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Dissertations / Theses on the topic 'Perceived Organizational Support (POS)'

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Published: 4 June 2021
Last updated: 25 July 2025

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1

Wahab, Eta. "Perceived organizational support and organizational commitment in medium enterprises in Malaysia." Thesis, Curtin University, 2010. http://hdl.handle.net/20.500.11937/2243.

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This research focuses on the antecedents of perceived organizational support (POS) that may influence the perceptions held by employees of medium enterprises on organizational commitment. This research further investigates the relationship between POS and organizational commitment. The effect of power distance and in-group collectivism culture on organizational commitment in the context of the Malaysian cultural perspective has also been examined along with the effect of value congruence on organizational commitment.A two-phase sequential mixed method research design consisting of qualitative
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Du, Plessis Liesl. "The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24080.

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Orientation: Perceived Talent Management Practices, Perceived Organizational Support and Perceived Supervisor Support are distinct but related constructs, and all of them appear to influence an employee’s intention to quit an organization. Research Purpose – The objective of this study was to investigate Generation Y’s perception of an organization’s talent management practices and to determine how it relates to their intention to quit the organization. In essence, the study aims to establish possible relationships of four constructs: Perceived Talent Management Practices, Perceived Organizati
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Riggle, Robert J. "The impact of organizational climate variables of perceived organizational support, workplace isolation, and ethical climate on salesperson psychological and behavioral work outcomes." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002037.

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Dumisani, Mathumbu. "Perceived organisational support (POS), Job engagement (JE) and their effect on organisational citizenship behaviour (OCB) among nurses at the Victoria Hospital, Alice, Nkonkobe Municipality." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007032.

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Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means be
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Eder, Paul. "Perceived organizational support overcoming work group deviance /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file 0.20 Mb., 34 p, 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:1430766.

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Lawrence, Sandra A. "An integrative model of perceived available support, organisational stress and support mobilisation /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19277.pdf.

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Dookeran, Debra. "Perceived Organizational Support: Self-Interested or Other-Interested?" Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/managerialsci_diss/15.

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A new research model of Perceived Organizational Support (POS) was proposed and tested. This model proposed that moral reasoning would moderate the relationships between six justice constructs and POS. The six justice constructs were distributive justice for self, coworkers, and employees in general as well as procedural justice for self, coworkers, and employees in general. The model was tested using two studies. Study 1 consisted of 284 students at a large southeastern university, while Study 2 was comprised of 215 employees from multiple organizations. The hypothesized relationships of the
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Piong, Chee Kiong. "Servant Leadership, Organizational Commitment, and Perceived Organizational Support in the Restaurant Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3199.

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The high employee turnover rate in the U.S. restaurant industry constitutes a major expense for restaurants. The research problem for this study was to determine if restaurant employees' perceptions of their supervisor's servant leadership practices were associated with the employees' organizational commitment and perceived organizational support, which have been shown to reduce turnover. Greenleaf's servant leadership theory provided the theoretical framework. The research question for this study was whether restaurant employees' perceptions of their supervisor's servant leadership practices
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Silbert, Lisa. "The Effect of Tangible Rewards on Perceived Organizational Support." Thesis, University of Waterloo, 2005. http://hdl.handle.net/10012/872.

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Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely t
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Costello, Anna Bland. "The Relationship between Socialization COntent and Perceived Organizational Support." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-03262003-120043/.

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The purpose of this research has been to test a measure of socialization content and perceived organizational support. The survey used for the data collection combined the Chao, O'Leary-Kelly, Wolf, Klein, and Gardner (1994) survey of socialization content with the Eisenberger, Huntington, Hutchison, and Sowa (1986) survey of perceived organizational support. Data were collected via company intranet at one location of a large, multinational corporation (N = 304). The instruments did not factor as expected and further analysis could not be performed, but these results may be due to extreme envi
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Sardão, Carolina de Pinho Soares. "Turnover intention em auditores." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21006.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais<br>A intenção de saída (ou Turnover Intention - TI) é um fenómeno de grande relevância na gestão de recursos humanos, em particular, sentido nas firmas de auditoria que são marcadas pela existência de um elevado nível de rotação do seu staff. Desta forma, a identificação dos fatores indutores do TI torna-se um elemento fulcral no desenvolvimento de políticas ao nível do capital humano dessas empresas. O presente estudo analisa o efeito de cinco fatores (stress, suporte organizacional percecionado, sistema de incentivos, performanc
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Ayers, Jennifer Parker. "Job satisfaction, job involvement, and perceived organizational support as predictors of organizational commitment." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/729.

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The purpose of this study was to determine whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support, and organizational commitment among educators. A review of the literature revealed there is limited research that examined organizational behaviors among educators. Organizational commitment has been identified as a leading factor impacting an employee's level of success in various organizations. There remains a gap in the current literature regarding specific attitudinal behaviors influencing organizational commitment across
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Brambeck, Maria Tove Helen, and Therese Marie Helen Savmyr. "Haunted By Change : Exploring and explaining the influence of Perceived Organizational Support and Perceived Supervisor Support on Commitment to Change." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-355009.

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The purpose of the study is to explore and explain how and why perceived support can create a sense of want to, ought to and have to change. This study investigates perceived organizational support (POS) and perceived supervisor supports (PSS) influences on the dimensions of commitment to change (C2C), affective- (AC2C), continuous- (CC2C) and normative commitment to change (NC2C). To investigate the relationships, a mix-method approach is applied. Data is yield from 168 survey respondents from three subsidiaries in Southeast Asia within a multinational corporation (MNC) and through eight inte
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Mehrad, Aida. "Leadership Styles, Work Engagement and Perceived Organizational Support among Nurses." Doctoral thesis, Universitat Autònoma de Barcelona, 2021. http://hdl.handle.net/10803/673136.

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L'engagement és un factor essencial en el treball d'infermeria, tant per a la qualitat assistencial, com per a la salut laboral de les infermeres. El present estudi proposa estudiar l'associació entre estils de lideratge de les supervisores en infermeria i l'engagement i dilucidar el paper que té el Suport Organitzacional Percebut (POS) en aquesta relació. L'estudi va incloure a 85 infermeres d'organitzacions sanitàries de Catalunya, Espanya, reclutades mitjançant el procediment de bola de neu. Aquest estudi va aplicar un disseny transversal amb metodologia quantitativa mitjançan
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Suprise, Malinda. "SOCIAL EXCHANGE IN MENTORING, PERCEIVED ORGANIZATIONAL SUPPORT, AND EMPLOYEE ENGAGEMENT." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/theses/2406.

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The purpose of this applied study was to examine the role of mentoring relationships in shaping employees’ views of how supportive the organization is of the employee and how engaged the employee is in their job duties. The extent to which employees perceive the organization as supportive was also examined as a mediator between mentoring functions and employee engagement. Employee engagement encompasses how much employees are absorbed with, excited by, and dedicated to their work. Previous research suggests that leaders and other high-status employees can increase employees’ perceptions of org
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Emerson, David. "Organizational Culture, Job Satisfaction and Turnover Intentions: The Mediating Role of Perceived Organizational Support." VCU Scholars Compass, 2013. http://scholarscompass.vcu.edu/etd/2965.

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This study investigates how the culture of an organization is related to the job satisfaction and turnover intentions of government accountants. I show that perceived organizational support serves as a mediator between organizational culture and both turnover intentions and job satisfaction. I evaluate how cultural effects have changed over time, and assess how the relations between the hypothesized associations differ between supervisory and staff accountants. I also look for differences in how accountants and primary care nurses may perceive organizational culture. I develop the constructs o
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Pack, Simon M. "Antecedents and consequences of perceived organizational support for NCAA athletic administrators." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1121783001.

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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xii, 164 p.; also includes graphics. Includes bibliographical references (p. 132-147). Available online via OhioLINK's ETD Center.
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Meier, John George III. "The Relation among Employee Alignment, Perceived Organizational Support, and Employee Engagement." Thesis, The George Washington University, 2021. http://pqdtopen.proquest.com/#viewpdf?dispub=28157641.

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As organizations struggle to become and remain competitive, the engagement of employees may be a critical enabler in achieving organizational goals, enhancing organizational competitiveness, and improving employee well-being. To this end, scholars have identified a continuing need for research focused on organizational factors within the purview of managers to improve the engagement of employees (Alagaraja & Shuck, 2015; Coyle-Shapiro & Shore, 2007; Eldor & Vigoda-Gadot, 2017; Oswick, 2015; Whittington et al., 2017; Whittington & Galpin, 2010). Using the employee engagement framework proposed
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Csikortos, Shanna. "Job Satisfaction, Organizational Commitment, and Perceived Social Support Among Virtual Workers." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6316.

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This study investigated whether the percentage of time that weekly employees spend in virtual workspaces is related to job satisfaction (JS), organizational commitment (OC), perceived supervisor support (PSS) and perceived coworker support (PCS). One hundred thirty-five virtual workers employed by 1 of 5 large, privately owned companies reported the percentage of their work time spent performing virtual work and completed 4 instruments to measure JS, OC, PSS, and PCS. Data were analyzed using multivariate linear regression, multivariate multiple regression, and multivariate analysis of varianc
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Christianson, Monica May. "Bystander Effect of Workplace Bullying, Perceived Organizational Support, and Work Engagement." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1685.

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Workplace environments and the dynamics that exist within them affect everyone involved, especially coworkers. Although research has investigated how workplace bullying impacts its victims and the organization, little research has examined the effects of workplace bullying from the role of the bystander. Fewer have investigated how Perceived of Organizational Support (POS) may affect the employee's work engagement of those witnesses. The goal of this quantitative study was to determine the effect of POS on work engagement in the employees who witness workplace bullying. An online survey was us
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Bryant, Laura Pateri. "Faculty Career-Enhancing Training Opportunity Effects on Perceived Organizational Support, Job Satisfaction, and Organizational Commitment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2795.

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Research has shown that organizations outside of academia that provide career-enhancing training opportunities have employees with greater levels of perceived organizational support, job satisfaction, and organizational commitment than do organizations without such training. Increasingly, colleges and universities are looking to attract and retain the most talented individuals; providing opportunities for growth through career-enhancing training opportunities may be one way to do so. This study examined whether or not faculty at institutions providing career-enhancing training opportunities sh
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Nyhus, Andreas, and Kristofer Sjöström. "Går det att mäta ett arbetsklimat med 17 items? : Validering av en ny klimatskala." Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och organisationsstudier, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-9523.

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Inom organisationsklimatforskningen finns det tre (3) problemområden där flera författare menar att det råder förvirring gällande (1) i vad organisationsklimatet uppstår ur, (2) hur klimatbegreppet bör definieras, samt (3) vilken nivå klimatmätningar bör genomföras på. Studien syftar därför till att validera en ny klimatskala som består av 17 items. Klimatskalan som ska valideras är en utveckling av teorin Perceived Organizational Support (POS) som i sitt original är framtagen av Eisenberger et al. (1986). POS är en individ fokuserad skala som avser att mäta det ömsesidiga utbytet mellan den a
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Myers, Beverly J. "Organizational support, perceived social support, and intent to turnover among psychiatric nurses a mixed methods study /." Thesis, Birmingham, Ala. : University of Alabama at Birmingham, 2010. https://www.mhsl.uab.edu/dt/2010p/myers.pdf.

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Qammar, Ahmad. "High commitment human resource practices, perceived organizational support and employee turnover : moderating role of supervisor's support." Thesis, University of Sheffield, 2016. http://etheses.whiterose.ac.uk/13259/.

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This thesis aims to examine the mediating role of perceived organizational support (POS) between high commitment HR practices (HCHR practices) and turnover behaviour. It also aims to explore the moderating role of supervisor support on high commitment HR practices and perceived organizational support. Although some previous studies have examined the role of perceived organizational support in the HR practice- turnover process, this literature was largely underdeveloped. For instance, some of the important HR practices that are reported to have a significant relationship with POS have not been
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Liu, Wei. "Perceived organizational support linking human resource management practices with important work outcomes /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1688.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.<br>Thesis research directed by: Business and Management. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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PEREIRA, SERGIO CARLOS DE SOUSA. "PERCEIVED ORGANIZATIONAL SUPPORT AT BRAZILIAN NAVY: THE SEARCH FOR THE INNER FIRE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2016. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=29281@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO<br>COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR<br>PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO<br>O estudo apresenta proposições teóricas acerca dos diferentes modos pelos quais os militares da Marinha do Brasil percebem e experimentam o Suporte Organizacional no contexto militar naval, e seus impactos nas atitudes e comportamentos individuais. O uso do Método Fenomenográfico permitiu a compreensão mais ampla do fenômeno e sua variação nos modos dos indivíduos em conceber partes dele (MARTON, 1981; MARTON; BOOTH, 19
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Wong, Suk-ha. "A study of perceived organizational support and organizational commitment among social workers in Integrated Family Service Centres /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36785957.

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Wong, Suk-ha, and 黃淑霞. "A study of perceived organizational support and organizational commitment among social workers in Integrated Family Service Centres." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45014619.

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Geigel, Vincent. "The Relationship Between Practicing School Counselors' Perceived Organizational Support And Their Service Delivery." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5939.

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Role ambiguity in school counseling is common; therefore, school counselors deal with issues of role conflict, lack of advocacy, and the assignment of inappropriate duties. The American School Counselor Association (2012) National Model was developed to provide school counselors with a framework for the delivery of appropriate school counseling services to students; however, the National Model is not implemented in all school districts. School counselors' perceived organizational support (POS) was hypothesizes as possible variable mitigating the adoption of the ASCA National Model. This study
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Morrison, Quinn. "Perceived Organizational Support and Help Seeking Behaviors in Employees with Generalized Anxiety Disorders." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/scripps_theses/960.

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Anxiety disorders are among the most common and undertreated mental health disorders in the US (World Health Organization, 2001). Utilizing an online, correlational design and a sample of approximately100 American employees with Generalized Anxiety Disorder (GAD), this study will examine the impact of perceived organizational support (POS) on the help seeking behaviors of employees with GAD. It is predicted that POS will be positively correlated with likelihood of treatment seeking among employees with GAD, and negatively correlated with treatment seeking delay. It is further predicted that pe
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"The isolation, perceived organizational support (POS), and occupational role stress of mental health practitioners in scholastic and related applied settings." CAPELLA UNIVERSITY, 2008. http://pqdtopen.proquest.com/#viewpdf?dispub=3297736.

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Sainbukh, Gantsetseg, and 尚佳芳. "REALATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT(POS), PSYCHOLOGICAL EMPOWERMENT(PE)AND BRAND CITIZENSHIP BEHAVIOR(BCB)THE CASE OF MONGOLIAN BANKING SERVICE INDUSTRY." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/64036661982736808933.

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碩士<br>國立聯合大學<br>管理碩士學位學程<br>102<br>Nowadays corporate brand is one of the most important invisible assets of organizations to achieve competitive benefits in turbulent environment of international business even in developing country of Mongolia. A strong corporate brand has many effective and efficient organizational activities and unlimited benefits. Achieving such a competitive advantage has directed attentions towards Brand Citizenship behavior. This study plans to understand the influence of psychological empowerment and perceived organizational support toward brand citizenship behavior. W
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連緯祥. "Conceptualization of Perceived Organizational Leisure Support." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/96azrm.

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碩士<br>國立嘉義大學<br>行銷與觀光管理學系研究所<br>106<br>The purpose of organizational leisure support is to reduce work pressure, improve employees’ resilience, and enhance their positive feelings, in order to benefit their work performance. This study aims to investigate the conceptualization of “perceived organizational leisure support” and the development of constructs to make up for deficiencies in past research. This paper used qualitative research methods to perform in-depth interviews with 20 respondents currently working in the technology industry. Because the perception of leisure resources provided b
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Yu, Hsiao-Yu, and 游曉郁. "Leadership and Subordinates' Effectiveness: Perceived Organizational Support and Perceived Supervisor Support Mediating Effect." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/97454718224602838694.

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碩士<br>國立中正大學<br>心理學所<br>94<br>Previous leadership behavior studies focus on the relationship between different type of leaderships and their performance. However, there is lack of description of the relationship between leadership and subordinates’ effectiveness. In this study, we used social exchange theory as the framework to discuss, with the interaction between leadership and employees, how employees’ perception of supervisor support (PSS) and perceived organizational support (POS) can affect their organizational commitment, organizational citizenship behavior, supervisor loyalty and job
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Kang, Chia-Han, and 康佳涵. "The Influence of Supervisors’ Perceived Organizational Support and Personality on Subordinates’ Perceived Supervisor Support." Thesis, 2019. http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107NCHU5457104%22.&searchmode=basic.

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碩士<br>國立中興大學<br>高階經理人碩士在職專班<br>107<br>In the organization, the supervisors play a very important role in interpersonal interaction. It is an important issue that the supervisor is willing to give subordinate support and care when they encounter difficulties. This study is explored the relation between supervisors’ perceived organizational support and subordinates’ perceived supervisor support which based on social exchange theory. According to the five-factor model proposed by Costa & McCrae (1985), the study is discussed three traits agreeableness, extraversion and neuroticism which the relev
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Fitria, Ruri, and 菲娌婭. "Organizational justice and affective organizational commitment: Mediated by organizational trust and perceived organizational support." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/543e9s.

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碩士<br>國立中央大學<br>企業管理學系<br>106<br>Organizational justice refers to employee perceptions of fairness of treatment by the organization, and their behavioral reactions to this justice. Based on social exchange theory, one consequence of organizational justice is organizational trust, the willingness to invest one's resources in a relationship resulting from positive expectations as a consequence of previous interaction. Another consequence of organizational justice is perceived organizational support (POS), the extent to which employees feel their contribution is valued by the organization, and th
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Su-Chun, Lin, and 林素群. "Perceived organizational support, Service-oriented organizational citizenship behavior and Service quality." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/40501696045364031717.

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碩士<br>中國文化大學<br>國際企業管理研究所<br>96<br>The previous literature used perceived organizational support as antecedent vari-ables of service quality, and there were not any hypotheses between perceived organiza-tional support and service quality during the process of the previous research. But the result of previous research shows that perceived organizational support was directly and significantly related to service quality. The result wasn’t logic because the direct asso-ciation between these two variables should come from customer-contact behaviors. Therefore, the main purpose of this research is a
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李家瑩. "The Effects of Employment Status on Perceived Organizational Support." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/09080961437036652332.

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Ho, Chun-Ming, and 何俊明. "The Relationships Among Person-Organization Fit, Perceived Organizational Support, and Organizational Citizenship Behavior." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/yhceyu.

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碩士<br>景文科技大學<br>旅遊管理系觀光與餐旅管理碩士班<br>102<br>The hotel industry in Taiwan faces a competitive environment recently. To promote the competition, hotels must take actions to encourage their employees performing organizational citizenship behaviors. Organizational citizenship behaviors have proved to increase the effectiveness of the organizations. Therefore, the purpose of this study is to identify the relationships among person-organization fit (POF), perceived organizational support (POS), and organizational citizenship behaviors (OCBs) of the hotel employees in Taiwan. A convenience sample of re
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Thanh, Vu Truong, and 武長城. "The Role of Affective Commitment Between Perceived Organizational Support and Organizational Citizenship Behavior." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/62833996820953117526.

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碩士<br>美和科技大學<br>企業管理系經營管理碩士班<br>103<br>This study was started from the viewpoint that the organizational effectiveness is dependent on employees’ Job performance, which encompasses two contributive components of Task performance and Contextual performance. The Contextual performance has emerged as an important aspect of overall Job performance and Job performance is no longer considered to consist strictly of performance on a task. From result of literature review about Blau’s (1964) Social exchange theory, Organizational support theory (Eisenberger et al., 1986) and many other researches sugg
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CHIU, SHU-CHI, and 邱姝錡. "The Relationship among Perceived Organizational Support, Workplace Well-being and Organizational Citizenship Behavior." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/52kzka.

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碩士<br>南臺科技大學<br>企業管理系<br>106<br>Many studies confirm that when employees feel that organizations value their contribution to the organization and care about their benefits, they can influence employees' attitudes toward work and develop certain spontaneous and beneficial organizational behaviors. This study focuses on investigating the effects of perceived organizational support (POS) on organizational citizenship behavior (OCB), and the mediating role that workplace well- being to organization plays between the relationship of POS and OCB. This study conducted a questionnaire survey with
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Shen, Kun-Hsin, and 沈坤勳. "Perceived Organizational Downsizing, Job Insecurity Influence on Job Involvement and Withdrawal Behavior: Perceived Organizational Support as a Moderator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/r525we.

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碩士<br>國立中正大學<br>勞工關係學系暨研究所<br>102<br>This study is to investigate the effects of the perceived organizational downsizing and job insecurity on job involvement and withdrawal behavior. The objects of this study are the logistics officers, soldiers and employees of the union group in the air force, who stay in their jobs during the organizational downsizing process. The purpose is to analyze the effects of their perceived organizational downsizing and job insecurity on job involvement and withdrawal behavior during the organizational downsizing process. The adjustment effects of the retained sta
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Udhöfer, Bianca. "The influence of organizational support factors on employee participation in well-being programs - examining the effects of perceived co-worker and perceived organizational support." Master's thesis, 2021. http://hdl.handle.net/10362/130987.

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Previous research has mainly focused on the effectiveness of workplace well-being programs. Information on (determinants of) participation in these programs is essential. This study goes beyond previous research by examining the relationships between perceived organizational support and commitment, perceived co-worker support, and variety of program offerings as determinants of participation in well-being programs. A survey was conducted among 241 employees, and the statistical analysis results indicate that organizational support and commitment, as well as co-worker support, hav
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Hung, Hsiu-Hui, and 洪秀慧. "The Influence of Organizational Psychological Ownership on Organizational Citizenship Behavior - Perceived Organizational Support as a Mediator." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/2w267m.

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碩士<br>東吳大學<br>企業管理學系<br>102<br>This research aims to explore the employee of financial industry to built-up of organizational psychological ownership and perceived organizational support organizational citizenship behavior. To investigate the relationship among the aforementioned clearance correlation and explore the perceived organizational support for the organization to have a sense of psychological and organizational citizenship behavior is a mediator. The research sample sources related to the financial industry as the study population, the use of survey questionnaires, 386 valid question
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Hsiao, Hui-Chen, and 蕭惠珍. "An Empirical Study of Relationships among Organizational Change Uncertainty, Perceived Organizational Support and Organizational Citizenship Behavior." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/42685942537766404889.

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碩士<br>真理大學<br>企業管理學系碩士班<br>102<br>The purpose of this study is to investigate the relationships among employees’ organizational change uncertainty, perceived organizational support and organizational citizenship behaviors. This study also investigates the differences of organizational change uncertainty, perceived organizational support and organizational citizenship behaviors between characteristics of employees’ profile. The employees were sampled from Coastal Patrol Directorate General in the Coast Guard Administration. The research resultant is that the negative effect of employees’ organi
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Lin, Li-Wen, and 林莉雯. "An Investigation of Perceived Organizational Support moderating the relationships between Organizational Commitment and Organizational Citizenship Behaviors." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/05100778063846723963.

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碩士<br>致理技術學院<br>服務業經營管理研究所<br>97<br>Recently, our society has been changing greatly. As a result, the working value is notably different from what it was before. During the changing process, enterprise supervisors are persistently concerned about some key problems such as employees’ organizational commitment, intro-role and extra-role behaviors, etc. This research is to inquire into and testify the relationship among perceived organizational support, organizational commitment and organization citizenship behaviors. And also the research tries to find out whether organization commitment affects
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Nielsen, Sarah Kay. "A multi-source model of perceived organizational support and performance." 2006. http://etd.utk.edu/2006/NielsenSarah.pdf.

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Lee, Chia-Yi, and 李佳怡. "The Influence of Perceived Organizational Support on Employees' Work Attitudes." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/32023752364623420307.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>89<br>Abstract Due to the change of the employment, emphasizing on employees’ commitment to the organization is no more the critical determinant of whether the employees will devote themselves to the organization. From 1980s, there were scholars who started to argue that employees will form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, and called this concept perceived organizational support (POS). In contrast to organizational commitment, perceived organizational support emphasizes on e
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Hsieh, Mei-Hui, and 謝美慧. "Relationships among Adversity Quotient, Perceived Organizational Support and Expatriate Adaptation." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/70393556895831970615.

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碩士<br>大葉大學<br>管理學院碩士在職專班<br>102<br>This study mainly explores the relationships among adversity quotient, perceived organizational support and expatriate adaptation. Besides, the mediating effect of perceived organizational support is also explored in this study. In this study, adversity quotient as the independent variables,the expatriate adaptation as the dependent variable,and perceived organizational support as the intervening variables,to explore during the relationship,in order to clarify the relationship between variables,provide the meaning of this field theory,and practice in work nee
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Soulen, Sarah K. "Organizational commitment, perceived supervisor support, and performance a field study /." 2003. http://etd.utk.edu/2003/SoulenSarah.pdf.

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Thesis (M.A.)--University of Tennessee, Knoxville, 2003.<br>Title from title page screen (viewed Sept. 15, 2003). Thesis advisor: Eric Sundstrom. Document formatted into pages (v, 54 p. : ill.). Vita. Includes bibliographical references (p. 39-47).
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