scholarly journals Research on the Relationship between Perceived Organizational Support and Performance of Software Engineer

2013 ◽  
Author(s):  
Haiyan Fu ◽  
Dongmei Chen
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Software Engineer ◽  
And Performance ◽  
The Relationship

scholarly journals The Relationship Among Superleader, Perceived Organizational Support and Work Performance Mediated By Work Satisfaction and Employee

2019 ◽  
Vol 8 (4) ◽  
pp. 2406-2415
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Work Satisfaction ◽  
Insignificant Effect ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

The research aims to analyze and explain the effect of Superleader on Employee Engagement; the effect of Superleader on work satisfaction; the effect of Superleader on work performance; the effect of Perceived Organizational Support on Employee Engagement, the effect of Perceived Organizational Support on work satisfaction; the effect of job satisfaction on Employee Engagement; the effect of job satisfaction on work performance and the effect of Employee Engagement on work performance. The number of samples used in this research was 240 people. The data was analyzed by using Generalized Structured Component Analysis (GSCA). The result shows that Superleader had both positive and significant effect on work performance, Superleader led significantly to Employee Engagement, Superleader had positive effect but insignificant on work performance, Perceived Organizational Support had a positive and significant relationship on job satisfaction, Perceived Organizational Support had positive and significant effect on Employee Engagement, Perceived Organizational Support led positively but insignificantly to work performance, Job Satisfaction led to Employee Engagement both positively and significantly, Job Satisfaction had a positive and significant effect as well on work performance. While the indirect relationship between Superleader and Performance mediated by Satisfaction based on Sobel test showed insignificant effect. The insignificant effect of Perceived Organizational Support variable on Performance mediated by Satisfaction showed significant result. Moreover, the indirect effect between Perceived Organizational Support variable on Performance mediated by Employee Engagement also indicateed a significant result.

scholarly journals Antecedents and Outcomes of Duty Orientation Among Salespeople

2021 ◽  
Vol 24 (2) ◽  
pp. 100-114
Author(s):  
James DeConinck ◽  
Drew Carnes ◽  
Mary Beth DeConinck
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Performance Outcomes ◽  
Sales Managers ◽  
Citizenship Behaviors ◽  
And Performance ◽  
The Relationship

This study analyzed the relationship among ethical leadership, duty orientation, perceived organizational support (PSS), organizational citizenship behaviors (OCBs) and job performance among a sample of 45 sales managers and 203 salespeople. Duty orientation and perceived organizational support were found to mediate the relationship between ethical leadership and performance outcomes. Ethical leadership was a direct predictor of OCBs but not job performance. This study shows the importance of analyzing ethical leadership, duty orientation, and PSS and their relationship with OCBs and job performance in the salesforce.

Perceived organizational support, affective commitment, and performance: A meta-analytic mediation

2010 ◽  
Author(s):  
Louis C. Buffardi ◽  
James N. Kurtessis ◽  
Michael T. Ford ◽  
Kathy Stewart ◽  
Cory Adis
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
And Performance

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

Workplace ostracism and work-to-family conflict among female employees: moderating role of perceived organisational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Support ◽  
Family Conflict ◽  
Perceived Organizational Support ◽  
Survey Method ◽  
Content Type ◽  
Female Employee ◽  
Workplace Ostracism ◽  
Perceived Organisational Support ◽  
Female Employees ◽  
The Relationship

Purpose Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees. Findings The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support. Originality/value To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Noviana Norrohmat ◽  
Umar Nimran ◽  
Kusdi Raharjo ◽  
Hamidah Nayati Utami ◽  
Endang Siti Astuti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Research Approach ◽  
The Difference ◽  
And Performance ◽  
Relationship Of ◽  
Descriptive Survey ◽  
The Relationship

The purpose of this research is to determine the organizational support for professionalism that has never been done before. The research approach is to conceptualize the structure of the relationship of variables from a study. Verification research is to test the hypothesis through data collection in the field using two methods, namely descriptive survey and explanatory survey. The use of both methods aims to analyze the causality relationship between research variables in accordance with the hypothesis quantitatively. There is significant influence between the variables of organizational support to professional variables. However, different results are found on the influence of organizational support variables on OCB and performance that have no significant effect. There is also an indirect influence between organizational support variables on OCB and performance through intermediary intervening professionalism variables. The difference between this research and the previous research are the use of constructs and the measurement in the unit of analysis being used.

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