https://leeds-faculty.colorado.edu/dahe7472/Journal%20of%20Management-2008-Ashforth-325-74.pdf

Identification in Organizations: An Examination of Four Fundamental Questions

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences.

/pdf/workplace-social-support-and-work-family-conflict-a-meta-22f14yo3kk.pdf

Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support

Although a flurry of meta-analyses summarized the justice literature at the turn of the millennium, interest in the topic has surged in the decade since. In particular, the past decade has witnessed the rise of social exchange theory as the dominant lens for examining reactions to justice, and the emergence of affect as a complementary lens for understanding such reactions. The purpose of this meta-analytic review was to test direct, mediating, and moderating hypotheses that were inspired by those 2 perspectives, to gauge their adequacy as theoretical guides for justice research. Drawing on a review of 493 independent samples, our findings revealed a number of insights that were not included in prior meta-analyses. With respect to social exchange theory, our results revealed that the significant relationships between justice and both task performance and citizenship behavior were mediated by indicators of social exchange quality (trust, organizational commitment, perceived organizational support, and leader‐member exchange), though such mediation was not apparent for counterproductive behavior. The strength of those relationships did not vary according to whether the focus of the justice matched the target of the performance behavior, contrary to popular assumptions in the literature, or according to whether justice was referenced to a specific event or a more general entity. With respect to affect, our results showed that justice‐performance relationships were mediated by positive and negative affect, with the relevant affect dimension varying across justice and performance variables. Our discussion of these findings focuses on the merit in integrating the social exchange and affect lenses in future research.

http://media.terry.uga.edu/socrates/publications/2013/05/ColquittScottRodellLongZapataConlonWesson2013.pdf

Justice at the millennium, a decade later: a meta-analytic test of social exchange and affect-based perspectives.

This paper reports on an investigation of the variables that may be predictive of intentions to leave a job, and tests a model that includes mediating variables. A total of 173 retail salespeople completed questionnaires measuring commitment to the organization for which they worked, job satisfaction, stress, supervisor support, locus of control, self‐esteem, the perceived stressors in the job and their intention to quit. Path analysis was used to test the relationships hypothesized in the model. The majority of hypotheses were supported, with the variables included accounting for 52 per cent of the variance in intention to quit. Emotional support from supervisors and self‐esteem mediated the impact of stressors on stress reactions, job satisfaction, commitment to the organization and intention to quit. It is suggested that to ameliorate intention to quit and in turn reduce turnover, managers need to actively monitor workloads, and the relationships between supervisors and subordinates in order to reduce and manage stress. Managers also need to monitor both the extrinsic and intrinsic sources of job satisfaction available to employees. These activities could assist in maintaining and increasing job satisfaction and commitment to the organization.

/pdf/how-can-managers-reduce-employee-intention-to-quit-2n26jofw35.pdf

How can managers reduce employee intention to quit

/pdf/unbending-gender-why-family-and-work-conflict-and-what-to-do-3quvxb3q7q.pdf

Unbending Gender: Why Family and Work Conflict and What To Do About It

Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non-partners in law firms.

/pdf/linking-employees-justice-perceptions-to-organizational-eest7ncz6n.pdf

Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in Western countries, while limited research has addressed this important topic in the Asian context. In this study, we examine the effects of several work role stressors (i.e. role ambiguity, role conflict, role overload and work-family conflict) on emotional exhaustion, job satisfaction and intentions to leave. Additionally, we test the mediating effects of emotional exhaustion and job satisfaction between the relationship of role stressors and intentions to leave. Data were collected from a sample of 887 professional clergy in Hong Kong. The results of regression analysis show that role stressors have a significant impact on both emotional exhaustion and job satisfaction, which in turn affect respondents' intentions to leave their organization.

/pdf/work-role-stressors-and-turnover-intentions-a-study-of-5fedesjsom.pdf

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

This article examines the relationship among perceived gender discrimination, organizational justice, and work-related attitudes (i.e., job satisfaction, organizational commitment, and intentions t...

/pdf/perceptions-of-discrimination-and-justice-are-there-gender-3xyoorjjst.pdf

Perceptions of Discrimination and Justice: Are there Gender Differences in Outcomes?

This study examined the direct and moderating effects of perceived organizational support (POS) and gender on the relationship between work stressors and work-family conflict for a sample of Hong Kong Chinese employees. As predicted, we found that POS is negatively related to both FWC (family-to-work conflict) and WFC (work-to-family conflict), and that work stressors (including role ambiguity, role conflict, and role overload) are positively related to FWC and WFC. Additionally, the positive relationship between role overload and WFC was found to be weaker when POS was high, suggesting that POS can offset the adverse impact of role overload.

/pdf/the-effects-of-work-stressors-perceived-organizational-4u162mrxkn.pdf

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and explored the moderating roles of gender and organizational tenure on these relationships. Informed by social identity theory, gender role theory, and organizational socialization theory, several hypotheses were developed and tested with a data set consisting of 309 salaried lawyers collected in Hong Kong. Regression analysis revealed that (1) professional identification had a significant positive effect on both job satisfaction and organizational commitment, (2) gender moderated the relationship between professional identification—job satisfaction and professional identification—organizational commitment, and (3) organizational tenure moderated the relationship between professional identification and job satisfaction as well as the relationship between professional identification and career satisfaction. Theoretical and practical implications are discussed.

Ngo Hang-Yue

Papers

Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Perceptions of Discrimination and Justice: Are there Gender Differences in Outcomes?

The Effects of Work Stressors, Perceived Organizational Support, and Gender on Work-Family Conflict in Hong Kong

The effect of professional identification on job attitudes: a study of lawyers in hong kong