarly journals Organizational Justice Theory and Media Professional Performance during COVID-19

2021 ◽  
Vol 17 (1) ◽  
Author(s):  
Taha Shabbir ◽  
Keyword(s):  
Organizational Performance ◽  
Organizational Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Equation Modeling ◽  
Convenience Sample ◽  
Employee Trust ◽  
Media Professionals

Sudden outbreak of COVID-19 has been emerged as threat to employee performance and so for the media employees. It has shown quite challenging effect on aworker's in-role and extra-role performance. Theprimary objectiveto write this paper is to determine the correlation between media workers perceptions of organizational performance and its success. Impact of organizational justice as a moderator is addressed. We selected a convenience sample of 222 media professionals. Responses were gathered using closed-ended questionnaires. The solutions were evaluated using Partial Least Squares Structural Equation Modeling. The result indicates that the Perceived organizational support has a meaningful role on media workers morale during COVID-19 times. Likewise, corporate fairness plays a key role in establishing a link among perceived organizational support and employee performance. Corporatesthat wanted their employees to succeed must ensure that organizational assistance and fairness are maintained in all organizational operations. Corporation backing and perceived support help to build employee trust and encourage them to work hard. Organizational support in the workplace has a greater effect on achievement. The study examined the non-linear relationship between employee and job performance among media professionals within the context of COVID-19. Corporate expect an increasing reliance on corporate resources to overcome difficulties during these times.

scholarly journals THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT AND THE CHARACTERISTICS OF THE WORK OF THE EMPLOYEE PERFORMANCE : MOTIVATION AS MEDIATION VARIABLE PT.INDOSAT

2017 ◽  
Vol 13 (2) ◽  
pp. 175
Author(s):  
Windu Samodra
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Job Characteristics ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Testing Method ◽  
Inferential Analysis ◽  
Timing Hypothesis

<p>The background of this research is the need to manage human resources in order to improve its performance in achieving the objectives of the company. PT. Indosat as a telecommunications operator in Indonesia experiences the challenge to improve the performance of its employees. Earlier research showed that the perceived organizational support and job characteristics other than can affect performance, it can also affect employee motivation. Where is the motivation of the employees can also improve the performance of employees?</p><p>The purpose of this study was to analysis the influence of perceived organizational support and job characteristics on performance of employee directly or by mediation the motivation.</p><p>The design of this research is applied to PT. Indosat with the descriptive hypothesis testing method to test the relationships between variables. Data collection is done by a questionnaire that was given to the respondent.</p><p>Data analysis conducted in this research is descriptive statistics, inferential analysis and Structural Equation Modeling (SEM).</p><p>The result of this research indicate proven his market timing hypothesis put forward in the fifth study,  i.e. perceived organizational support a positive and significant effect on performance, perceived organizational support  of influential positive and significant of motivation, job characteristics, positive and significant effect on performance , job characteristics positive and significant effect on  motivation, motivation and a positive and significant effect on performance. While the perceived organizational support and relationships characteristic of employment directly against the stronger performance through motivation.</p>

scholarly journals HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

2018 ◽  
Vol 9 (2) ◽  
pp. 206-217
Author(s):  
S Martono ◽  
Vini Wiratno Putri
Keyword(s):  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Survey Method ◽  
Hrm Practices ◽  
Questionnaire Online

This study aims to test the effect of HRM practices on the employees’ task performance and how the correlation is mediated by the variables of job embeddedness and perceived organizational support. The methods of data collection employed observation, questionnaire online and offline, and interview. Sampling uses the survey method, with the number of respondents 480 (response rate 87.27%) academics in Indonesia. The analysis of Structural Equation Modeling (SEM) with Warp PLS program was used to test the hypothesis. The result of this study shows that the supported HRM practices affect employee performance, job embeddedness and perceived organizational support. Employee performance is also directly affected by job embeddedness and perceived organizational support. Based on the result, there is an effect of HRM practices on the task performance, the better HRM practices are, the more employees’ task performance will improve. Job embeddedness and perceived organizational support are also affected by HRM practices. In addition, this study also proves that job embeddedness and perceived organizational support can also improve employees’ task performance. Besides affecting directly, job embeddedness and perceived organizational support have a role as mediating variables in the HRM practices on performance. The result of this study provides an understanding that good HRM practices are crucial to be applied not only in the profitable organization but also in the universities. This study provides a description of the importance of good HRM practices to be implemented in the universities. Furthermore, it is necessary to continue studying the roles of human resources practices with the larger sample.

Impact of perceived organizational support on employee performance in IT firms – a comparison among Pakistan and Saudi Arabia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Sabir ◽  
Imran Ali ◽  
Muhammad Bilal Majid ◽  
Naila Sabir ◽  
Hamid Mehmood ◽  
...  
Keyword(s):  
Saudi Arabia ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to evaluate the influence of perceived organizational support on employees’ performance in information technology (IT) firms in Pakistan and Saudi Arabia. Organizational support is critical as it ensures support given by the organization to workers and to complete one’s job proficiently and effectively. Design/methodology/approach Data were collected from IT firm employees through a self-administered questionnaire survey where a total of 400 questionnaires were distributed, i.e. 200 in each country’s IT firms. A total of 383 completed questionnaires were received (190 from Pakistan and the remaining 183 from Saudi Arabia) representing a response rate of 95%. The hypothesis was tested using confirmatory factor analyzes and direct relations were confirmed using AMOS v24. Findings The results indicate that perceived organizational support and affective commitment have a significant positive impact on employee performance. Findings of the study show that perceived organizational support and affective commitment directly and significantly correlated (r = 0.439**; p < 0.05) (r = 0.489**; p < 0.05) with employee performance. On other hand, results of structural equation modeling indicate that perceived organizational support and affective commitment have a significant and positive impact (ß = 0.284; p < 0.01) and (ß = 0.370; p < 0.01) on employees’ performance. Moreover, affective commitment partially mediates the relationship between perceived organizational support and employee performance. Research limitations/implications The outcomes are not generalized, as the researcher analyzed working employees in the IT firms in Saudi Arabia and Pakistan. The relationship between perceived organizational support and employees’ performance may be checked in a longitudinal study. If all items are considered because of the ambiguity of human feeling and acknowledgment, it is hard to precisely assess employees’ performance and their needs. This research proposes a straightforward and handy model that supports managers to feature the most powerful factors in building up their employees’ performance. Originality/value This study proposes managers to give chances to proficient advancement, improved occupation and satisfying the necessities identified through deference, mindfulness and endorsement. Furthermore, they ought to make more good working conditions, for example, preparing chances to support workers in their wants for self-improvement and accomplishment. The research additionally recommends recording the unmistakable standard operation procedure to clarify the understanding of the employees. In addition, managers ought to invest sensible energy with their front-line employees through socialization and training. These efforts could limit fatigue work, enhance organizational duty and performance.

scholarly journals Perceived Organizational Support and Employee Performance

2021 ◽  
pp. 35-44
Author(s):  
Taha Shabbir ◽  
Kehkashan Naz ◽  
Sunil Dutt Trivedi
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Bank Employees ◽  
Relationship Of ◽  
The Relationship

The employee’s in-role and extra-role performance has badly effected due to prevalence of COVID-19. The aim of the study is to examine the relationship of perceived organizational support and employee performance. The role of organizational justice is examined as a moderator. A sample of 222 bank employees was selected on convenience basis.  The responses were recorded through closed ended questionnaires. The responses were analyzed through Partial Least Square Structural Equation Modeling Method. In times of COVID-19 the perceived organizational support has an antidotal effect on employee’s performance. At the same time the organizational justice has a significant role in the relationship of perceived organizational support and employee performance. The managers interested to have good performance of employees have to ensure organizational support along with justice in organizational practices. The perceived organizational support and justice induce trust among employees and compel them to work with diligence. The organizational justice has greater contributions towards performance. The study has examined the non-linear relationship between perceived organizational support and employees’ performance in bank employees in the context of COVID-19. In such times the people expect increased need for organizational support to fight out the challenges

scholarly journals What Drives Sustainable Organizational Performance? The Roles of Perceived Organizational Support and Sustainable Organizational Reputation

2021 ◽  
Vol 13 (22) ◽  
pp. 12363
Author(s):  
Md Altab Hossin ◽  
Md Sajjad Hosain ◽  
Michelle Frempomaa Frempong ◽  
Stephen Sarfo Adu-Yeboah ◽  
Mohitul Ameen Ahmed Mustafi
Keyword(s):  
Organizational Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Significant Positive Relationship ◽  
Organizational Reputation

Sustainable organizational performance (SOP) can differentiate an organization from its rivals. Thus, understanding the antecedents and driving factors of SOP has received wide attention from both the academicians and practitioners in recent years. In line with such attention, this empirical paper endeavored to investigate and identify the relationship between perceived organizational support (POS) and SOP with the mediating effect of sustainable organizational reputation (SOR). Based on 384 survey responses from mid-level managers using a cross-sectional survey design, we followed a deductive approach to test the hypotheses using covariance-based structural equation modeling. Our empirical investigation revealed that POS has a significant positive relationship with SOP as well as with SOR while SOR has a significant positive relationship with SOP. Regarding the mediating effect, we found that SOR can partially mediate the positive relationship between POS and SOP. We strongly believe that the findings revealed from this empirical study may aid interested future researchers in their quest of understanding the inherent relationship between perceived organizational support and sustainable organizational performance in the presence of sustainable organizational reputation. Further, such results may provide a platform for the top-level managers and other policymakers in their efforts to improve and sustain organizational reputation that will ultimately lead to sustainable organizational performance through proper organizational support.

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 The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽  
2020 ◽  
Vol 1 (1) ◽  
pp. 28-42
Author(s):  
Sugito Efendi ◽  
Suwardi Suwardi
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Equation Modeling ◽  
Survey Method ◽  
Directorate General ◽  
The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee 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.

scholarly journals PENGARUH MOTIVASI PELAYANAN PUBLIK, PERCEIVED ORGANIZATIONAL SUPPORT DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA ORGANISASI SEKTOR PUBLIK DI KOTA TANGERANG

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Andi Kusuma Negara ◽  
Riska Wahyu Febrianti
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling

Usaha yang dilakukan Pemerintah Kota Tangerang membenahi akuntanbilitas dan transparansi penyelenggaraan pemerintahan cukup berhasil. Penelitian ini bertujuan menganalisis faktor-faktor motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior yang berpengaruh terhadap peningkatan kinerja organisasi publik di Kota Tangerang. Kecenderungan motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior diduga dapat mendorong peningkatan kinerja organisasi. Dalam rangka menganalisis faktor-faktor tersebut, maka dikembangkanlah model penelitian yang dibentuk dari telaah pustaka. Model ini memiliki tiga hipotesis dengan empat variabel: motivasi pelayanan publik, perceived organizational support dan organizational citizenship behavior dan kinerja organisasi. Analisis data terhadap 115 individu yang telah berstatus pegawai tetap pada institusi publik.di Kota Tangerang dilakukan dengan menggunakan Structural Equation Modeling (SEM) sebagai alat analisis menggunakan program LISREL 8.8. Pada akhirnya, penelitian ini juga diharapkan dapat menghubungkan hasil penelitian dengan implikasi teoritis dan implikasi kebijakan manajemen Pemerintah Kota Tangerang.Kata Kunci : Motivasi Pelayanan Publik , Perceived Organizational Support, Organizational Citizenship Behavior, Kinerja Organisasi

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