The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

2021 ◽  
Author(s):  
Nailya Saifulina ◽  
Adolfo Carballo‐Penela ◽  
Emilio Ruzo‐Sanmartin
Keyword(s):  
Developing Countries ◽  
Organizational Support ◽  
Affective Commitment ◽  
Proenvironmental Behavior

scholarly journals Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

2020 ◽  
Vol 12 (24) ◽  
pp. 10289
Author(s):  
Pilar Ficapal-Cusí ◽  
Mihaela Enache-Zegheru ◽  
Joan Torrent-Sellens
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

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.

Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment

2020 ◽  
Vol 23 ◽  
Author(s):  
Daniel Dominguez ◽  
María José Chambel ◽  
Vânia Sofia Carvalho
Keyword(s):  
Peer Support ◽  
Organizational Support ◽  
Affective Commitment ◽  
Well Being ◽  
Job Resources ◽  
Supervisory Support ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

Abstract Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

scholarly journals Mediator Analysis of Perceived Organizational Support: Role of Spiritual Leadership on Affective Commitment

2020 ◽  
Vol 11 (1) ◽  
pp. 48-55
Author(s):  
Stefanus Rumangkit
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Spiritual Leadership ◽  
Measurement Scale ◽  
Short Version ◽  
Cross Sectional ◽  
Relationship Of ◽  
The Relationship

This study aims to investigate the influence of spiritual leadership and perceived organizational support on affective commitment. In addition, the moderating role of perceived organizational support in the relationship of spiritual leadership and affective commitment will be tested. This research was conducted with survey research design, and the type of data was cross-sectional. Surveys conducted based on web based surveys. Research focuses on organizational members or employees in the Bandar Lampung region. Data is collected by self-administered survey with sampling in the form of non-probability sampling, namely by purposive sampling. Processing data and testing hypotheses is done using moderated regression analysis. The number of respondents in this study amounted to 130 respondents. Spiritual leadership is measured by SLT survey questions developed by Fry et al (2005), with 17 items of questions. Affective commitment was measured by 6 items of measurement scale developed by Meyer, Allen and Smith (1993). Whereas, perceived organizational support was measured by the short version of (Eisenberger et al., 1986), consisting of 8 statements.The results of the investigation show that spiritual leadership and perceived organizational support influence affective commitment. In particular, the moderating effect of perceived organizational support can strengthen the relationship of spiritual leadership and affective commitment.

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.

scholarly journals The impact of perceived organizational support on knowledge sharing: A meditation analysis through an SEM approach

2021 ◽  
Vol 8 (4) ◽  
pp. 570-584
Author(s):  
Alex Winarno ◽  
Arif Partono Prasetio ◽  
Nidya Dudija ◽  
Ciptaresmi Nadya Pratami ◽  
Ran Liu
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Market Demand ◽  
Mediating Role ◽  
Mobile Cellular ◽  
Emotional Commitment ◽  
The Impact

Mobile cellular providers need to continuously upgrade their human resources capability to cope with market demand. In a high technology organization, knowledge is crucial to beating the competition. To accelerate knowledge dissemination, organizations can optimize their employees to share their experience and knowledge with others. This study examines the role of organizational support and affective commitment in enhancing knowledge-sharing willingness. We used a questionnaire to collect data from cellular companies in Jakarta, Indonesia, receiving 237 useable responses. The study reveals that if employees perceive that the organization provides adequate support, they become more willing to share their knowledge with others. Adequate support also increases emotional commitment, which in the end proves valuable to drive the willingness to share. Thus, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing. These findings provide new insight into how to enhance the spirit of sharing between employees.

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