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Journal articles on the topic 'Perceived Organizational Support (POS)'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Sari, Cindy Permata, and Salman Farisi. "POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 3 (2024): 4477–92. http://dx.doi.org/10.31539/costing.v7i3.8534.

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This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Or

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Shams, Muhammad Shahid, Murtaza Masud Niazi, and Kalimullah Bangash. "Examining organizational citizenship behavior in the banking sector of Afghanistan: A partial least square approach." Kardan Journal of Economics and Management Sciences 1, no. 4 (2018): 1–18. https://doi.org/10.31841/KJEMS.2021.67.

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Building upon the social exchange theory (SET), the study investigated the role of perceived organizational support (POS) and Employee engagement (EE) as predictors of Organizational citizenship behaviors (OCB) among front-line employees working in the banking sector of Afghanistan. Data were collected via questionnaires from 192 front-line employees working in Kabul based commercial banks. This study used the partial least squares (PLS) and structural equation modeling (SEM) tool to examine the impact of Perceived organizational support (POS) and Employee engagement (EE) on employees’ o

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Ye, Xiaoqian, Ling Li, and Xuejun Tan. "Organizational support." Employee Relations 39, no. 7 (2017): 918–34. http://dx.doi.org/10.1108/er-11-2016-0213.

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Purpose Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived overqualification (POQ) and turnover intentions (TI) in repatriates working in multinational corporations (MNCs). Design/methodology/approach Survey data were collected from 145 repatriates who had been contacted beforehand from MNCs in China. Structural equation modeling and hierarchical regression are used to examine the data. Findings It is shown that POQ and POS both affect repatriates TI, with POQ having the stronger e

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Sun, Li. "Perceived Organizational Support: A Literature Review." International Journal of Human Resource Studies 9, no. 3 (2019): 155. http://dx.doi.org/10.5296/ijhrs.v9i3.15102.

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Perceived organizational support (POS), which reflects the organization’s value on employees’ contributions and concern for employee benefits, is an important tool to help organizations establish favourable relationship with employees and motivate employees work hard. This paper aims to make a review of POS concept and the variables related to POS. Research results showed that perceived organizational support emphasizes organizational commitment to employees and is a unilateral relationship. Perceived organizational support is related to employees’ reduced absenteeism, increased job satisfacti

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Ding, Cherng G., and Chih-Kang Shen. "Perceived organizational support, participation in decision making, and perceived insider status for contract workers." Management Decision 55, no. 2 (2017): 413–26. http://dx.doi.org/10.1108/md-04-2016-0217.

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Purpose The purpose of this paper is to examine the roles of perceived organizational support (POS) and work status (regular worker/contract worker) in moderating the relationship between participation in decision making (PDM) and perceived insider status (PIS). Design/methodology/approach Data were collected with survey questionnaires that were administered to a sample of 369 employees from a case company in Taiwan, for which both regular and contract workers constitute the main workforce. After confirming the reliability and validity of the measurements, the authors conducted hierarchical re

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Amabel, Belsa Azizih Fajar, and Ramon Ananda Paryontri. "Perceived Organizational Support (POS) With Home Industry Employee Organizational Commitment." Psikoborneo: Jurnal Ilmiah Psikologi 11, no. 2 (2023): 232. http://dx.doi.org/10.30872/psikoborneo.v11i2.10774.

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Effective human resource management can increase employee productivity and performance. A person's success and performance in doing work is influenced by his sense of commitment to work. Some of the phenomena that occur in the bag home industry in Tanggulangin are the emergence of negative perceptions in employees towards the home industry and the impact on work processes that are not optimal. This study aims to determine the relationship between perceived organizational support (POS) and organizational commitment. This study used a quantitative approach and used a random sampling technique wi

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Paillé, Pascal. "Perceived organizational support and work outcomes." International Journal of Organizational Analysis 23, no. 2 (2015): 191–212. http://dx.doi.org/10.1108/ijoa-11-2012-0627.

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Purpose – The purpose of this paper was to examine the mediating role of psychological contract (PC) violation on the relationship between perceived organizational support (POS) and a set of work-related affects (trust), attitudes (job satisfaction, commitment to the organization and intention to leave) and individual effectiveness (civic virtue). Design/methodology/approach – Two independent studies were conducted (N = 162 and N = 242). To test the mediating effect, the procedure of Baron and Kenny (1986) was used in both studies. Findings – Overall, in both studies, data reported the same pa

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Neves, Pedro, and Robert Eisenberger. "Perceived organizational support and risk taking." Journal of Managerial Psychology 29, no. 2 (2014): 187–205. http://dx.doi.org/10.1108/jmp-07-2011-0021.

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Purpose – The aim of this paper was to investigate the role of perceived organizational support (POS) for employee risk-taking through its association with greater trust among supervisors and subordinates that the organization will take into account the individual's intent to be helpful in the case of failure (failure-related trust). Design/methodology/approach – Data were obtained from 346 employee-supervisor dyads from diverse organizations. Employees and supervisors described their POS and failure-related trust. Supervisors also rated employee's risk-taking behaviors. Findings – Perceived o

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Eisenberger, Robert, Linda Rhoades Shanock, and Xueqi Wen. "Perceived Organizational Support: Why Caring About Employees Counts." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (2020): 101–24. http://dx.doi.org/10.1146/annurev-orgpsych-012119-044917.

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According to organizational support theory (OST), employees develop a general perception concerning the extent to which their work organization values their contribution and cares about their well-being (perceived organizational support, or POS). We explain OST and review empirical POS findings relevant to OST's main propositions, including new findings that suggest changes to OST. Major antecedents of POS include fairness, support from leaders, and human resource practices and work conditions, especially to the extent that employees perceive these as the discretionary choices of organizations

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Edwards, Martin R., and Riccardo Peccei. "Perceived Organizational Support, Organizational Identification, and Employee Outcomes." Journal of Personnel Psychology 9, no. 1 (2010): 17–26. http://dx.doi.org/10.1027/1866-5888/a000007.

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This study involves a multifoci analysis of antecedents and outcomes of organizational identification (OID), within a dual-organizational identity context. We investigate links between perceived organizational support (POS), OID, organizational involvement, and turnover intention with 736 employees from a UK National Health Service (NHS) Trust. Using Structural Equation Models (SEM), we analyzed models using the Trust and the NHS as organizational foci. With both Trust and NHS foci, POS had a positive effect on identification which, in turn, predicted both outcomes. Organizational support show

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Muttaqin, Imron. "Examining Perceived Organizational Support and Teacher Empowerment." Al-Hayat: Journal of Islamic Education 7, no. 1 (2023): 173. http://dx.doi.org/10.35723/ajie.v7i1.384.

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This study aimed to investigate influence of perceived organizational support (POS) and teacher empowerment on teacher organizational commitment with job satisfaction as mediating construct. Study conducted on Institut Agama Islam Negeri (IAIN) Pontianak, west Borneo, Indonesia. Participant are teacher student on professional education and training program/Pendidikan Profesi Guru (PPG) at Institut Agama Islam Negeri Pontianak. Questionnaire used for collecting data. Findings reveal that the influence of perceived organizational suport (POS) on organizational commitment (OC) are not signifikan,

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Kumar Mishra, Sushanta. "Linking perceived organizational support to emotional labor." Personnel Review 43, no. 6 (2014): 845–60. http://dx.doi.org/10.1108/pr-09-2012-0160.

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Purpose – Based on two studies on different occupational groups, the purpose of this paper is to examine the relationship between perceived organizational support (POS) and different forms of emotional labor. Drawing from social identity theory, the present study extends the social exchange theory to provide an alternate explanation to the above relationships. Design/methodology/approach – The survey design following questionnaire in English language was physically administered among medical sales employees and subsequently among employees in the hospitality industry. Findings – The study foun

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Pack, Simon M., Jeremy S. Jordan, Brian A. Turner, and Danell Haines. "Perceived Organizational Support and Employee Satisfaction and Retention." Recreational Sports Journal 31, no. 2 (2007): 95–106. http://dx.doi.org/10.1123/rsj.31.2.95.

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The ability of recreational sport departments to offer quality programming and services often depends on whether they are able to employ and retain quality student employees. These student employees are critical in the performance of tasks associated with the daily operations connected with recreation programs. This study examined the role of perceived organizational support (POS) on student employee attitudes. It is beneficial for university recreational sport departments, specifically directors, to be cognizant of the role POS can play in the work experience of student employees. The relatio

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Hong, Liang, Siti Rohaida Mohamad Zainal, and Zhang Miaoling. "Perceived Organizational Support, Job Insecurity, Organizational Trust toward Organizational Citizenship Behaviour in manufacturing industries of Malaysia." GATR Journal of Management and Marketing Review 8, no. 1 (2023): 01–08. http://dx.doi.org/10.35609/jmmr.2023.8.1(1).

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Objective - The COVID-19 epidemic has significantly impacted organisational citizenship behaviour (OCB) among Malaysian industrial employees. This study investigates the influence of perceived organisational support (POS) on OCB using job insecurity and organisational trust as mediators. Methodology/Technique - Adopt the cross-sectional design with the aid of a questionnaire to collect data from 189 selected employees of manufacturing industries in Malaysia. The PLS-SEM technique is used in this study to test the proposed hypotheses. Findings – The results show that POS directly impacts OCB, a

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Salvador, Mónica, Ana Moreira, and Liliana Pitacho. "Perceived Organizational Culture and Turnover Intentions: The Serial Mediating Effect of Perceived Organizational Support and Job Insecurity." Social Sciences 11, no. 8 (2022): 363. http://dx.doi.org/10.3390/socsci11080363.

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This study aims to analyze the relationship between perceived organizational culture (POC) and turnover intentions (TI) and if this relationship is mediated by perceived organizational support (POS) and job insecurity (JI). For this purpose, the following hypotheses were formulated: (1) POC (support, goals, innovation, and rules) has a negative and significant relationship with TI; (2) POC (support, goals, innovation, and rules) has a positive and significant relationship with POS (affective and cognitive); (3) POS (affective and cognitive) has a negative and significant relationship with TI;

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Sahrah, Alimatus. "PERCEIVED ORGANIZATIONAL SUPPORT DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PERAWAT RUMAH SAKIT." Insight: Jurnal Ilmiah Psikologi 19, no. 1 (2018): 40. http://dx.doi.org/10.26486/psikologi.v19i1.598.

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Upaya terhadap menciptakan kepuasan terhadap pasien merupakan hal utama untuk diwujudkan di setiap Rumah Sakit. Penelitian ini ingin melihat adanya hubungan antara Perceived Organizational Support (POS) dengan Organizational Citizenship Behavior (OCB) pada para perawat di ruang inap Rumah Sakit DK di Yogyakarta, Indonesia. Subjek penelitian ini berjumlah 72 orang perawat. Karakteristik dari subjek penelitian adalah berumur 20 tahun sampai dengan 50 tahun, dan memiliki tingkat pendidikan minimal Diploma 3. Metode untuk pengumpulan data penelitian adalah menggunakan metode skala, yaitu menggunak

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Rati, Rati, and Mega Asri Zona. "Perceived Organizational Support (POS) terhadap Work Engagement: Peran Mediasi Psychological Safety pada Karyawan PT. Bank Nagari Kantor Pusat." Jurnal Manajemen 14, no. 1 (2024): 1–15. http://dx.doi.org/10.30656/jm.v14i1.8879.

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ABSTRAK Tujuan dari penelitian ini yaitu untuk menguji dan menganalisis: (1) pengaruh Perceived Organizational Support (POS) terhadap work engagement (2) pengaruh Perceived Organizational Support (POS) terhadap psychological safety (3) pengaruh psychological safety terhadap work engagement (4) pengaruh Perceived Organizational Support (POS) terhadap work engagement melalui psychological safety. Penelitian ini adalah penelitian kausal. Populasi dari penelitian adalah seluruh karyawan PT. Bank Nagari Kantor Pusat dengan jumlah 262 orang. Jumlah sampel yang digunakan sebanyak 158 orang karyawan y

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Wattoo, Mashal Ahmed, Shuming Zhao, and Meng Xi. "Perceived organizational support and employee well-being." Chinese Management Studies 12, no. 2 (2018): 469–84. http://dx.doi.org/10.1108/cms-07-2017-0211.

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Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is us

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Imran, Rabia, and Raghad Ezzeldin Aldaas. "Entrepreneurial leadership: a missing link between perceived organizational support and organizational performance." World Journal of Entrepreneurship, Management and Sustainable Development 16, no. 4 (2020): 377–88. http://dx.doi.org/10.1108/wjemsd-10-2019-0077.

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PurposeThe current research is aimed at exploring entrepreneurial leadership (EL) as a mediator in perceived organizational support (POS) and organizational performance (OP) relationship. Furthermore, it also examined the impact of POS and entrepreneurial leadership on the performance of an organization.Design/methodology/approachA purposively selected sample of 216 respondents from the SME sector of Oman was chosen for the study.FindingsThe results revealed that POS and entrepreneurial leadership positively and significantly have an effect on organizational performance. Moreover, the hypothes

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Lee, Jeong Won, and Chang-Wook Jeung. "Employee Status and the Consequences of Perceived Organizational Support." Journal of Personnel Psychology 17, no. 2 (2018): 75–82. http://dx.doi.org/10.1027/1866-5888/a000198.

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Abstract. Incorporating organizational support and status theory, this study examines whether employees’ status moderates both the relationship between perceived organizational support (POS) and affective organizational commitment (AOC) as well as POS-AOS-job performance relationships. Based on two studies using different types of status measures (i.e., objective and subjective), our findings demonstrate that both the POS-AOC relationship and the entire mediation process were moderated by employee status such that low-status employees showed a greater improvement in effects. This study represe

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Septiani, Marsella, and Sutarto Wijono. "Perceived Organizational Support (Pos) Dengan Kepuasan Kerja Selama Masa Pandemi Covid-19." Psikoborneo: Jurnal Ilmiah Psikologi 10, no. 3 (2022): 538. http://dx.doi.org/10.30872/psikoborneo.v10i3.8484.

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This study aims to determine the relationship between Perceived Organizational Support (POS) and Job Satisfaction (Job Satisfaction). This study used a quantitative approach and used the Quota Sampling technique with 100 respondents. The data collection method uses a 16-item Perceived Organizational Support Survey and a 36-item Job Satisfaction Survey. The data analysis technique uses the Spearman Rank correlation test. The results show that the value of the sig. (1-tailed) = 0.000 (<0.05) and the value of r = 0.819 and the value of R Square (r2) = 0.874 which explains that the contribution

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Soltani, Sheida, Naeimeh Elkhani, and Vahid Khatibi Bardsiri. "The Effects of Perceived Organizational Support and Organizational Citizenship Behaviors on Continuance Intention of Enterprise Resource Planning." International Journal of Enterprise Information Systems 10, no. 2 (2014): 81–102. http://dx.doi.org/10.4018/ijeis.2014040105.

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Although perceived organizational support (POS) and organizational citizenship behaviors (OCBs) have long received research attention, little is known of the effects of POS and OCBs in the IS usage context, specifically in the context of enterprise resource planning (ERP) continuance. In this study, the authors integrate three research streams, including POS, OCBs, and ERP continuance intention into one model in order to investigate whether POS and OCBs: altruism, conscientiousness, courtesy, civic virtue, and sportsmanship affect ERP users' continuance intention. Grounded on social exchange t

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Malik, Sania Zahra, Sadaf Zahra Kazmi, and Namra Nadeem. "The Effect of Perceived Organizational Support on Doctors’ Organizational Commitment in Pakistan." Lahore Journal of Business 4, no. 2 (2016): 73–92. http://dx.doi.org/10.35536/ljb.2016.v4.i2.a4.

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Maintaining employees’ commitment to their workplace is a major challenge faced by many organizations. This study examines the impact of perceived organizational support (POS) on different dimensions of organizational commitment among medical doctors working in healthcare organizations in Pakistan. It also compares the level of POS and organizational commitment between doctors working in the public and private sectors. Based on a 32-item questionnaire administered to a sample of 160 respondents working at two private and two public hospitals, we find a significant, positive relationship betwee

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Mardiyanti, Fitri, and Desi Rahmawati. "HUBUNGAN ANTARA KEADILAN ORGANISASI DAN PERSEPSI DUKUNGAN ORGANISASI DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) GURU DI SMP NEGERI SE-KECAMATAN DUREN SAWIT." Improvement: Jurnal Ilmiah untuk Peningkatan Mutu Manajemen Pendidikan 4, no. 2 (2017): 184–94. https://doi.org/10.21009/improvement.v4i2.10411.

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This research aims to determine whether there is a relationship between organizational justice and perceived organizational support (POS) with teacherâ€™s organizational citizenship behavior (OCB) on Junior High School in The Duren Sawit Sub District, Jakarta City. This research is quantitative with three variables there in, namely: (X) organizational justice and perceived organizational support (POS) as independent variables and (Y) organizational citizenship behavior (OCB) as the dependent variable. The research using survey method and analyzed data with correlation and regression. The resul

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Costa, Tiago, Henrique Duarte, and Ofelia A. Palermo. "Control mechanisms and perceived organizational support." Journal of Organizational Change Management 27, no. 3 (2014): 407–29. http://dx.doi.org/10.1108/jocm-11-2012-0187.

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Purpose – Taking into account the need to make a clearer distinction between traditional and new organizational controls, the purpose of this paper is to investigate similarities and differences between those two forms and explore the extent to which new forms of control can be operationalized from a quantitative point of view. Design/methodology/approach – Suggesting that new organizational controls can be understood also in light of quantitative paradigms, the paper develops and tests a scale to measure the existence of this type of controls, examine its construct validity and evaluate its c

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Caesens, Gaëtane, Géraldine Marique, and Florence Stinglhamber. "The Relationship Between Perceived Organizational Support and Affective Commitment." Journal of Personnel Psychology 13, no. 4 (2014): 167–73. http://dx.doi.org/10.1027/1866-5888/a000112.

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Two distinct perspectives have emerged in the literature to explain the relationship between perceived organizational support (POS) and affective commitment (AC): a social exchange perspective and, more recently, a social identity perspective. However, these views have never been considered together. Filling this gap, our study aims to examine the conjoint role of felt obligation (i.e., the social exchange perspective) and organizational identification (i.e., the social identity perspective) in the relationship between POS and AC. Based on two different samples, our results indicate that both

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Rerian Putri, Fidelia, and Dewi Anggraini. "Perceived Organizational Support dan Keterlibatan Kerja Pada Perawat Kontrak." Psychology Journal of Mental Health 2, no. 2 (2020): 13–23. http://dx.doi.org/10.32539/pjmh.v2i2.38.

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Penelitian ini memiliki tujuan untuk mengetahui hubungan perceived organizational support (POS) dengan keterlibatan kerja pada perawat kontrak di Rumah Sakit Umum (RSU) X, dengan hipotesis yaitu ada hubungan antara perceived organizational support (POS) dengan keterlibatan kerja pada perawat kontrak di RSU X. Perawat Kontrak di Rumah Sakit Umum X merupakan populasi dari penelitian ini dengan jumlah sampel 123 perawat. Teknik sampling yang digunakan dalam penelitian ini adalah non-probability sampling berupa sampling insidental. Proses pengukuran dalam penelitian ini menggunakan skala keterliba

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Kim, Mi-Na, Yang-Sook Yoo, Ok-Hee Cho, and Kyung-Hye Hwang. "Emotional Labor and Burnout of Public Health Nurses during the COVID-19 Pandemic: Mediating Effects of Perceived Health Status and Perceived Organizational Support." International Journal of Environmental Research and Public Health 19, no. 1 (2022): 549. http://dx.doi.org/10.3390/ijerph19010549.

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The purpose of this study was to identify the mediating effects of perceived health status (PHS) and perceived organizational support (POS) in the association between emotional labor and burnout in public health nurses (PHNs). The participants were 207 PHNs convenience sampled from 30 public health centers and offices in Jeju, Korea. Data regarding emotional labor, PHS, POS, and burnout were collected between February and March 2021 using a structured questionnaire. Collected data were analyzed by Pearson’s correlation coefficient and multiple regression analysis. Burnout of PHNs was positivel

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Caesens, Gaëtane, Florence Stinglhamber, and Marc Ohana. "Perceived organizational support and well-being: a weekly study." Journal of Managerial Psychology 31, no. 7 (2016): 1214–30. http://dx.doi.org/10.1108/jmp-01-2016-0002.

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Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose

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Afsar, Bilal, and Yuosre Badir. "Workplace spirituality, perceived organizational support and innovative work behavior." Journal of Workplace Learning 29, no. 2 (2017): 95–109. http://dx.doi.org/10.1108/jwl-11-2015-0086.

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Purpose Synthesizing theories of innovative work behavior, workplace spirituality and person-organization (P-O) fit, this paper aims to build and test a theoretical model linking workplace spirituality, perceived organizational support (POS) and innovative work behavior via P-O fit. This study examined the mediating effect of P-O fit on the relationship of workplace spirituality and POS with innovative work behavior (IWB). Design/methodology/approach A sample of 434 employees and 59 supervisors from five leading hotels of China was used for this study. Findings This study found that workplace

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Utomo, Hastho Joko Nur, Irwantoro Irwantoro, Supar Wasesa, Titik Purwati, Rasmulia Sembiring, and Agus Purwanto. "Investigating The Role of Innovative Work Behavior, Organizational Trust, Perceived Organizational Support: An Empirical Study on SMEs Performance." Journal of Law and Sustainable Development 11, no. 2 (2023): e417. http://dx.doi.org/10.55908/sdgs.v11i2.417.

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Objective: This study aims to analyze the relationship between perceived organizational support (POS) and organizational trust, analyze the relationship between innovative work behavior (IWB) and organizational trust, analyze the relationship between perceived organizational support (POS) and performance, and analyze the relationship between innovative work behavior (IWB) on performance, analyzing the relationship between organizational trust variables and performance.  Method: This type of research is associative research, namely research that aims to determine the relationship be

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Tan, Luen Peng, Ching Seng Yap, Yuen Onn Choong, Kum Lung Choe, Parisa Rungruang, and Zhen Li. "Ethical leadership, perceived organizational support and citizenship behaviors." Leadership & Organization Development Journal 40, no. 8 (2019): 877–97. http://dx.doi.org/10.1108/lodj-04-2019-0160.

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Purpose Utilizing organizational support theory, the purpose of this paper is to examine the mediation effect of perceived organizational support (POS) on the relationship between ethical leadership and citizenship behavior, and investigate the moderating effect of ethnic dissimilarity in the research model. Design/methodology/approach Using a self-administered questionnaire, data were collected from 294 academics of private universities in China, Malaysia and Thailand. The collected data were analyzed using partial least squares path modeling technique on R platform. Findings The study found

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Permana, Rizky. "Pengaruh Percieved Organizational Support terhadap Organizational Citizenship Behavior Dimediasi Job Satisfaction pada Tenaga Harian Lepas di Pusat Pelatihan Manajemen dan Kepemimpinan Pertanian Ciawi Bogor." Jurnal AgroSainTa: Widyaiswara Mandiri Membangun Bangsa 3, no. 2 (2020): 103–14. http://dx.doi.org/10.51589/ags.v3i2.19.

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Tujuan penelitian ini adalah untuk menganalisis pengaruh perceived organizational support(POS ) terhadap organizational citizenship behavior (OCB ) yang dimediasi oleh job satisfaction. Responden dalampenelitian ini adalah 68 Tenaga Harian Lepas Pusat Pelatihan Manajemendan Kepemimpinan Pertanian (PPMKP) Ciawi Bogor Untuk mengujihipotesis menggunakan Partial Least Square - Structural Equation Model(PLS-SEM) dengan bantuan Smart PLS 2.0. Hasil penelitian inimenunjukkan bahwa : 1) terdapat pengaruh positif perceived organizational supportterhadap organizational citizenship behavior dan2) job sat

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Nelson, Alden, Kenny Kenny, and Agustinus Setyawan. "The Impact of Perceived Organizational Support: The Moderating Role of Personality Traits." Dinasti International Journal of Education Management And Social Science 6, no. 2 (2024): 799–810. https://doi.org/10.38035/dijemss.v6i2.3692.

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An employee's attitude and behavior are significantly influenced by their experience working for a company. Employees will feel stressed in some situations and need to come up with ways to deal with the tension they will encounter. The purpose of this research is to know how perceived organizational support influence work meaningfulness, work engagement, and perceived stress, moderated by personality traits. In this research, primary data and secondary data are used, the primary data used is by distributing questionnaires to students who are already working. The research would be tested using

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Jehanzeb, Khawaja. "Does perceived organizational support and employee development influence organizational citizenship behavior?" European Journal of Training and Development 44, no. 6/7 (2020): 637–57. http://dx.doi.org/10.1108/ejtd-02-2020-0032.

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Purpose The purpose of this paper is to examine the relationship between perceived organizational support (POS), employee development and organizational citizenship behavior (OCB) while considering the moderating effect of person–organization (P–O) on this association. Design/methodology/approach Using a stratified sampling technique, the data was collected from 331 employees working in different bank branches located in five metropolitan cities of Pakistan. To test the hypotheses, the structural equation modeling technique was applied using AMOS 21.0. Findings The results of the study strongl

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Cipta, Hendhisca. "PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT (POS) DAN EFIKASI DIRI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR(OCB) PADA GURU SD SWASTA DI KECAMATAN JATIASIH KOTA BEKASI." Pedagogik : Jurnal Pendidikan Guru Sekolah Dasar 5, no. 2 (2018): 13–21. http://dx.doi.org/10.33558/pedagogik.v5i2.445.

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Objek dalam penelitian adalah untuk mengetahui pengaruh perceived organizational support (pos) dan efikasi diri terhadap organizational citizenship behavior (ocb). Penelitian ini menggunakan pendekatan kuantitatif. Penelitian ini dilaksanakan pada Sekolah Dasar (SD) Swasta di Kota Bekasi menggunakan metode penelitian survey dengan menggunakan analisis jalur untuk mengetahui adanya pengaruh antar variabel. Sampel diambil dengan menggunakan rumus Slovin dengan jumlah 62 guru. Kesimpulan dari penelitian: (1) Terdapat pengaruh langsung positif perceived organizational support (pos) terhadap organi

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Yazıcıoğlu, Firuze. "Shaping Organizational Change: The Impact of Organizational Support and Job Crafting." AYBU Business Journal 5, no. 1 (2025): 14–28. https://doi.org/10.61725/abj.1721385.

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This study investigates the mediating role of job crafting in the relationship between perceived organizational support (POS) and resistance to change (RTC) among employees in the Turkish private sector. Drawing upon Social Exchange Theory and Self-Regulation Theory, the research proposes that when employees perceive high levels of organizational support, they are more likely to engage in job crafting behaviors—specifically task, relational, and cognitive crafting—which in turn reduce their resistance to organizational change. Data were collected from 202 employees through validated survey ins

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Anomneze, Edith A., Dorothy I. Ugwu, Ibeawuchi K. Enwereuzor, and Leonard I. Ugwu. "Teachers’ Emotional Labour and Burnout: Does Perceived Organizational Support Matter?" Asian Social Science 12, no. 2 (2016): 9. http://dx.doi.org/10.5539/ass.v12n2p9.

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<p>The study investigated the moderating role of perceived organizational support on emotional labour–burnout relation among 323 secondary school teachers in Enugu State, Nigeria. Participants completed the Teacher Emotional Labor Scale (TELS), Survey of Perceived Organizational Support (SPOS), and Maslach Burnout Inventory (MBI). Results showed that surface acting, deep acting, and POS significantly predicted emotional exhaustion. Only deep acting and POS significantly predicted depersonalization whereas surface acting did not. Both the two-way interaction terms between surface acting a

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Ferdiansyah, Achmad, and Rini Safitri. "PENGARUH SELF EFFICACY DAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) 7, no. 2 (2023): 883–94. http://dx.doi.org/10.31955/mea.v7i2.3081.

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Penelitian ini bertujuan untuk mengetahui bagimana Self-efficacy dan Perceived Organizational Support dapat berpengaruh terhadap Organizational Citizenship Behavior. Optimalisasi SDM adalah salah satu strategi untuk memenangkan persaingan usaha. Maka dari itu OCB sangat penting untuk keberlangsungan perusahaan dalam menghadapi persaingan. Penelitian ini menggunakan pendekatan kuantitatif. Objek penelitian adalah BPRS Mitra Harmoni Malang. Pengumpulan data melalui penyebaran kuesioner dan diolah menggunakan Analisis Regresi Linier Berganda dengan bantuan software SPSS. Variabel yang akan diteli

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Sugiharjo, R. Joko, Eri Marlapa, Paijan Paijan, Rr Niken Purbasari, Ryani Dhyan Parasakti, and Mochamad Soelton. "Significant and substantial opportunities to improve distributive justice and perceived organizational support." International Journal of ADVANCED AND APPLIED SCIENCES 11, no. 6 (2024): 147–55. http://dx.doi.org/10.21833/ijaas.2024.06.016.

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The effectiveness of a company in achieving its objectives relies not only on technology, financial resources, and infrastructure but also on its human resources. This requires companies to operate in a more efficient, effective, and productive manner. In highly competitive environments, companies can ensure their survival by focusing on human resources management. This study aims to examine the impact of Distributive Justice (DJ) and Perceived Organizational Support (POS) on Organizational Citizenship Behavior (OCB), both directly and indirectly through Organizational Learning (OL), within di

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Törner, Marianne, Anders Pousette, Pernilla Larsman, and Sven Hemlin. "Coping With Paradoxical Demands Through an Organizational Climate of Perceived Organizational Support." Journal of Applied Behavioral Science 53, no. 1 (2016): 117–41. http://dx.doi.org/10.1177/0021886316671577.

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Organizational demands on productivity, innovations, and safety may seem paradoxical. How can the organization support employees to cope with such paradox? Based on organizational climate measures of safety, occupational health, innovativeness, and production effectiveness, we explored if a second-order organizational climate could be identified, that was associated with staff safety, health, innovations and team effectiveness, and if such a climate could be represented by an organizational climate of perceived organizational support (POS). Questionnaire data were collected from 137 workgroups

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Caesens, Gaëtane, Alexandre J. S. Morin, and Florence Stinglhamber. "Longitudinal trajectories of perceived organizational support: a growth mixture analysis." Journal of Managerial Psychology 35, no. 6 (2020): 481–95. http://dx.doi.org/10.1108/jmp-01-2020-0027.

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PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogen

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Anjesaya Melias Banta Sebayang and Endang Iryanti. "The Influence of Employee Discipline and Perceived Organizational Support on Organizational Commitment among Employees in the Population and Civil Registry Office Surabaya." Jurnal Ekonomi dan Pembangunan Indonesia 2, no. 4 (2024): 69–80. http://dx.doi.org/10.61132/jepi.v2i4.945.

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This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

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Luen-Peng Tan, Yuen-Onn Choong, and Kum-Lung Choe. "Does Anyone Care About Support Inside the University? The Mediating Role of Perceived Organisational Support." International Journal of Business and Society 21, no. 2 (2020): 824–36. http://dx.doi.org/10.33736/ijbs.3296.2020.

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Social exchange theory evokes the maximization of one’s personal interests or benefits when one is engaging in a relationship. The central tenant of social exchange theory focuses on the notion of reciprocity. Perceived organizational support (POS) should elicit the norm of reciprocity and employees would feel they are obligated to help organizations to achieve goals. The main objective of this study is to examine the mediating effect of POS between organizational justice and supervisory support with affective commitment. More precisely, five hypotheses were tested using a sample of 207 academ

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Stinglhamber, Florence, Marc Ohana, Gaëtane Caesens, and Maryline Meyer. "Perceived organizational support: the interactive role of coworkers’ perceptions and employees’ voice." Employee Relations: The International Journal 42, no. 1 (2020): 107–24. http://dx.doi.org/10.1108/er-05-2018-0137.

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Purpose The purpose of this paper is to investigate whether a focal employee’s perception of organizational support (POS) is shaped by the social context or, more specifically, by his/her coworkers’ POS. The authors further aim to identify the conditions under which coworkers’ POS may have more influence or, on the contrary, less or even no influence. Design/methodology/approach Data were obtained from questionnaires distributed among a sample of 195 employees and among their supervisors. Findings Coworkers’ levels of POS are positively related to the focal employee’s POS with positive consequ

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Rakin, Sadman Rana, and Masuma Binte Yousuf. "Determinants of Perceived Organizational Support and Employee Outcomes of Banking Industry in Bangladesh: An Antecedent-Focus-Outcome Model." Journal of Innovation in Business Studies 4, no. 1 (2014): 1–24. https://doi.org/10.63266/jibs/24040101.

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The objective of the current research is to see the influence of different factors as determinants as antecedents of perceived organizational support (POS) as well as employee’s organizational commitment and creative behaviour are the outcomes of POS. The study's data came from 308 front-line bank employees in Bangladesh. The study used a two-step process to examine the structural and measurement models. The findings of the study showed all four antecedents have a significant positive relationship with POS. On the other hand, employee organizational commitment and employee creativity were sign

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Philip, Lisa. "Perceived Organizational Support and Organizational Commitment among IT Employees." International Journal for Research in Applied Science and Engineering Technology 12, no. 4 (2024): 2685–92. http://dx.doi.org/10.22214/ijraset.2024.60460.

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Abstract: This study examines the relationship between Perceived Organizational Support (POS) and Organizational Commitment (OC) among IT employees in Bengaluru. The study was conducted on a sample population of 210 individuals who are IT employees in Bengaluru, using Perceived Organizational Support Scale and Organizational Commitment Scale. The research reveals a significant positive correlation between Perceived Organizational Support and Organizational Commitment, highlighting the crucial role of organizational support in fostering employee commitment. Regression analysis further confirms

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Sihag, Priyanka. "The Impact of Perceived Organizational Support on Employee Engagement." International Journal of Human Capital and Information Technology Professionals 12, no. 2 (2021): 35–52. http://dx.doi.org/10.4018/ijhcitp.2021040103.

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In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further an

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Aryatna, I. Putu Gede, Melisa Monica, and Nopriadi Saputra. "MEMOTRET PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN DIGITAL COMMUNICATION TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." SWATANTRA 21, no. 1 (2023): 57. http://dx.doi.org/10.24853/swatantra.21.1.57-71.

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This study aims to determine: the effect of Perceived Organizational Support on Organizational Citizenship Behavior, the influence of Digital Communication on Organizational Citizenship Behavior, the influence of Perceived Organizational Support and Digital Communication on Organizational Citizenship Behavior. This research was conducted on employees of PT. Tiga Saudara Priantama. This study uses multiple regression analysis to test the hypothesis with a sample of employees. Samples were taken as many as 400 respondents. The results show that there is a partial effect of Perceived Organization

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Khoirunisa, Laila, Muhammad Zakiy, Purbo Jadmiko, and Ardian Samsuddin. "Strengthening Employee Retention in Islamic Microfinance." Invest Journal of Sharia & Economic Law 5, no. 1 (2025): 22–43. https://doi.org/10.21154/invest.v5i1.10270.

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Human resources are an important aspect of an organization that cannot be separated from turnover problems. The high turnover rate remains a serious problem that organizations must minimize. One of the factors that can cause high turnover rates is the employee workload. Despite this, some factors can be highlighted to reduce turnover rates due to high workload, namely, perceived organizational support (POS) and continuance commitment. This study aimed to determine the effect of workload on turnover intention, with perceived organizational support (POS) and continuance commitment as moderating

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