Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes

2009 ◽  
Vol 2 ◽  
pp. 1-9 ◽  
Author(s):  
Catherine Ng ◽  
Aspa Sarris
Keyword(s):  
Job Satisfaction ◽  
Hospital Setting ◽  
Future Research ◽  
Organisational Commitment ◽  
Job Outcomes ◽  
High Turnover ◽  
Organisational Support ◽  
Organisational Values ◽  
Perceived Organisational Support ◽  
The Relationship

AbstractWhile previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.

scholarly journals Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Olugbenga J. Ladebo ◽  
Bello Z. Abubakar ◽  
Comfort O. Adamu
Keyword(s):  
Job Satisfaction ◽  
Insurance Companies ◽  
Organisational Commitment ◽  
Design Data ◽  
Work Ethics ◽  
Organisational Support ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add ◽  
The Relationship

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

The effects of perceived organisational support on employees' affective outcomes: evidence from the hotel industry

2010 ◽  
Vol 16 (2) ◽  
pp. 125-150
Author(s):  
lker Colakoglu ◽  
Osman Culha ◽  
Hakan Atay
Keyword(s):  
Job Satisfaction ◽  
Hotel Industry ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Hotel Managers ◽  
The Relationship ◽  
Positive Effect

Previous studies mainly analysed the relationship between perceived organisational support and organisational commitment in a direct way. Limited studies of tourism, however, have found that job satisfaction is a mediator variable in the relationship between perceived organisational support and organisational commitment. The aim of this study is, (i) to analyse the effect of organisational support on job satisfaction, (ii) to analyse the effect of organisational support on the dimensions of organisational commitment, (iii) to analyse the effect of job satisfaction on the dimensions of organisational commitment, and (iv) to analyse the mediating effect of job satisfaction on the relationship between perceived organisational support and dimensions of organisational commitment based on an empirical study. The relationship between the variables was analysed by using a multivariate data analysis. Besides this, in the study, the mediating effect of job satisfaction on the relationship between perceived organisational support and the dimensions of organisational commitment was analysed by the technique recommended by Baron and Kenny (1986) and the Sobel test. The findings indicated that perceived organisational support had a significant positive effect on job satisfaction, affective, normative and continuous commitment. Job satisfaction had a significant positive effect on affective, normative and continuous commitment as well. Besides this, job satisfaction played a partial mediating role between perceived organisational support and dimensions of organisational commitment. Implications were presented for hotel managers who want to keep and encourage their employees to work in the hotel industry.

Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment

2019 ◽  
Vol 51 (3) ◽  
pp. 174-183 ◽  
Author(s):  
Christopher N. Arasanmi ◽  
Aiswarya Krishna
Keyword(s):  
New Zealand ◽  
Employee Retention ◽  
Organisational Commitment ◽  
Branding Strategy ◽  
Employer Branding ◽  
Content Type ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Support Mechanisms ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees’ organisational commitment (OC) as a predictor of employee retention. Third, the relationship between organisational support and employee retention was mediated by OC in this study.Research limitations/implicationsThis study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders.Practical implicationsPrecisely, the findings imply that organisations should focus on increasing organisational support to attract, maintain and retain employees because employees desire conducive and favourable work environments.Social implicationsA well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants.Originality/valueThis study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.

scholarly journals Sustainability empowerment in the workplace: determinants and effects

2020 ◽  
Vol 28 (3-4) ◽  
pp. 93-107
Author(s):  
Christoph Harrach ◽  
Sonja Geiger ◽  
Ulf Schrader
Keyword(s):  
Employee Engagement ◽  
Psychological Empowerment ◽  
Organisational Commitment ◽  
Positive Effects ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Corporate Social ◽  
Comprehensive Framework ◽  
The Relationship ◽  
Research Centres

AbstractThere is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

scholarly journals The Impact of Work Stress on Turnover Intention in Indonesia: Is There A Mediation from Employee' Job Satisfaction?

2020 ◽  
Vol 5 (1) ◽  
pp. 31-40
Author(s):  
Ary Ferdian ◽  
Bachruddin Saleh Luturlean ◽  
Khairani Ditha Zhafira ◽  
Nabilla Kalvina Izumi
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intention ◽  
Jel Classification ◽  
Future Research ◽  
High Turnover ◽  
Private Company ◽  
Relationship Model ◽  
The Impact ◽  
The Relationship

Objective - This paper aims to investigate the impact of the work stress on job satisfaction and employee turnover among the employees in Bandung. Methodology/Technique - The study is conducted between January – April 2019 in a private company in Bandung. We distributed questionnaire to 400 participants through the human resource department in each company and obtained 216 valid and usable participants. We used SPSS software to analyze the regression and Macro Process to identify the mediation role. Findings - The findings reveal a direct effect of work stress on both job satisfaction and turnover intention, and there was also direct significant relationship between job satisfaction and turnover intention. Job satisfaction plays a mediatory role in the relationship between work stress and turnover intention. The results indicate the strategic policies of HR manager that they should consider stress and satisfaction when confront with high turnover. To identify the turnover leave, managers need to conduct routine survey regarding the employee intention. Novelty – The study uses participants from Indonesia which is considered as a collectivist culture which is still limited; thus our contribution is to provide wider perspective regarding the relationship model of work stress, satisfaction, and turnover intention. Both academics and practitioners could use the results of this study as a basis for future research. Type of Paper - Empirical Keywords: Work Stress; Job Satisfaction; Turnover Intention. JEL Classification: M12, M19.

scholarly journals Perceived Organisational Support As Mediator Of Distributive Justice And Job Satisfaction: The Moderating Role Of Group Commitment

2012 ◽  
Vol 28 (5) ◽  
pp. 1063 ◽  
Author(s):  
Marc Ohana
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Social Exchange ◽  
Non Profit ◽  
Moderated Mediation Model ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Justice Theories ◽  
The Relationship

We argue that distributive justice may influence employees' job satisfaction through social exchange. Based on social exchange and organizational justice theories, we develop a moderated-mediation model of the psychological processes linking distributive justice and job satisfaction and test it on a sample of 101 employees working in 27 small non-profit organizations. Results of hierarchical regressions analyses provide support for the model. We found that distributive justice was positively related to job satisfaction and also that perceived organisational support mediates this relationship. We further found that group commitment moderated the relationship between perceived organisational support and job satisfaction and that this interaction effect, in turn, mediates the distributive justice job satisfaction relationship.

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