scholarly journals The Influence of Calling and Perceived Organizational Support on Commitment across Ecclesial and For- profit Organizations

2017 ◽  
Vol 4 ◽  
Author(s):  
Truls Åkerlund
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Predictive Power ◽  
Future Research ◽  
Regression Analyses ◽  
For Profit ◽  
Church Volunteers ◽  
Analyze Data ◽  
For Profit Organizations

The article adds to an understanding of organizational commitment (OC) by examining how the con- struct varies between church volunteers (N = 89) and for-profit (N = 218) employees in Norway. The study used a non-experimental field-based methodology to analyze data collected cross-sectionally through self-administered questionnaires. A series of two-way analyses of covariance (ANCOVA) was performed to test whether OC differed by type of organization, reporting higher levels of normative commitment (NC) and affective commitment (AC) in ecclesial organizations than in their for-profit counterpart. In addition, a series of hierarchical multiple regression analyses were performed to test whether calling and perceived organizational support (POS) were predictors of OC in both types of organizations. The results confirm previous research showing that POS is an antecedent of NC and AC in for-profit organizations, and expand current commitment theory by showing that this is also the case for AC among church volunteers. The predictive power of calling on commitment was found to be weak in both types of organizations. The limitations of the study are indicated, and suggestions for practice and future research are provided.

How organization justice and perceived organizational support facilitate employees’ innovative behavior at work

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajjad Nazir ◽  
Amina Shafi ◽  
Mian Muhammad Atif ◽  
Wang Qun ◽  
Syed Muhammad Abdullah
Keyword(s):  
Organizational Justice ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Interactional Justice ◽  
Organization Culture ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
Content Type

Purpose The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB. Design/methodology/approach Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships. Findings Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly. Research limitations/implications The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size. Originality/value This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.

scholarly journals THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Heru Kurnianto Tjahjono ◽  
Meika Kurnia Puji Rahayu ◽  
Awang Dirgantara Putra
Keyword(s):  
Job Performance ◽  
Procedural Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

An integrative model of turnover intention

2015 ◽  
Vol 6 (1) ◽  
pp. 71-90 ◽  
Author(s):  
Yui-tim Wong ◽  
Yui-Woon Wong ◽  
Chi-sum Wong
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Integrative Model ◽  
Future Research ◽  
Content Type ◽  
Trust In Management ◽  
Perceived Organisational Support ◽  
The Impact

Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ performance, and both perceived organisational support (POS) and affective commitment have partial mediation effects between trust in management and employees’ turnover intention. Research limitations/implications – The Western POS scale was used in this study. It may not fully capture the meaning of POS in the Chinese setting. Future research may develop indigenous POS measurement. Additionally, the scale on turnover intention only showed employees’ intention to leave, it did not reveal their subsequent actual turnover. Future research should use a longitudinal design to study the actual employee turnover. It contributes to the literature by offering insights on how Chinese human resource management practices in JVs affect employees’ turnover intention and the impact of turnover intention on employees’ performance in Chinese JVs. Originality/value – This study enhances the authors' understanding of the relationship among POS, affective commitment and turnover intention of Chinese JV employees.

Perceived organizational support, affective commitment, and performance: A meta-analytic mediation

2010 ◽  
Author(s):  
Louis C. Buffardi ◽  
James N. Kurtessis ◽  
Michael T. Ford ◽  
Kathy Stewart ◽  
Cory Adis
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
And Performance

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

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.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

scholarly journals ANTECEDENTS OF TURNOVER INTENTIONS: A STUDY OF KARACHI BUSINESS SCHOOLS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Muhammad Ashraf ◽  
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Business Schools ◽  
Practical Implication ◽  
Knowledge Workers ◽  
Regression Analyses ◽  
Potential Market ◽  
The University

Purpose: This study mainly investigates the factors, like job satisfaction, affective commitment, perceived organizational support and distributive justice as antecedents of turnover intentions. Methodology: This study utilized the quantitative approach by distributing questionnaires to 200 employees working in leading business schools of Karachi, Pakistan. The correlation and regression analyses have been performed. Findings: The results of the study revealed that, all the predictors negatively correlated and influenced turnover intention. Practical Implication: The findings and framework of this study will be useful to the university organizations, in identifying the factors making the employees working with them to quit. Pakistan is believed to be the potential Market for Investment in Education. This empirical attempt can be used as kick-start for investment in this sector. By taking corrective measures the university organizations can retain knowledge workers, and avoid the anguishes of new hiring.

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

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.

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