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

doi:10.1016/J.EMJ.2013.08.004

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

Journal Article•DOI•

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

Yimo Shen¹, Todd Jackson¹, Cody Ding², Cody Ding¹, Denghua Yuan³, Lei Zhao, Yunlai Dou¹, Qinglin Zhang¹ - Show less +4 more•Institutions (3)

Southwest University¹, University of Missouri–St. Louis², Guangdong University of Foreign Studies³

01 Jun 2014-European Management Journal (Pergamon)-Vol. 32, Iss: 3, pp 406-412

TL;DR: Li et al. as discussed by the authors examined whether organizational identification mediates the effect of perceived organizational support on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB).

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About: This article is published in European Management Journal.The article was published on 2014-06-01. It has received 95 citations till now. The article focuses on the topics: Organizational identification & Organizational commitment.

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Journal Article•DOI•

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

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Vishal Gupta¹, Upasna A. Agarwal, Naresh Khatri²•Institutions (2)

Indian Institute of Management Ahmedabad¹, University of Missouri²

01 Nov 2016-Journal of Advanced Nursing

TL;DR: Perceived organizational support exerts its influence on work-related outcomes and 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 is highlighted.

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Abstract: 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.

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144 citations

Cites background from "Linking perceived organizational su..."

...…POS with engagement and organization citizenship behavior are well documented in the management literature (e.g., Rich et al. 2010, Agarwal 2014, Shen et al. 2014, Bolino et al. 2015), such efforts are limited in the healthcare context (Brunetto et al. 2013,Gillet et al. 2013, Shacklock et al.…...
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Journal Article•DOI•

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

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Owais Nazir, Jamid Ul Islam

20 Feb 2017

TL;DR: In this article, the authors examined the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education and found that perceived support has a positive influence on employee performance.

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Abstract: 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.

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139 citations

Journal Article•DOI•

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

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Osman M. Karatepe¹, Mehmet Aga²•Institutions (2)

Eastern Mediterranean University¹, Cyprus International University²

29 Apr 2016-International Journal of Bank Marketing

TL;DR: In this paper, a conceptual model that links organization mission fulfillment (OMF) and perceived organizational support (POS) to job performance (JP) via work engagement (WE) was proposed.

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Abstract: 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...

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83 citations

Journal Article•DOI•

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

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Bilal Afsar¹, Yuosre F. Badir²•Institutions (2)

Hazara University¹, Asian Institute of Technology²

19 Apr 2016-Journal of Human Resources in Hospitality & Tourism

TL;DR: In this article, the authors examined 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 support on the relationship between personorganization fits and organizational citizenship behaviour.

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Abstract: 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...

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79 citations

Cites background from "Linking perceived organizational su..."

...Recent literature reviews on POS (Jain, Giga & Cooper, 2013; Shen et al., 2014) and OCB (Organ, Podsakoff, & MacKenzie, 2006; Paill e, Bourdeau & Galois, 2010) concur regarding the positive link between the two concepts....
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Journal Article•DOI•

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

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Serdar Çöp, Uju Violet Alola¹, Andrew Adewale Alola¹•Institutions (1)

South Ural State University¹

01 Dec 2020-Business Strategy and The Environment

TL;DR: In this article, the mediating effect of perceived behavioral control in the organization and the environment was analyzed using AMOS statistical version 20 with 306 employees working in four and five-star hotels in Istanbul.

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Abstract: 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.

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76 citations

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References

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Open Access

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Journal Article•DOI•

The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.

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Reuben M. Baron, David A. Kenny

01 Dec 1986-Journal of Personality and Social Psychology

TL;DR: This article seeks to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating the many ways in which moderators and mediators differ, and delineates the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena.

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Abstract: In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.

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80,095 citations

"Linking perceived organizational su..." refers methods in this paper

...To test the mediation model, we followed Baron and Kenny’s three-step procedure (Baron & Kenny, 1986)....
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...To test the mediation model, we followed Baron and Kenny’s three-step procedure (Baron & Kenny, 1986). First, independent variables should be significantly related to mediating variables. Second, independent variables should be related to dependent variables. Third, mediating variables should be related to dependent variables after effects of independent variables are controlled for in the model. If the unstandardized beta weights of the independent variables are still significant in the last step, partial mediation is present. If the unstandardized beta weights of the independent variables are not significant, full mediation is present. However, because Baron and Kenny’s (1986) method suffers from low statistical power in most situations (MacKinnon, Lockwood, Hoffman, West, & Sheets, 2002), we followed recommendations of MacKinnon et al. (2002) who compared 14 methods of assessing mediation effects and concluded the Sobel test (and its variants) are superior in terms of power and intuitive appeal (Preacher & Hayes, 2004)....
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...To test the mediation model, we followed Baron and Kenny’s three-step procedure (Baron & Kenny, 1986). First, independent variables should be significantly related to mediating variables. Second, independent variables should be related to dependent variables. Third, mediating variables should be related to dependent variables after effects of independent variables are controlled for in the model. If the unstandardized beta weights of the independent variables are still significant in the last step, partial mediation is present. If the unstandardized beta weights of the independent variables are not significant, full mediation is present. However, because Baron and Kenny’s (1986) method suffers from low statistical power in most situations (MacKinnon, Lockwood, Hoffman, West, & Sheets, 2002), we followed recommendations of MacKinnon et al. (2002) who compared 14 methods of assessing mediation effects and concluded the Sobel test (and its variants) are superior in terms of power and intuitive appeal (Preacher & Hayes, 2004). Consequently, to evaluate whether mediation was significant, the Sobel test with 95% confidence interval (95% CI) (Sobel, 1982) was conducted using the bootstrapping procedure outlined by Preacher and Hayes (2004). As argued by Preacher and Hayes, bootstrapping is advantageous for two reasons....
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...Aside from following Baron and Kenny (1986), we conducted the Sobel test using the bootstrapping procedure outlined by...
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...Aside from following Baron and Kenny (1986), we conducted the Sobel test using the bootstrapping procedure outlined by Independent variables Model 1: OID Model 2: turnover intention Model 3: work performance Model 4:OCBI Model 5:OCBO Step 1 Step 2 Step 1 Step 2 Step 3 Step 1 Step 2 Step 3 Step 1…...
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Book•

Exchange and Power in Social Life

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Peter M. Blau

01 Jan 1964

TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.

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Abstract: In his landmark study of exchange and power in social life, Peter M. Blau contributes to an understanding of social structure by analyzing the social processes that govern the relations between individuals and groups. The basic question that Blau considers is: How does social life become organized into increasingly complex structures of associations among humans. This analysis, first published in 1964, represents a pioneering contribution to the sociological literature. Blau uses concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones. The principles of reciprocity and imbalance are used to derive such processes as power, changes in group structure; and the two major forces that govern the dynamics of complex social structures: the legitimization of organizing authority of increasing scope and the emergence of oppositions along different lines producing conflict and change.

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16,278 citations

Journal Article•DOI•

SPSS and SAS procedures for estimating indirect effects in simple mediation models.

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Kristopher J. Preacher¹, Andrew F. Hayes²•Institutions (2)

University of North Carolina at Chapel Hill¹, Ohio State University²

01 Nov 2004-Behavior Research Methods Instruments & Computers

TL;DR: It is argued the importance of directly testing the significance of indirect effects and provided SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals to enhance the frequency of formal mediation tests in the psychology literature.

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Abstract: Researchers often conduct mediation analysis in order to indirectly assess the effect of a proposed cause on some outcome through a proposed mediator. The utility of mediation analysis stems from its ability to go beyond the merely descriptive to a more functional understanding of the relationships among variables. A necessary component of mediation is a statistically and practically significant indirect effect. Although mediation hypotheses are frequently explored in psychological research, formal significance tests of indirect effects are rarely conducted. After a brief overview of mediation, we argue the importance of directly testing the significance of indirect effects and provide SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals, as well as the traditional approach advocated by Baron and Kenny (1986). We hope that this discussion and the macros will enhance the frequency of formal mediation tests in the psychology literature. Electronic copies of these macros may be downloaded from the Psychonomic Society's Web archive at www.psychonomic.org/archive/.

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15,041 citations

"Linking perceived organizational su..." refers methods in this paper

...…(MacKinnon, Lockwood, Hoffman, West, & Sheets, 2002), we followed recommendations of MacKinnon et al. (2002) who compared 14 methods of assessing mediation effects and concluded the Sobel test (and its variants) are superior in terms of power and intuitive appeal (Preacher & Hayes, 2004)....
[...]
...Consequently, to evaluate whether mediation was significant, the Sobel test with 95% confidence interval (95% CI) (Sobel, 1982) was conducted using the bootstrapping procedure outlined by Preacher and Hayes (2004)....
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...Preacher and Hayes (2004)....
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Book Chapter•DOI•

The social identity theory of intergroup behavior

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Henri Tajfel¹, John C. Turner²•Institutions (2)

University of Bristol¹, Macquarie University²

09 Jan 2004

TL;DR: A theory of intergroup conflict and some preliminary data relating to the theory is presented in this article. But the analysis is limited to the case where the salient dimensions of the intergroup differentiation are those involving scarce resources.

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Abstract: This chapter presents an outline of a theory of intergroup conflict and some preliminary data relating to the theory. Much of the work on the social psychology of intergroup relations has focused on patterns of individual prejudices and discrimination and on the motivational sequences of interpersonal interaction. The intensity of explicit intergroup conflicts of interests is closely related in human cultures to the degree of opprobrium attached to the notion of "renegade" or "traitor." The basic and highly reliable finding is that the trivial, ad hoc intergroup categorization leads to in-group favoritism and discrimination against the out-group. Many orthodox definitions of "social groups" are unduly restrictive when applied to the context of intergroup relations. The equation of social competition and intergroup conflict rests on the assumptions concerning an "ideal type" of social stratification in which the salient dimensions of intergroup differentiation are those involving scarce resources.

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14,812 citations

"Linking perceived organizational su..." refers background in this paper

...According to social identity theory, to enhance their self-esteem, individuals would classify themselves and others into different categories to define themselves in given environments, and tend to identify with groups that are perceived positively (Tajfel & Turner, 1985)....
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...For instance, the social identity mediation hypothesis put forward by Tyler and Blader (2003) contends that organizational treatment (e....
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Journal Article•DOI•

Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models

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Michael E. Sobel

01 Jan 1982-Sociological Methodology

TL;DR: For comments on an earlier draft of this chapter and for detailed advice I am indebted to Robert M. Hauser, Halliman H. Winsborough, Toni Richards, several anonymous reviewers, and the editor of this volume as discussed by the authors.

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Abstract: For comments on an earlier draft of this chapter and for detailed advice I am indebted to Robert M. Hauser, Halliman H. Winsborough, and Toni Richards, several anonymous reviewers, and the editor of this volume. I also wish to thank John Raisian, Nancy Rytina, and Barbara Mann for their comments and Mark Wilson for able research assistance. The opinions expressed here are the sole responsibility of the author.

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11,160 citations

"Linking perceived organizational su..." refers methods in this paper

...Consequently, to evaluate whether mediation was significant, the Sobel test with 95% confidence interval (95% CI) (Sobel, 1982) was conducted using the bootstrapping procedure outlined by Preacher and Hayes (2004)....
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