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 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.

scholarly journals DOES EMPLOYER BRANDING AFFECT JOB EMBEDDEDNESS? THE MEDIATING ROLE OF DEDICATION AND PERCEIVED ORGANIZATIONAL SUPPORT

2018 ◽  
Vol 6 (3) ◽  
pp. 346-361
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.

scholarly journals Investigating the mediating role of organizational trust in the relationship between perceived organizational support and Knowledge sharing

2020 ◽  
pp. 298-314
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Organizational Trust ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Mediating Role

Knowledge sharing is vital for any organization, and it has an essential impact on developing ‎‎skills, increasing value, and maintaining a competitive advantage in the organization. In the knowledge management (KM) literature, ‎‎perceived organizational support and organizational trust have been pointed out as ‎‎primary factors for knowledge sharing. The present study investigated the role of ‎‎perceived organizational support in promoting nurses’ knowledge sharing, considering ‎‎organizational trust as a mediator‎. The cross-sectional study design was applied to examine the ‏hypothesized relationships.‏ ‎Data were ‎‎collected using three questionnaires from three hundred thirty ‎‎nurses working in five public hospitals in Shiraz city. The Partial Least Squares Structural ‎‎Equation Modeling (PLS-SEM) approach was used to analyze data. The results revealed a significant and positive association between perceived organizational support, organizational trust, and knowledge sharing. The findings also demonstrated that organizational trust plays a mediating role between perceived organizational support and knowledge sharing.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

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.

The mediating role of workplace flourishing on the causal link between linguistic ostracism and withdrawal behavior

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raed Ibrahim Mohamad Ibrahim ◽  
Okechukwu Lawrence Emeagwali ◽  
Murat Akkaya
Keyword(s):  
Structural Equation ◽  
Causal Link ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Ethnolinguistic Identity ◽  
Mediating Role ◽  
Withdrawal Behavior ◽  
Hospitality Organizations

PurposeWorkplace flourishing and withdrawal behavior are important concepts for human resource practitioners in today’s multicultural and multilingual work atmosphere. Despite the prevalence of linguistic ostracism, only a handful of studies have considered its impact on workplace flourishing and withdrawal behavior. This paper embarks on unveiling the nature of these associations.Design/methodology/approachA sample of n = 395 employee responses was obtained from Jordanian tourism and hospitality organizations. The data were analyzed with the variance-based structural equation modeling (VB-SEM) technique using ADANCO software.FindingsVB-SEM results indicate that linguistic ostracism reduces workplace flourishing and indirectly increases withdrawal behavior through the mediating role of workplace flourishing. Decreased feelings of workplace flourishing resulted in increased withdrawal behavior.Originality/valueThis paper is among the first to empirically examine the association between linguistic ostracism, workplace flourishing and withdrawal behavior and the mediating role of workplace flourishing using ethnolinguistic identity and stressor–emotion theories as a theoretical framework. Implications for practice and theory are discussed alongside future research directions.

scholarly journals Corporate Entrepreneurship and Business Performance: The Mediating Role of Employee Engagement

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096277 ◽  
Author(s):  
Umair Ahmed ◽  
Waheed Ali Umrani ◽  
Umer Zaman ◽  
Sheraz Mustafa Rajput ◽  
Tariq Aziz
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Business Performance ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Future Research ◽  
Critical Gap ◽  
Mediating Role ◽  
Future Research Directions

The present study examined corporate entrepreneurship (CE) influence upon business performance following the mediation of employee engagement. In all, 201 middle managers from big 5 banks in Pakistan were sampled for the present study. Through applying structural equation modeling to test statistical relationship, the results revealed significant positive relationship between CE and business performance. Accordingly, the results also indicated mediation of employee engagement in this relationship thus, supporting both the hypothesized relationships. The study is first of its kind, addressing critical gap concerning employee engagement in the domain of CE and business performance. The study presents critical explanations and potential implications through which CE prospects could help employees to feel obliged to respond back with higher engagement and business performance. Toward the end, the chapter also discusses future research directions and scope for further study.

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