scholarly journals Towards Sustainable Organizations: Supervisor Support, Commitment to Change and the Mediating Role of Organizational Identification

2019 ◽  
Vol 11 (3) ◽  
pp. 805 ◽  
Author(s):  
Salvatore Zappalà ◽  
Ferdinando Toscano ◽  
Simone Licciardello
Keyword(s):  
Organizational Identification ◽  
Preventive Intervention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Individual Growth ◽  
Change Initiatives ◽  
Commitment To Change ◽  
Perceived Supervisor Support ◽  
Mediating Role

According to psychology of sustainability, healthy organizations conduct successful businesses, regenerate employees’ belongingness, and promote organizational and individual growth and change. In line with this assumption, this study investigates: a) The relation between perceived supervisor support and the affective, normative, and continuance components of commitment to change (CtC), and b) the mediating role of organizational identification on the relation between perceived supervisor support and components of CtC. Participants were 243 employees of a company that, in order to introduce a new organizational vision, was implementing multiple change initiatives. Results show the direct effect of perceived supervisor support on affective and normative CtC, the partial mediating effect of organizational identification on affective and normative CtC, and the full mediating effect on continuance CtC. Such results extend previous studies and are in line with the assumptions of the psychology of sustainability: Supervisor support can be considered as a primary preventive intervention that increases employees’ belongingness and encourages them to commit to change initiatives.

The relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change

2017 ◽  
Vol 30 (4) ◽  
pp. 610-631 ◽  
Author(s):  
Parul Malik ◽  
Pooja Garg
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Affective Commitment ◽  
Learning Culture ◽  
Mediating Effect ◽  
Commitment To Change ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to empirically investigate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Also, the paper examines the mediating effect of employee resilience on the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Design/methodology/approach The sample comprised of responses from 510 employees’ working in information technology companies based in India. Confirmatory factor analysis was employed to analyse the proposed measurement model and structural equation modelling was used to test the study hypotheses. Additionally, the study utilized mediation analyses proposed by Preacher and Hayes (2004) to investigate the mediating role of employee resilience. Findings The results show significant relationship between the study variables. Employee resilience was found to partially mediate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Practical implications Examining the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and employee resilience can have significant implications for organizations. The proposed study framework can be utilized by the researchers and human resource practitioners to frame organizational practices and interventions to develop a pool of resilient and change committed workforce. Originality/value First, the general understanding of the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change is scant in literature. Second, the study extends the previous research by investigating the mediating role of employee resilience between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change.

scholarly journals The relationship between supervisor support and work-family conflict and the mediating role of work overload perception on this relationship

2021 ◽  
Vol 34 (1) ◽  
pp. 145-159
Author(s):  
Muhammed Sabri Şirin ◽  
İlhami Yücel
Keyword(s):  
Family Conflict ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Main Hypothesis ◽  
Work Overload ◽  
Mediating Role ◽  
Work Family ◽  
The Relationship

Purpose: This study aims to investigate the mediating effect of work overload perception on the relationship between supervisor support and work-family conflict experienced by employees. Methodology: The created models and hypotheses were tested on a sample comprising 401 research assistants working at a public university. The data obtained were analyzed using statistical programs. Results: According to the results of the analyses, it was concluded that supervisor support had negative correlation with work-family conflict and work overload perception. In addition, a positive relationship between work overload perception and work-family conflict was observed. Conclusion: Based on the mediation model that was used to test the main hypothesis, it was concluded that work overload perception has a partially mediating effect on the relationship between supervisor support and work-family conflict.

scholarly journals The Mediating Role of Organizational Cynicism in Causing Work Alienation in Higher Educational Institutions

2019 ◽  
Vol 13 (1) ◽  
pp. 89-108
Author(s):  
Riaz Hussain Soomro ◽  
Tahira Yawer ◽  
Shahid Rashid
Keyword(s):  
Supervisor Support ◽  
Educational Institutions ◽  
Full Time ◽  
Perceived Supervisor Support ◽  
Mediating Role ◽  
Descriptive Research ◽  
Work Alienation ◽  
Organizational Cynicism ◽  
The Relationship

This paper aims to examine the mediating role of organizational cynicism in instigating work alienation with constructs such as perceived supervisor support and perceived organizational politics. The study is descriptive research and quantitative approach was utilized to conduct the study. The data was collected through a self-administered questionnaire from full-time faculty members employed at private universities in Karachi. It was found that although organizational cynicism can significantly be predicted by perceived supervisor support and perceived organization politics, however, organization cynicism failed to play a mediating role in establishing the relationship between the perceptions and work alienation. This study will help the heads of the universities to identify the level of organizational cynicism in their institutions, to overcome the problem and eliminate it.

scholarly journals Implicit Change Leadership, Affective Commitment to Change, and the Mediating Role of Organizational Trust

2020 ◽  
Vol 6 (4) ◽  
pp. 1581-1593
Author(s):  
Sarfraz Ahmed Dakhan ◽  
Sheraz Rajput ◽  
Tariq Aziz ◽  
Khalil Ahmed Channa
Keyword(s):  
Affective Commitment ◽  
Organizational Trust ◽  
Change Leadership ◽  
Mediating Effect ◽  
Academic Institutions ◽  
Commitment To Change ◽  
Mediating Role ◽  
Change Leaders ◽  
Leadership And Change

This paper aims to know the implicit change leadership schemas, the commitment of the employees towards change, and their relationship with the trust culture of academic institutions. Quantitative approach with surveys of 300 employees of academic institutions has been used in this study. SPSS software has been used to examine the relationship between variables and constructs. Findings reveal that organizational trust has a mediating effect on implicit change leadership and affective commitment to change. Moreover, a positive relationship was found between trust culture and change leadership and change leadership with a commitment to change. Furthermore, the results suggest that change leaders must take into account the trusting culture perspective of the organization to motivate the employees to make them accept change.

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