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Journal articles on the topic 'Perceived Organisational Support'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Luxmi and Sneha. "Perceived Organisational Support’s relationship with Psychological Empowerment: A Review of Literature." Gyan Management Journal 17, no. 1 (2023): 28–34. http://dx.doi.org/10.48165/gmj.2022.17.1.4.

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Current research examined the role of psychological empowerment of employees with the perceived organisational supports of employees. There are a very few researches were conducted to explore the relationship between the two variables perceived organisational support and psychological empowerment. Here the current research is based on review of previous researches to explore the kind of relationship exist between perceived organisational support and psychological empowerment. The results of the study reveals that an organisation’s strength is depend upon the attitude of their employees toward

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Kostina, Elena, and Valery Agapov. "Comparative analysis of perceived organisational support by cadets." Vestnik of the St. Petersburg University of the Ministry of Internal Affairs of Russia 2024, no. 4 (2024): 305–13. https://doi.org/10.35750/2071-8284-2024-4-305-313.

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Introduction. The results of an empirical research of basic beliefs and attachment depending on the level of organisational support perceived by cadets are presented. The aim of the research is to identify the psychological features of level differences in the organisational support perceived by cadets. Research methods: the questionnaire of perceived organisational support; the Scale of basic beliefs; the methodology “Attachment Interview for Adults”; the methodology for diagnosing the level of professional burnout by V.V. Boyko. Comparative and multivariate discriminant analysis was used to

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Lancaster, Sue, and Lee Di Milia. "Organisational support for employee learning." European Journal of Training and Development 38, no. 7 (2014): 642–57. http://dx.doi.org/10.1108/ejtd-08-2013-0084.

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Purpose – This paper aims to describe the forms of organisational support that employees perceived as helpful to support their learning. This study aims to explore how organisational support is distinct from other kinds of learning support. Design/methodology/approach – This is a qualitative exploratory study utilising a cross-sectional design. Interviews were conducted in a large multi-site Australian organisation with 24 graduates from four leadership development programmes. Findings – The results from this study extend the literature relating to work environment as an important factor in su

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Ng, Catherine, and Aspa Sarris. "Distinguishing Between the Effect of Perceived Organisational Support and Person–Organisation Fit on Work Outcomes." Australian and New Zealand Journal of Organisational Psychology 2 (August 1, 2009): 1–9. http://dx.doi.org/10.1375/ajop.2.1.1.

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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 b

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Uzoma Ononye. "PERCEIVED ORGANISATIONAL SUPPORT AND ORGANISATIONAL TRUST LINK TO INNOVATIVE WORK BEHAVIOUR BY THE MEDIATION OF TACIT KNOWLEDGE SHARING." International Journal of Business and Society 24, no. 3 (2023): 952–66. http://dx.doi.org/10.33736/ijbs.6392.2023.

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The aim of this study is to determine how perceived organisational support and organisational trust affect innovative work behaviour through the mediation mechanism of tacit knowledge sharing in a public organisation context in Nigeria. Using the cross-sectional research design, data were randomly collected from 258 employees from the Delta State Ministry of Health, which was subjected to the partial least square (PLS) analytical procedure for hypothesis testing. The PLS analysis results suggested that while tacit knowledge sharing mediates perceived organisational support and organisational t

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Siriwardena, Enoka, and Samantha Rathnayaka. "Impact of Perceived Organisational Support on Employee Career Goals." Journal of Human Resource Management Perspectives 9, no. 2 (2024): 53–63. https://doi.org/10.4038/jhrmp.v9i2.12.

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This research investigates the impact of Perceived Organisational Support (POS) on career goal formulation and pursuit, with a focus on Sri Lankan marine engineers. Career goals are essential to professional growth, driving motivation, job satisfaction, and long-term career fulfilment. The study explores how POS, personal ambition, and external factors shape career aspirations, emphasizing the importance of a supportive work environment. POS, defined as employees' perceptions of how much their organisation values and cares for them, is found to significantly enhance self-efficacy, motivation,

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Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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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

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Nassar, Mohamed A., and Michel Zaitouni. "Perceived performance appraisal justice in Egyptian chain hotels." International Journal of Culture, Tourism and Hospitality Research 9, no. 3 (2015): 329–45. http://dx.doi.org/10.1108/ijcthr-04-2015-0028.

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Purpose – This paper aims to examine the relationships between perceptions of organisational justice, perceived competence of supervisor and perceived supervisory support (PSS) in hotel employees in Egypt. Design/methodology/approach – Employees who worked in chain hotels in two cities completed questionnaires on each dimension. Principal component analysis and hierarchical regression analysis were used to evaluate relationships among the dimensions to test the hypothesis that PSS mediates the relationship between perceived organisational justice and perceived competence of supervisor. Finding

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Usadolo, Queen, and Sam Usadolo. "The Effect of Motive Fulfilment as a Meditating Variable between Perceived Organisational Support and Volunteers’ Affective Commitment in Non-Profit Organisations." African Journal of Inter/Multidisciplinary Studies 3, no. 1 (2021): 75–90. http://dx.doi.org/10.51415/ajims.v3i1.896.

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In this paper, the influence of organisational factors and the role of individual factors on affective commitment is examined, particularly whether volunteers’ motive fulfilment mediates the influence of perceived organisational support on volunteers’ affective commitment. A cross-sectional survey was used to collect data from 213 volunteers from five non-profit organisations in Queensland, Australia. Perceived organisational support is found to have a significant relationship with volunteers’ affective commitment. Furthermore, motive fulfilment has a significant effect on the impact of percei

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Akpan, Anietie Peter, Francis Chibueze Nnadozie, and Collins Omoruyi Yaruegbe. "Perceived Organisational Support (POS) and the Performance of Organisational Citizenship Behaviour: The Nigerian Sample." INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND MANAGEMENT RESEARCH 9, no. 7 (2024): 87–96. http://dx.doi.org/10.56201/ijssmr.v9.no7.2023.pg87.96.

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This was designed to examine the influence of perceived organisational support (POS) on organisational citizenship behaviour (OCB) of civil servants in Nigeria. The study was conducted in Akwa Ibom State, a state in the Niger Delta region of Nigeria. Two hypotheses were formulated for the study, and data were collected using a questionnaire adapted from an instrument that had previously been used in a study. A sample size of 800 was conveniently chosen, and the collected data were analysed using descriptive statistics, hierarchical multiple regression analysis, and partial correlation analysis

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Singh, Sandhya, Rui Dias, Mohammad Irfan, Rosa Galvão, Paulo Alexandre, and Sidalina Gonçalves. "The Role of Perceived Organisational Support in Predicting Organisational Commitment and Organizational Citizenship Behavior in Professional Organizations." Journal of Ecohumanism 3, no. 6 (2024): 239–49. http://dx.doi.org/10.62754/joe.v3i6.4000.

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The study examined the "role of perceived organisational support in predicting organisational commitment and organisational citizenship behaviour in professional organisations". The primary data was acquired through a questionnaire from 200 respondents (employees from the finance and technology sectors) via a stratified random sampling technique. Excel and SPSS 26 were utilised for data analysis, and Statistical tools such as Anova, regression and correlation were used. The results demonstrated that perceived organisational support (POS) positively influences organisational commitment. Moreove

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Duan, Jinyun, Ho Kwong Kwan, and Bin Ling. "The role of voice efficacy in the formation of voice behaviour: A cross-level examination." Journal of Management & Organization 20, no. 4 (2014): 526–43. http://dx.doi.org/10.1017/jmo.2014.40.

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AbstractWe present a voice efficacy model to account for the effects of general self-efficacy, perceived team servant leadership, and perceived organisational support on voice behaviour. In particular, we predict that general self-efficacy, perceived team servant leadership, and perceived organisational support enhance voice behaviour via voice efficacy. We also examined the extent to which perceived organisational support moderates the effect of voice efficacy on voice such that the effect is stronger when perceived organisational support is high. Using data collected from 401 employees in 91

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Matues, Mirjam, Wesley Reginald Pieters, and Annelisa Murangi. "Investigating the role of perceived organisational support on flourishing and turnover intention in Namibia." Advanced Research in Economics and Business Strategy Journal 5, no. 02 (2024): 17–30. https://doi.org/10.52919/arebus.v5i02.61.

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Organisational support plays a critical role in the execution of work roles and job attitudes of employees. Resources and support should be aligned with the needs and expectations of employees. This study investigated the role of perceived organisational support (POS) on flourishing and turnover intention of selected organisations in Namibia. Organisational support is instrumental in fostering health and wellbeing of employees. Organisational support reduces employee’s intention to leave but is at times misdirected or perceived as cumbersome. Applying quantitative research, a total of n=446 em

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Ogungbamila, Adepeju. "Influence of Perceived Organisational Support on the Dimensions of Psychological Well-being of Police Personnel in Nigeria." International Journal of Psychological Studies 15, no. 4 (2023): 35. http://dx.doi.org/10.5539/ijps.v15n4p35.

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Psychological well-being of police personnel may be dependent on the kind of support they received in the organisation, especially in the heat of challenges and stress encountered in the course of performing their duties. Against this backdrop, this study investigated how the levels of perceived organisational support (low, moderate and high) influence the dimensions (control of self and events, happiness, social involvement, self-esteem, mental balance and sociability) and overall psychological well-being of police personnel in Nigeria. Purposive, proportionate, and accidental sampling techni

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Savickaite-Kazlauske, Evelina, and Rita Bendaraviciene. "Perceived Organisational Support Towards Psychological Capital and Organisational Thriving in Lithuania." International Journal of Applied Research in Management and Economics 7, no. 3 (2024): 1–19. https://doi.org/10.33422/ijarme.v7i3.1253.

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This study examines the interconnectedness of positive organisational resources at three levels through a cross-sectional analysis of 408 participants from various organisations in Lithuania. It investigates the relationships between Perceived Organisational Support for Strength Use (POSSU) and Deficit Correction (POSDC), Strength Use (SUB) and Deficit Correction Behaviour (DCB) with both individual and collective Psychological Capital (PsyCap) and Organisational Thriving. Findings indicate moderate correlations between POSSU and SUB with both types of PsyCap, which are more robust than those

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Boateng, Francis D., and Guangzhen Wu. "Perception of police officer effectiveness in China: Does organisational support matter?" Police Journal: Theory, Practice and Principles 93, no. 3 (2019): 229–47. http://dx.doi.org/10.1177/0032258x19862015.

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The primary objective of this study is to examine the influence of officers’ perceptions of organisational support on their perceived effectiveness in China. The study also examined demographic differences in how Chinese police officers perceived the support they receive from the police organisation. To achieve these objectives, the present study surveyed and analysed data obtained from 271 officers who were conveniently selected from one of the two major national police universities in China. Findings from the analysis revealed that officers’ perception of organisational support and their eff

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Jais, Juraifa, and Mafuzah Mohamad. "Perceived Organisational Support and Perceived Supervisory Support as Predictors of Organisational Commitment of Malaysian Academics." Advanced Science Letters 23, no. 9 (2017): 8732–36. http://dx.doi.org/10.1166/asl.2017.9960.

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Mohammed Sayed Mostafa, Ahmed, and Jie Shen. "Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.

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Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was pe

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Moreira, Ana, Francisco Cesário, Maria José Chambel, and Filipa Castanheira. "Competences development and turnover intentions: the serial mediation effect of perceived internal employability and affective commitment." European Journal of Management Studies 25, no. 1 (2020): 5–22. http://dx.doi.org/10.1108/ejms-10-2020-001.

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Purpose This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover inten

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Rose, Megan, Elliroma Gardiner, and Jonas Debrulle. "A Story of Serial Mediation: Intrapreneurship Explained through a Combination of Individual and Organisational Factors." Merits 2, no. 1 (2022): 46–58. http://dx.doi.org/10.3390/merits2010005.

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The research for this study examined the extent to which organisational factors, represented by perceived organisational support and workplace incivility, and individual factors, represented by core self-evaluation (CSE), predicted intrapreneurship. The key hypothesis was that CSE would be associated with intrapreneurship and that incivility and perceived organisational support would serially mediate this relationship. Participants were 410 working adults who volunteered to complete a series of questionnaires measuring CSE, incivility, perceived organisational support, and intrapreneurship. An

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Orpina, Septriyan, Nurul Iman Abdul Jalil, and Soo Ting T'ng. "Job Satisfaction and Turnover Intention among Malaysian Private University Academics: Perceived Organisational Support as a Moderator." South East Asian Journal of Management 16, no. 1 (2022): 26–50. http://dx.doi.org/10.21002/seam.v16i1.1002.

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Research Aims: The present research examines the extent to which job satisfaction predicts turnover intentions and examines the extent to which perceived organisational support moderates the association between job satisfaction and turnover intention among academics in Malaysian private universities. Design/Methodology/Approach: This research adopted a quantitative method. The Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organisational Support (SPOS) questionnaires were administered. Multistage cluster random sampling was used in this st

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Krywalski Santiago, Joanna. "The influence of internal communication satisfaction on employees’ organisational identification: Effect of perceived organisational support." Journal of Economics and Management 42 (2020): 70–98. http://dx.doi.org/10.22367/jem.2020.42.04.

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Aim/purpose – This paper bases on the social exchange and social identification theo-ries with the purpose of understanding if the internal communication helps to improve organisational identification, supplemented by the effect of perceived organisational support. The exact aim of this research is to gain a better understanding of the internal communication process from the employees’ perspective, and to explore how the satis-faction with internal communication influences employees’ attitudinal and behavioural responses. Specifically, this study tends to examine the effect of the satisfaction

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Tang, Guiyao, Bingjie Yu, Fang Lee Cooke, and Yang Chen. "High-performance work system and employee creativity." Personnel Review 46, no. 7 (2017): 1318–34. http://dx.doi.org/10.1108/pr-09-2016-0235.

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Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes empl

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Plessis, Liesel Du, Nicolene Barkhuizen, Karel Stanz, and Nico Schutte. "The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees." Journal of Applied Business Research (JABR) 31, no. 5 (2015): 1767. http://dx.doi.org/10.19030/jabr.v31i5.9390.

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<p>Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisationa

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Ariyo, Oluwajuwon G., Emmanuel O. Ajike, Victoria A. Akpa, Idowu A. Nwankwere, and Folorunso Ilesanmi Akande. "The Moderating Effect of Perceived Organisational Support on Learning Organisation and Company Reputation of Small and Medium Scale Enterprisesin Nigeria." JOURNAL OF ECONOMICS, FINANCE AND MANAGEMENT STUDIES 06, no. 05 (2023): 2349–63. https://doi.org/10.5281/zenodo.7997413.

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This work empirically established the moderating effect of perceived organisational support on learning organisation and company reputation in Nigeria’s SMEs. This study employed a quantitative research design with an adopted questionnaire to collect data from the Four Hundred and Seventy-Eight (478) managers or owners of small and medium scales enterprises in Lagos, Nigeria. SmartPLS-SEM 4 was used to analyse the data collected. The results of the structural models showed a significantly positive statistical relationship between learning organisation and company reputation. However, per

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Mokhtar, Ridwan, Sylvia Nabila Azwa Ambad, Sharifah Nurafizah Syed Annuar, and Nelson Lajuni. "Perceived Organisational Support and Organisational Commitment among Oil and Gas Offshore Employees in Malaysia." International Journal of Human Resource Studies 10, no. 4 (2020): 168. http://dx.doi.org/10.5296/ijhrs.v10i4.17914.

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With the fast growth of business and rapid changes in the economic landscape, organisational commitment remains an important subject to be discussed in any part of an organisation. Thus, the present study examines the effects of perceived organisational support on organisational commitment among offshore employees in Malaysia. A study was conducted by distributing online questionnaire via Google Forms among offshore employees. A total of 246 completed responses were collected, and data collected were then analysed using PLS-SEM 3.3.2. The outcomes suggest that all dimensions of perceived organ

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Howe-Walsh, Liza, and Nicole Torka. "Repatriation and (perceived) organisational support (POS)." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (2017): 60–77. http://dx.doi.org/10.1108/jgm-09-2016-0040.

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Purpose The purpose of this paper is to explore the role of and interaction between (potential) repatriation supporters to develop understanding of how this affects the repatriate experience. Design/methodology/approach A (single) case study strategy was employed, using a multiple stakeholder approach, involving 21 in-depth interviews in a large UK-based institution with repatriates, home and host HR managers, international human resource (IHR) practitioners and line managers from both home and host locations. Findings Although line managers, senior managers, family members and third party pro

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Sundin, L., C. Bildt, J. Lisspers, J. Hochwälder, and S. Setterlind. "Organisational factors, individual characteristics and social support: What determines the level of social support?" WORK: A Journal of Prevention, Assessment & Rehabilitation 27, no. 1 (2006): 45–55. https://doi.org/10.3233/wor-2006-00547.

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A large body of research has linked social support to health, but there are fewer studies that have focused on factors that influence the level of social support available and/or perceived by employees in different organisations. This cross-sectional study therefore investigated the relationship between on the one hand, organisational, individual and socio-demographic factors and on the other, the level of social support at the workplace, i.e., the degree of supervisor support and a supportive work atmosphere. Organisational variables (job demands, job control, job content), individual (self-e

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Kamal, Nur Nabilah Muhammad, Guek Nee Ke, Zuhrah Beevi, and Kenneth Leow. "Resisting organisational change? Psychological resilience and perceived organisational support as mediators in promoting psychological well-being and organisational citizenship behaviours." International Journal of Wellbeing 14, no. 3 (2024): 1–19. http://dx.doi.org/10.5502/ijw.v14i3.3501.

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The increasing prevalence of global transformations has led to a surge in organisational changes worldwide. Consequently, the anticipation of employee resistance and its impact on organisational development has become a vital concern in the field of organisational psychology. This study aims to comprehensively explore employee resistance to organisational change within the energy industry, considering several critical factors, including psychological well-being, organisational citizenship behaviour, organisational support, and psychological resilience. A total of 313 employees from an organisa

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Cao, EnWei, and Jim Green. "Empirical study on big data of workplace spirituality theory method and computational simulation." Applied Mathematics and Nonlinear Sciences 5, no. 2 (2020): 405–14. http://dx.doi.org/10.2478/amns.2020.2.00059.

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AbstractWorkplace spirituality, job engagement, and perceived organisational support have become the themes over which heated discussion is held in the fields of management and public research. With the development of science and technology and the arrival and upgrading of burgeoning technologies, the competition among enterprises has been aggravated, while the employee's job engagement has become one of the key aspects to keep the competitive edge. By taking workplace spirituality as the premise variable of job engagement and perceived organisational support, the influences of workplace spiri

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Sofia, Sarah, and Tiara Puspa. "Dampak Perceived Organisational Politics (POP) Dan Perceived Organisational Support (POS) Terhadap Job Performance." Journal of Economics and Business UBS 12, no. 4 (2023): 2643–59. http://dx.doi.org/10.52644/joeb.v12i4.271.

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Perceived organisational politics (POP) merupakan anggapan terhadap lingkungan dengan mementingkan kepentingan dan tujuan bukan untuk kepentingan bersama dan Perceived organisational support (POS) merupakan anggapan terhadap perusahaan yang memperhatikan kesejahteraan karyawannya. Tujuan penelitian ini adalah memberikan studi dan memberikan pengetahuan terkait politik organisasi di perusahaan. Peneletian ini berlokasi di salah satu perusahaan percetakan yang terletak di Jakarta dengan pelaksanaan penelitian dimulai pada bulan Maret – bulan Mei, dengan jumlah sample 80 karyawan serta penelitian

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Diana, Septi, and Agus Frianto. "Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kinerja Karyawan." Jurnal Ilmu Manajemen 9, no. 3 (2021): 1205–13. http://dx.doi.org/10.26740/jim.v9n3.p1205-1213.

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This study aims to determine how the effect of perceived organisational support and employee engagement on the performance of employees. This study uses quantitative research with a population of employees at UD. Zacyndo safety shoe factory in Tuban and Mojokerto regency. This study using a sample of 45 employees. Data collection techniques were carried out by collecting primary data through the distribution of online questionnaires and using secondary data collection through documentation of organisational activities/events and other written sources of information as writing reference materia

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Nangoli, Sudi, Benon Muhumuza, Maureen Tweyongyere, et al. "Perceived leadership integrity and organisational commitment." Journal of Management Development 39, no. 6 (2020): 823–34. http://dx.doi.org/10.1108/jmd-02-2019-0047.

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PurposeThe purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is the argument that non-financial rewards alleviate the challenges associated with low levels of commitment in economies that are riddled with incessant situations of economic scarcity.Design/methodology/approachAn explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective.FindingsThe results of the study establish that perceived leaders

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Edwards, Martin R. "HR, perceived organisational support and organisational identification: an analysis after organisational formation." Human Resource Management Journal 19, no. 1 (2009): 91–115. http://dx.doi.org/10.1111/j.1748-8583.2008.00083.x.

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Mohanty, Sasmita, and Suchitra Panigrah. "Perceived organisational support as a mediator of the relationship between psychological contract and organisational citizenship behaviour." Организационная психология 12, no. 3 (2022): 27–35. http://dx.doi.org/10.17323/2312-5942-2022-12-3-27-35.

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Purpose. This study analyses the effect that fulfilment of psychological contract has on the organisational citizenship behaviour of employee. This effect is probed with regard to the mediation effect of an alternative theory of perceived organisational support. Study design. Drawing data from various educational institutions across India the study used survey questionnaire on a populationof 350 faculties and 60 deans (supervisor) dyad. Total sample size of the study was 400 from which 100 were supervisors and 300 employees. Out of total sample 220 were male and 180 females. It was using quant

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Dr., M. Arunmozhi. "Effect of Employees Perceived Organizational Support on Job Satisfaction: Empirical Evidence from Coimbatore SME's." LC International Journal of STEM (ISSN: 2708-7123) 2, no. 3 (2021): 85–97. https://doi.org/10.5281/zenodo.5759510.

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The primary goal of this study is to evaluate the influence of perceived organisational support on job satisfaction while accounting for organisational commitment's mediating function and organizational identification as moderating effect. This is a quantitative study that uses a convenience sample strategy to collect cross-sectional data from 250 employees of SME's in Coimbatore using an online questionnaire-based survey. This study found that organisational commitment mediates the relationship between perceived organisational support and work satisfaction using SEM in AMOS version 23

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Farrell, Mark Anthony, and Edward Oczkowski. "Service worker customer orientation, organisation/job fit and perceived organisational support." Journal of Strategic Marketing 17, no. 2 (2009): 149–67. http://dx.doi.org/10.1080/09652540902879276.

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Akhimien, Okharedia Goodheart, and Alasa Paul Kadiri. "Perceived Organizational Support and Voice Behavioural Performance in Public Organizations in Nigeria." Journal of Entrepreneurship and Business 10, no. 2 (2022): 123–43. http://dx.doi.org/10.17687/jeb.v10i2.940.

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This study investigated the relationship between perceived organisational support and voice behavioural performance in selected public sector organisations in Nigeria. Two dimensions of employees’ voice behavioural performance, which are, promotive voice behavioural performance and prohibitive voice behavioural performance were empirically examined. The organisational support dimensions explored are: employers support, supervisors support, and fellow employees support. A survey research design which employed the use of the questionnaire was used to collect the needed date from the respondents.

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Onijigin, Tayo, Hale Özgit, and Shiva Ilkhanizadeh. "The Nexus between Organisational Identification and Employees’ Behavioural Outcomes: Evidence from Ecotourism Businesses." Sustainability 15, no. 11 (2023): 8565. http://dx.doi.org/10.3390/su15118565.

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This paper presents the mediating model, which covers the relationship between organisational identification and employees’ behavioural outcomes in ecotourism businesses. Drawing on social identity theory, this study theorises that perceived organisational support and perceived external prestige mediate the relationship between organisational identification, service quality, and creative performance in ecotourism businesses. This study employed a survey-based methodology and a 32-item questionnaire with a sample of 270 business employees. Structural equation modelling and confirmatory factor a

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Singh, Riann. "Predictors of organisational embeddedness: an investigation into perceived organisational support and organisational trust." International Journal of Human Resources Development and Management 21, no. 4 (2021): 252. http://dx.doi.org/10.1504/ijhrdm.2021.120304.

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Singh, Riann. "Predictors of organisational embeddedness: an investigation into perceived organisational support and organisational trust." International Journal of Human Resources Development and Management 21, no. 4 (2021): 252. http://dx.doi.org/10.1504/ijhrdm.2021.10044052.

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Jen, Sern Tham, Amirul Aizat Mohd Ali, and Hongjie Zhang Thomas. "Predicting The Role of Organisational Listening and Job Resources in Job Engagement." Jurnal Komunikasi: Malaysian Journal of Communication 38, no. 2 (2022): 107–26. http://dx.doi.org/10.17576/jkmjc-2022-3802-07.

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Job engagement is defined as one’s enthusiasm and involvement in his or her job. Individuals who are profoundly engaged with their job are motivated by the work itself. They will, in general, work harder and more productively than others and are bound to create the outcomes that their clients and organisation need. Although existing empirical studies have provided evidence that perceived organisational support (POS) and supportive leader behaviour can significantly predict job engagement, the effect of organisational listening on employee job engagement is still under researched. Guided by the

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Twumasi, Evelyn, and Belinda Addo. "Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment." Economics and Culture 17, no. 2 (2020): 22–29. http://dx.doi.org/10.2478/jec-2020-0017.

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Abstract Purpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment. Research Methodology. Data were obtained through questionnaires administered to 124 teaching and non-teaching staff, who were conveniently selected by the researchers from Ghanaian public universities. Descriptive survey design was adopted for this study. Findings. The results from regression analysis of data collected showed a significant positive relationship amon

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Twumasi, Evelyn, and Belinda Addo. "Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment." Economics and Culture 17, no. 2 (2020): 22–29. http://dx.doi.org/10.2478/jec-2020-0017.

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AbstractPurpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment.Research Methodology. Data were obtained through questionnaires administered to 124 teaching and non-teaching staff, who were conveniently selected by the researchers from Ghanaian public universities. Descriptive survey design was adopted for this study.Findings. The results from regression analysis of data collected showed a significant positive relationship among t

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Mahendiren, Dinesh Babu, and Bijay Prasad Kushwaha. "Impact of Leadership Style and Perceived Organizational Support on the Organizational Citizenship Behaviour of Librarians in Indian Universities." Indian Journal of Information Sources and Services 13, no. 2 (2023): 22–29. http://dx.doi.org/10.51983/ijiss-2023.13.2.3783.

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This paper aims to analyse the Organizational Citizenship Behaviour (OCB) of librarian employees in Indian university. Further, with the support of the organization and the transformational leadership style (TL) how the employee perceives their values and replicate them in the organization. This study reveals the influence of the social exchange theory on employee reciprocity and behaviour. Transformational leadership enhance the citizenship behaviour of librarian in the university and the employee perceive that the organizational support (POS) their initiation and decision they reciprocally s

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Poškienė, Eglė, Dafnis N. Coudounaris, and Rūta Kazlauskaitė. "The Relationship between Caring for Employees and the Well-being of the Organisation." Management of Organizations: Systematic Research 84, no. 1 (2020): 45–60. http://dx.doi.org/10.1515/mosr-2020-0012.

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Abstract The aim of this paper is to better understand the meaning of caring for employees at the organisational level as well as to disclose its relationship with the well-being of the organisation. It explores literature on caring for employees at the organisational level by integrating two research streams – the relational and morality perspectives. Building on the findings of this literature review, a number of propositions are proposed that associate the well-being of the organisation with many antecedent factors, i.e., strategic caring, perceived organisational support, disinterested org

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Addo, Seth Ayisi, and Kwasi Dartey-Baah. "Leadership in the safety sense: where does perceived organisational support fit?" Journal of Management Development 39, no. 1 (2019): 50–67. http://dx.doi.org/10.1108/jmd-04-2019-0136.

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Purpose The purpose of this paper is to examine leaders’ influence on the safety behaviours of employees and the possible mediating role of perceived organisational support (POS), focussing on transformational and transactional leadership. Design/methodology/approach Data were gathered through a survey from 264 engineers and technicians in the power transmission subsector in Ghana and analysed using structural equation modelling. Findings The analyses revealed that transformational leadership influenced safety behaviours positively while transactional leadership had no significant influence on

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Ruzain, Muhammad Faris Ruzain. "Effects of Perceived Organisational Support and Psychological Contract Fulfilment on Work Engagement." Semarak Advanced Research in Organizational Behaviour 1, no. 1 (2025): 1–9. https://doi.org/10.37934/sarob.1.1.19a.

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The dynamic nature of the contemporary workplace significantly influences its employees’ well-being, productivity, and collaboration. In the face of challenges posed by globalisation, international competition, and organisational change, workplaces have become arenas where employees encounter numerous obstacles. The evolving landscape is marked by insufficient regulation, precarious work relationships, uncertain career trajectories, and escalating job demands, among other consequences. These trends emphasise the pressing need to understand and address the multifaceted impacts on employee exper

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Muhammad Faris Ruzain. "Effects of Perceived Organisational Support and Psychological Contract Fulfilment on Work Engagement." Semarak Advanced Research in Organizational Behaviour 1, no. 1 (2024): 1–9. https://doi.org/10.37934/sarob.1.1.19.

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The dynamic nature of the contemporary workplace significantly influences its employees’ well-being, productivity, and collaboration. In the face of challenges posed by globalisation, international competition, and organisational change, workplaces have become arenas where employees encounter numerous obstacles. The evolving landscape is marked by insufficient regulation, precarious work relationships, uncertain career trajectories, and escalating job demands, among other consequences. These trends emphasise the pressing need to understand and address the multifaceted impacts on employee exper

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Dominic, Elizabeth, Vijay Victor, Robert Jeyakumar Nathan, and Swetha Loganathan. "Procedural Justice, Perceived Organisational Support, and Organisational Citizenship Behaviour in Business School." Organizacija 54, no. 3 (2021): 193–209. http://dx.doi.org/10.2478/orga-2021-0013.

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Abstract Background/Purpose: The effectiveness of a Business School depends on the extra role behaviours or Organ-isational Citizenship Behaviour (OCB) of its committed academics. The social exchange theory postulates that employees tend to display OCB when they know how their organisation would treat them. As B-School academics’ inclination towards OCB is less understood, this study examines the interaction between Procedural Justice (PJ), Perceived Organisational Support (POS) and Organisational Citizenship Behaviour (OCB) among B-School academics. Methods: A survey was carried out to collec

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