scholarly journals Linking Perceived Organizational Support to Organizational Identification: Role of Organization Based Self-Esteem

2016 ◽  
Vol 12 (2) ◽  
pp. 225-244 ◽  
Author(s):  
Sumit Kumar Ghosh ◽  
Keyword(s):  
Organizational Support ◽  
Organizational Identification ◽  
Perceived Organizational Support ◽  
Self Esteem

The Relationship Between Perceived Organizational Support and Affective Commitment

2014 ◽  
Vol 13 (4) ◽  
pp. 167-173 ◽  
Author(s):  
Gaëtane Caesens ◽  
Géraldine Marique ◽  
Florence Stinglhamber
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
The Social ◽  
The Relationship

Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both felt obligation and organizational identification partially mediate the relationship between POS and AC. In sum, this research shows that the two mechanisms play a concomitant role in the link between POS and AC.

Effect of perceived organizational support on suicidal ideation of young employees: The mediator role of self-esteem

2016 ◽  
Vol 22 (11) ◽  
pp. 1357-1364 ◽  
Author(s):  
Jinyan Sang ◽  
Yongbao Ji ◽  
Ping Li ◽  
Hao Zhao
Keyword(s):  
Regression Analysis ◽  
Suicidal Ideation ◽  
Path Analysis ◽  
Organizational Support ◽  
Stepwise Regression ◽  
Perceived Organizational Support ◽  
Suicide Ideation ◽  
Self Esteem ◽  
Mediator Role

This study aimed to explore the relationships among perceived organizational support, self-esteem, and suicidal ideation of young employees. A total of 447 unmarried employees completed the survey of perceived organizational support, Rosenberg self-esteem scale, and suicide ideation scale. The results revealed that perceived organizational support, self-esteem, and suicidal ideation were significantly correlated with each other. Stepwise regression analysis and path analysis both indicated that self-esteem partially mediated the effect of perceived organizational support on suicidal ideation.

scholarly journals Linking Organizational Identification to Job Embeddedness in Indian Context: Role of Job Satisfaction and Perceived Organizational Support

2015 ◽  
Vol 10 (12) ◽  
pp. 258
Author(s):  
Sumit Kumar Ghosh
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Organizational Identification ◽  
Employee Turnover ◽  
Perceived Organizational Support ◽  
Job Embeddedness ◽  
Indian Context ◽  
Survey Responses ◽  
The Relationship

<p>The study was undertaken to link organizational identification with job embeddedness in Indian context. Literature review suggested that though there is a case for linking these two variables there are hardly any study which has empirically tried to explore this relationship particularly in Indian context. For addressing this gap in the literature, a survey was conducted using established scales. In all 325 usable survey responses from executives working in various sectors in India were analyzed using regression analysis. The results show that organizational identification and job embeddedness are strongly related. However, hypotheses stating that the perceived organizational support and job satisfaction will accentuate this relationship were not supported. These findings along with the finding that organizational identification and job embeddedness are strongly related, throws up a few implications for the practicing managers. Overall this study attempts to contribute to the literature by empirically examining the relationship between organizational identification and job embeddedness as the existing literature on this relationship is scant. Moreover, the context of the study being India, the findings of the study will contribute to the implications for practicing managers in India for arresting employee turnover.</p>

Want Engaged Temporary Agency Workers? Think Beyond the Money

2018 ◽  
Vol 46 (6) ◽  
pp. 1029-1042 ◽  
Author(s):  
Jianwu Jiang ◽  
Rong Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Support ◽  
Organizational Identification ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Self Esteem ◽  
Organizational Image ◽  
Temporary Agency Workers

Using the framework of social exchange theory and social identity theory, we investigated how perceived organizational support and organizational image indirectly influence temporary agency workers' (TAWs) work engagement through the mediators of organizational identification and self-esteem. A time-lagged design was employed (Time 1: baseline, Time 2: 6 weeks later, Time 3: 2 weeks later) and data were collected from 309 TAWs in China. Results showed that organizational identification mediated the relationships between perceived organizational support and work engagement, and between organizational image and work engagement. However, self-esteem exerted no significant influence on the focal relationships. Our findings suggest that organizational identification plays a key role in deciding the extent to which TAWs engage in work at their current organization. Organizations should take steps to enhance their reputations and support TAWs as much as possible to increase TAWs' organizational identification and thus achieve a competitive advantage.

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