scholarly journals Impact of Perceived Organizational Support on Organizational Commitment among University Employees: Moderating Role of Job Experience

2021 ◽  
Vol 3 (3) ◽  
pp. 200-207
Author(s):  
Sadia Iqbal ◽  
Saadia Zia ◽  
Umbreen Khizar
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Demographic Variable ◽  
Sampling Technique ◽  
Survey Method ◽  
Job Experience ◽  
University Employees ◽  
Moderating Role

The study was aimed to investigate the moderating role of job experience between perceived organizational support and organizational commitment among university employees. The target population was the employees of the Institute of Southern Punjab, Multan, Pakistan. The study was based on a correlational research design. 128 employees were sampled through a simple random sampling technique. Data was collected by survey method through Perceived Organizational Support Scale (POSS) by Eisenberger, Huntington, Hutchison, and Sowa (1986) and Organizational Commitment Questionnaire (Mowday, Steers, & Porter, 1979). Demographic variable job experience was measured as moderating variables between perceived organizational support and organizational commitment. The collected data was analyzed through Statistical Package for Social Sciences (SPSS 23). Correlation, regression, and moderation analysis were used to interpret data statistically. The results revealed a significant correlation between perceived organizational support and organizational commitment. The regression analysis indicated a significant impact of perceived organizational support on organizational commitment. The findings suggest a significant role of moderators (job experience) between organizational support and organizational commitment. Further study in organizational psychology would be recommended in the development of an encouraging and supportive workplace environment for employees.

scholarly journals Impact of Perceived Organizational Support and Psychological Capital on Organizational Commitment among University’s Employees

2021 ◽  
Vol 19 (1) ◽  
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Target Population ◽  
Survey Method ◽  
The Impact

The aim of this study was to find out the impact of perceived organizational support and psychological capital on organizational commitment among university’s employees. The target population for this study was the employees of the Muhammad Nawaz Sharif University of Agriculture Multan, Pakistan (MNSUAM). The study was based on a correlational research design, and total of 128 employees were sampled through a simple random sampling technique. Survey method was used for data collection. The instruments used for data collection included the Perceived Organizational Support Scale (POSS) Psychological Capital Questionnaire and Organizational Commitment Questionnaire The data was collected from 128 employees analyzed through Statistical Package for Social Sciences (SPSS). The results of this study revealed a significant correlation between dependent and independent variables. The regression analysis indicated significant impact of perceived organizational support on organizational commitment. Further, it was also indicated a significant impact of psychological capital on organizational commitment among university employees. No significant gender differences were found in terms of perceived organizational support and psychological capital and organizational commitment. However, the results indicated a difference in Job status in terms of perceived organizational support. The findings of this study suggest a significant role of study variables which would be helpful to conduct future studies in the area of public management, psychology, and more particularly, organizational psychology. Moreover, this study is also useful for designing an encouraging and supportive organizational environment for employees.

scholarly journals The Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance

2019 ◽  
Vol 2 (2) ◽  
pp. 69-82 ◽  
Author(s):  
Syed Durrab Hussain ◽  
Dr. Abdul Khaliq ◽  
Qasim Ali Nisar ◽  
Aamir Zamir Kamboh ◽  
Shahzad Ali
Keyword(s):  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Survey Method ◽  
Negative Consequences ◽  
The Impact

Aim - the purpose of this study is to examine the role of employee rewards, recognition, and job-related stress towards employee performance considering the mediating role of perceived organizational support in the call-centers located in Lahore, Pakistan.  Design - The data has been gathered through the survey method of the questionnaire. A simple random sampling technique is used for this study. Confirmatory factor analysis (CFA) and structure equation modeling (SEM) techniques have been used for statistical analysis.  Findings - Results showed that employee rewards and recognition have a significant and positive effect on employee performance whereas job stress has a significant and negative effect on employee performance. Findings also revealed that perceived organizational support significantly and fully mediates the relationship between employee rewards, recognition, and job stress and employee performance. So this study puts light on crucial factors that lead to better employee performance.  Implications - Employee rewards and recognition play an important role in overall employee performance. If the companies will not take it seriously, then it might lead to negative consequences. On the other hand, job stress also plays a vital role in employee performance.

scholarly journals “Making Generation Y Stay”: The Mediating Role of Organizational Commitment

2018 ◽  
Vol 3 (2) ◽  
pp. 141 ◽  
Author(s):  
Sellya Putri ◽  
Bertina Sjabadhyni ◽  
Martina Dwi Mustika
Keyword(s):  
Organizational Commitment ◽  
Generation Y ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Large Cities ◽  
Mediating Role ◽  
Relationship Of

<p>Job turnover in Generation Y has become a common phenomenon in industry in large cities. They tend to believe that it is not difficult to leave their jobs and not important to immediately settle in an organization. The study aimed to understand the mediating role of organizational commitment (OC) between perceived organizational support (POS) and turnover intention (TO). A purposive sampling technique was used in this study with 284 generation Y employees living in large cities (19-37 years old) as participants. There were three questionnaires used in this study namely Turnover Intention Scale, Organizational Commitment Scale and Survey of Perceived Organizational Support. The investigation discovered that POS positively affected OC and negatively TO. Employing mediation analysis showed that OC was a significant mediator from the relationship of POS and TO. The findings of this research provide organizations with information about how to effectively manage and retain Generation Y employees through POS and OC.</p>

scholarly journals PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

2019 ◽  
Vol 8 (10) ◽  
pp. 6042
Author(s):  
Ni Made Anggun Cahayu ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Organizational Support ◽  
Random Sampling ◽  
Perceived Organizational Support ◽  
Sampling Technique

The purpose of this study was to determine how the role of job satisfaction in mediating the effect of perceived organizational support on organizational commitment. This research was conducted at PT Angkasa Pura Hotel, In-Flight Catering, Tuban. The number of samples taken were 89 employees, using the proportionate random sampling technique. Data collection was obtained from the results of interviews, observation and questionnaires. Data analysis using classical assumption test, path path analysis, sobel test. Based on the results of the analysis it was found that perceived organizational support had a positive and significant effect on job satisfaction. Perceived organizational support has a positive and significant effect on organizational commitment. Job satisfaction has a positive and significant effect on organizational commitment. Perceived organizational support has a positive and significant effect on organizational commitment through mediating job satisfaction. Efforts to increase employees' sense of organizational commitment, organizations should be able to provide support to their employees because the higher the support given to employees, the higher the job satisfaction felt by employees. Keywords: perceived organizational support, organizational commitment, job satisfaction.  

scholarly journals Impact of Emotional Needs on Intention to Stay and the Mediating Role of Perceived Organizational Support.an Empirical Study of Gen Y Employees’ in the Banking Sector in Malaysia

2019 ◽  
Vol 8 (2S9) ◽  
pp. 86-94
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Positive Impact ◽  
Survey Method ◽  
Emotional Needs ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

It is anticipated that over the next 10 years, the banking sector would require a workforce of about 200,000. Gen Y employees makes up about 40% of the current workforce in Malaysia. This number is expected to increase to 75% within a relatively short span of time. The present study examined the influence of emotional needs of Gen Y employees towards intention to stay and the mediating role of perceived organizational support. This was a quantitative research that used a survey method. Data was collected from a sample of 470 Gen Y employees in the banking sector in Malaysia. The findings revealed that emotional needs had a significant impact on intention to stay. Perceived organizational support was found to mediate the relationship between the two. The findings have significantly contributed to the advancement of knowledge in the emotional needs and intention to stay of Gen Y employees in the banking sector. The significant and positive impact of emotional needs and perceived organizational support suggests the importance of these factors in retention of Gen Y employees. The paper's primary contribution is that it provides an understanding that emotional needs and the mediating role of perceived organizational support have an impact on improving the intention to stay of Gen Y employees in the banking sector in Malaysia. From the practical implications perspective, organizations need to implement policies and procedures to help lessen employees quitting intentions. The results of this study suggest that organizations can implement policies covering the employee emotional needs and employees’ perception that their work and contributions are valued. With current trends of globalizations and diversity, the finding of this study can be beneficial to improve retention of Gen Y employees in other countries

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