Aim
This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships.

Background
Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment.

Design
Data were collected via a self-reported survey instrument.

Methods
A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013–2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model.

Results
Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support–work outcome relationships adversely.

Conclusion
The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses.

The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

Purpose




The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education.




Design/methodology/approach




Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data.




Findings




The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement.




Practical implications




The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India.




Originality/value




The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

Enhancing organizational commitment and employee performance through employee engagement: An empirical check

Purpose – Drawing from Bagozzi’s (1992) reformulation of attitude theory, the purpose of this paper is to propose and test a conceptual model that links organization mission fulfillment (OMF) and perceived organizational support (POS) to job performance (JP) via work engagement (WE). Design/methodology/approach – Data gathered from frontline bank employees with a time lag of two weeks and their supervisors in Northern Cyprus were utilized to test the aforementioned relationships. Findings – The results from structural equation modeling suggest that OMF and POS foster WE. WE in turn stimulates employees’ JP. In short, WE fully mediates the effects of OMF and POS on JP. Research limitations/implications – Incorporating creative performance into the conceptual model would shed further light on WE as a mediator of the effects of OMF and POS on various performance outcomes. Gathering data from frontline bank employees in similar islands would allow conducting a cross-national study. Practical implications – Ma...

The effects of organization mission fulfillment and perceived organizational support on job performance: The mediating role of work engagement

This research examines the moderating effects of job embeddedness on organizational citizenship behavior through both person–organization fit and perceived organizational support as well as the mediating effect of perceived organizational support on the relationship between person–organization fit and organizational citizenship behavior. Using a sample of 673 hotel employees and 131 managers, it was found that perceived organizational support mediated the relationship between person–organization fit and organizational citizenship behavior. The results also showed that the relationship between person–organization fit and organizational citizenship behavior, and the relationship between perceived organizational support and organizational citizenship behavior were stronger among employees who were more embedded into their jobs. The results revealed that hotels in China that strive for organizational citizenship behavior should focus primarily on perceived organizational support and person–organizatio...

Person–organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness

By employing a more comprehensive environmental sustainability and behavioral practices and framework, organizations' green human resources, production process among other processes, are also situated at addressing the rising challenge of global warming. To an extent, the gear toward improving the sustainable organization or production entails the environmental sustainability practices, green initiatives, and environmentally friendlier methods against the business‐as‐usual and the traditional patterns. In so doing, the current study is aimed at examining the effect of green training on organizational citizenship behavior and environmental commitment via the mediating role of perceived behavioral control. By applying the theory of planned behavior, this paper also tests the mediating effect of perceived behavioral control in the organization and the environment. Data from 306 employees working in four and five‐star hotels in Istanbul were analyzed using AMOS statistical version 20. The result revealed that green training positively affects environmental commitment and organizational behavior and that perceived behavioral control fully mediates the link. In essence, the investigation equally revealed that it is important to engage employees in environmental sustainability training and related information, especially in compliance with the global drive for the Sustainable Development Goals. The findings and implications of the study are further revealed to serve effective policy tools to organizations, governance, and other stakeholders.

Perceived behavioral control as a mediator of hotels' green training, environmental commitment, and organizational citizenship behavior: A sustainable environmental practice

Lei Zhao

Papers

Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator