External whistleblowing intentions of auditors: a perspective based on stimulus–organism–response theory

Purpose This study aims to examine the roles of perceived organisational support (POS), attitude and self-efficacy in understanding the external whistleblowing intentions among senior auditors through the lens of stimulus–organism–response theory. Design/methodology/approach This study uses data from 119 senior auditors in audit firms in Malaysia. POS is predicted to be a stimulus factor from the external environment that affects the attitude and self-efficacy (organism) of the auditors and reassures them to act to whistleblow (response). Findings POS has a significant impact on self-efficacy and on attitude. Self-efficacy is shown as a significant mediator between POS and external whistleblowing intentions, but there is no statistical support for self-efficacy having a mediating effect on the relationship between the attitude of senior auditors and external whistleblowing intentions. Practical implications The findings can assist accounting professional bodies in understanding the psychological behaviours of auditors that contribute to their intention to shine a light on wrongdoing in audit firms and in providing a better insight into the critical factors that could influence auditors to whistleblow. Originality/value This study is among the earliest to investigate the application of stimulus–organism–response theory in whistleblowing, and hence it illustrates how the theory can be applied in studies on the ethical behaviours of actors in professional careers. The findings shed light on the role of self-efficacy as a significant mediator between POS and external whistleblowing intentions.

The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction

This study examines the influence of perceived organisational support (POS) on expatriates’ cross-cultural adjustment, assignment completion and job satisfaction in the sub-Saharan African context. While multinationals depend on expatriates to manage their foreign subsidiaries, successful expatriation is influenced by expatriates’ cross-cultural adjustment to their host country’s environment. Survey responses from 229 expatriates were analysed using partial least squares path modelling. The results reveal that support from their organisations relates positively to expatriate adjustment, assignment completion and job satisfaction. The empirical results also demonstrate that expatriate adjustment partially mediates the relationship between POS and assignment completion and job satisfaction. Furthermore, findings suggest that assignment completion positively influences job satisfaction and partially mediates the association between POS and job satisfaction. The findings of this research have important theoretical and practical implications for multinational companies operating in sub-Saharan Africa.

When COVID-19 Is the Invader and Internal Communication Is the Hero: Understanding the Influence of Internal Communication on Individual Performance and Evaluating the Mediating Role of Perceived Support

Objective: The main objective of this study was to evaluate the impact of internal communication (IC) of organisations on the quality of the individual–organisation relationship, specifically with regard to the effects generated with respect to individual performance (IP) in a pandemic framework. In this sense, the study intends to evaluate the effects of IC on the employee’s IP, having as a mediator perceived organisational support (POS). Methodology: To achieve the aforementioned objectives, a cross-sectional quantitative study was prepared, data for which were collected during a period of confinement that took place between 9 February and 15 March 2021. A total of 340 individuals of both sexes participated in the study. Genders were 67.6% female and 32.4% male, with ages ranging from 25 years to over 61 years, from all districts of Portugal and the Islands. Results: The main results obtained showed that IC was positively and significantly correlated with POS and also with IP, and that there was also a total mediation effect of POS in the relationship between IC and IP. Practical implications: These results seem to support the need for organisations to invest in their internal communication practices as a way of stimulating strong and fruitful relationships between workers and the organisation. Internal communication seems to be a relevant indicator for the management of proximity relationships with workers, especially in adverse contexts, like the ones experienced during the pandemic crisis. Well-developed internal communication supports and practices seem to be a valid path towards developing bonds leading to improved performance.

Perceived Organizational Support on Teacher Motivation

Rural schools that lack of basic facilities and infrastructure is the focus of the study. With this ruralism conditions, teachers in rural primary school face many obstacles and challenges that could hinder their motivation. These might affect their teaching effectiveness. This study was intended to determine perceived organisational support on teacher motivation. The research sample consisted of 138 teachers in Sabah that directly become the respondents of the study. Data was obtained via questionnaire which was consisted of perceived organisational support: 17 items; and teacher motivation: 5 items). With success rate of 74% returned questionnaire and 102 fit to be evaluated, the data revealed that there was a strong correlation between perceived organisational support on teacher motivation. Teachers should be given support in order to enhance or maintain their motivation especially in rural condition.

No expatriate is an island: the role of salient stakeholders' support in international assignments

PurposeInternational assignments are an effective tool to develop employees' cultural competencies, yet expatriate failure rates remain high. This paper aims to examine salient stakeholders' (i.e. organisations, host country nationals (HCNs) and spouses) support as antecedents of expatriates' work adjustment and task performance. It also explores work adjustment as a mediator between support and task performance.Design/methodology/approachAdopting the quantitative approach, survey data were collected from 112 expatriates who were married and based in organisations in Malaysia. Partial least squares-structural equation modelling was employed to analyse the data.FindingsThe findings validate the direct influences of perceived organisational support (POS) on work adjustment, HCN support on work adjustment, and spousal support on task performance. The indirect effect of HCN support on task performance through work adjustment was also established. When expatriates' work adjustment improves as a result of receiving HCN support, their task performance is enhanced.Practical implicationsThis study evidences that expatriate-hiring firms should provide suitable support for expatriates when they work overseas. Local employees and spouses should likewise be tasked to help expatriates maximise their full potential in achieving successful performance in their assignments.Originality/valueThe contribution of this study is the exploration of the relationships between support, work adjustment and task performance among expatriates. It also adds to the limited knowledge on the role of specific stakeholders in the expatriate context.

Procedural Justice, Perceived Organisational Support, and Organisational Citizenship Behaviour in Business School

Background/Purpose: The effectiveness of a Business School depends on the extra role behaviours or Organ-isational Citizenship Behaviour (OCB) of its committed academics. The social exchange theory postulates that employees tend to display OCB when they know how their organisation would treat them. As B-School academics’ inclination towards OCB is less understood, this study examines the interaction between Procedural Justice (PJ), Perceived Organisational Support (POS) and Organisational Citizenship Behaviour (OCB) among B-School academics. Methods: A survey was carried out to collect data from B-School academics, 378 responses were collected from B-Schools from the state of Kerala, India. Data validity and reliability analyses, and direct and indirect effects of research variables were tested using Partial Least Square (PLS) path modelling. Results: The results indicate PJ positively influences POS as well as dimensions of the OCB for B-School academics. Contrary to previous OCB studies, this study finds that POS do not significantly relate to Courtesy. The findings also show that POS fully mediates PJ’s relationship with Altruism, Conscientiousness and Civic Virtues of B-School academics. Conclusion: This research explains the dynamics of PJ and POS towards OCB in a B-School setting. The academic setting of this study provides more insight into the relationships and provides insights into enhancing the organisational citizenship behaviour of academics in enhancing educational outcomes. Further, it also adds to existing understanding of organisational behaviour theory.

Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kinerja Karyawan

This study aims to determine how the effect of perceived organisational support and employee engagement on the performance of employees. This study uses quantitative research with a population of employees at UD. Zacyndo safety shoe factory in Tuban and Mojokerto regency. This study using a sample of 45 employees. Data collection techniques were carried out by collecting primary data through the distribution of online questionnaires and using secondary data collection through documentation of organisational activities/events and other written sources of information as writing reference materials. Data were analysed using multiple regression through SPSS version 24. The result showed that perceived organisational support had a negative and insignificant effect on employee performance, employee engagement had a significant and positive effect on employee performance, and perceived organisational support and employee engagement had a positive and significant effect on employee engagement. UD. Zacyndo may improve POS better by paying attention to employee welfare to produce maximum performance. In addition, improve strong relationships with each employee may help the organisation to achieve the intended goals.

Coping mechanism and professional quality of life in northeast Texas EMS personnel during the COVID-19 pandemic: An exploratory study

Introduction The purpose of this study was to conduct an exploratory evaluation of employee professional quality of life and factors associated with it at an emergency medical service (EMS) agency in northeast Texas in the United States. Initially, we intended to evaluate typical day-to-day factors, however we ended up capturing these factors during the unique environment of the COVID-19 pandemic. Methods We conducted an exploratory cross-sectional survey at an EMS agency in northeast Texas in November 2020. Surveys were web-based and anonymous. They included the ProQOL 5, the Survey of Perceived Organizational Support, the Brief Resilience Survey, the RAND Social Support Survey Instrument, the Kessler-6, the Workplace Incivility Scale-Revised, the General Self-Efficacy Scale and the Brief Cope Scale. Results The survey had a response rate of 19% (38 participants). Findings suggest a positive relationship between utilising religion as a coping mechanism and higher compassion satisfaction. There was also a relationship associated between increased perceived organisational support leading to an increase in compassion satisfaction. The most significant predictors of burnout were two different coping mechanisms. Those who relied more heavily on behavioral disengagement and those who employed humour as a coping mechanism displayed average increased levels of burnout. Finally, those who experienced workplace incivility and those who relied on self-blame as a coping mechanism experienced on average higher levels of secondary traumatic stress. Conclusion This study adds to the limited literature examining coping mechanisms, stress and burnout in EMS personnel. It is also unique for examining how EMS personnel are coping with stress during a prolonged pandemic.

Turnover intentions, training and motivations among Australian union staff

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

ONE SIZE DOES NOT FIT ALL — LEADER–MEMBER EXCHANGE AND INNOVATIVENESS

Individual-level innovativeness is widely acknowledged to be critical to the success of an organisation’s innovation, and understanding the related nuances is therefore important. The goal of this study is to add to existing knowledge on how managerial characteristics influence employee innovativeness. Specifically, we address the role of leader–member exchange (LMX) in predicting the three components of employee innovative work behaviour (IWB) — idea generation, idea promotion, and idea implementation. LMX denotes the quality of the relationship between an employee and his/her immediate supervisor and is a significant predictor of many employee attitudes and behaviours. Studies examining the direct and joint effects of LMX and other organisational characteristics on employee creativity and employee IWB have shown the LMX construct has a significant effect on employee innovativeness. However, a more nuanced view on the effects of LMX on the various components of IWB — idea generation, idea promotion, and idea implementation — is missing. Moreover, most research to date on LMX and innovation has focused on the potential linear connections between LMX and employee innovation-related outcomes, leaving the possible opportunities associated with low-quality LMX under-explored. This is a shortcoming, as a growing body of literature demonstrates that, under specific conditions, not only high but also low-quality LMX can be conducive for various employee outcomes. Analysing survey data collected from 93 employees of a knowledge-intensive service company, our study shows U-shaped and linear relationships between LMX and varying components of IWB. We further test an earlier presented assumption that perceived organisational support for innovation may emerge as a powerful contextual condition in relationships between employee innovativeness and its antecedents. We find that LMX and organisational support for innovation have a joint positive effect on the components of employee IWB. These findings extend innovation management theorising and provide advice for managers.