The Mediating Role of Perceived Organizational Support in the Impact of Work Engagement on Job Performance (original) (raw)
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European Journal of Business and Management Research
Employee performance at the company will be maximized if employees feel safe and are not always worried about losing their jobs in the near future. The purpose of this study was to determine whether job insecurity has an effect on job performance with Islamic work ethics and employee engagement as mediating variables. This type of research is quantitative, the research population is permanent employees in 5 main branch offices of Bank Muamalat, West Jakarta area with a sample size of 186 respondents. The sampling method uses a saturated sample. Collecting data using a survey method with a questionnaire instrument. The data analysis method used the structural equation model-partial least square (SEM-PLS). The results of this study prove that job insecurity does not have a significant effect on job performance, job insecurity has a positive and significant effect on Islamic work ethics, Islamic work ethics have a positive and significant effect on job performance, job insecurity has a...
Kardan journal of economics and management sciences, 2020
Building upon the integration of both social exchange and organizational support theories, the present study was aimed at investigating the role of perceived organizational support as a predictor of employee engagement and organizational citizenship behaviors. This study further examined the mediating role of employee engagement in the relationship between the perceived organizational support (POS) and organizational citizenship behavior (OCB) in the context of the banking sector of Afghanistan. Through a survey instrument, data were collected from 192 frontline employees of Kabul based commercial banks. Partial least squares structural equation modeling (PLS-SEM) was applied to test the study hypotheses using Smart-PLS 3. The study underlined the significant positive effect of POS on both EE and OCB constructs. Moreover, this study also confirmed the mediating role of EE on the relationship between POS and OCB. The paper concluded that when employees perceive that their contributions are valued, and the organization ensures their well-being, they offer positive attitudes toward their organization and their work roles are enhanced (working engagement), leading to OCB. The limitations and recommendations for future research are also included.
Journal of Applied Psychology, 2014
Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.
research paper , 2023
Introduction: With the ever-increasing competition in the changing business environment, it is imperative for organizations to focus on improving employees' job performance. Organizations must comprehend the critical relevance of favourable workplace interactions. People must be acknowledged as intrinsic reservoirs of human capital as it improves focus on organizational objectives and performance while reducing absenteeism and attrition. Objectives: The present study explores the Organization Support theory (OST) which analyses how Perceived Organizational Support (POS) affects performance while considering the role of organizational citizenship behaviour (OCB) in the IT industry. As nowadays IT industry faces a dual challenge: limited resources on the one hand, and a need for highly skilled people on the other along with external ambiguity exacerbating the problems. This cumulates the need for effective HR practices to become a competitive force in the IT industry. Methods: A descriptive research study is conducted to apply univariate and bivariate statistical analysis techniques to validate research objectives. A modified version of the standardised scales for POS, OCB and job performance was adopted for data collection of 380 IT employees. Responses were collected on 5-point Likert scale. SPSS and AMOS were the tools employed for the course of the evaluation. Results: A significant correlation exists between POS and job performance. Results reveal that OCB partially mediates between variables. It was observed that workplace productivity is linked to POS, but it is significantly diminished in the presence of OCB. The findings provide evidence that by optimising POS, which fosters civic engagement among employees, job performance can be boosted. Conclusions: The current research validates that job performance of the employees reinforced through perceived organizational support and organizational citizenship behavior has mediating impact on this relationship. It is found that employee friendly organizational strategies necessitate a paradigm shift by transforming the organizational environment which encourages employees to display optimistic and assertive behavior towards their workmates and management beyond their current employment responsibilities. HR professionals, supervisors and managers are required to follow employee friendly organizational strategies to optimise perceived organizational support to upsurge citizenship behavior, consequently enhancing employee performance.
2018
Based on the premise of organizational support theory this study investigates the relationship between perceived organizational support and citizenship behavior of employees. The study offers a novel explanation by testing the sequential mediation through well-being and work engagement. Data was collected from 273 employees from diverging service organizations working in Lahore and its nearby cities. Results of the study revealed that POS has a direct bearing on citizenship behavior, but sequential mediation relation is not proved. Though the findings are against the hypothesized relations, but can still offer new theoretical directions and implications for practices. Limitations and future directions are also given at the end.
International Journal of Asian Business and Information Management
Human resources have had a strategic role in both sustainable and competitive business since it is inimitable element of business. The purpose of this research is to investigation the impact of employee engagement (independent variable) on job insecurity (dependent variable) and then moderating role of psychological empowerment of employees in oil and gas sector. These variables have the key significance for their employees and betterment of the organizations. It is a qualitative research, field study through survey methodology, 100 employees of 11 multinational oil and gas companies participated in the study from Pakistan. Cronbach alpha, Pearson correlation coefficient and hierarchal regression were used for various analyzes of this study. The findings of the research revealed that employee engagement is significant for reducing feelings of insecurity in a job, meanwhile if they are empowered psychologically, their commitment and loyalty is increased many times. Findings of this s...
The Role of Perceived Organizational Support in Job Insecurity and Performance
Revista de Administração de Empresas, 2018
In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.
Mediating Role of Employee Engagement Between Perceived Organizational Support and Job Performance
IJBMS, 2024
The study was conducted to check the effect of perceived organization support on job performance, a mediating role of employee engagement. The study was carried out in the higher education sector of Pakistan. The study has used quantitative approach for the whole research processes. The faculty working in the University of Peshawar was taken into the unit of analysis and data collection. By using the sampling method of Krejice & Morgan (1970), 252 faculty members were included for the data collection. Closed ended questionnaire was used for the data collection. Prior permission was taken before meeting the faculty member and questionnaire was delivered them in the meeting after discussing the objectives. The filled questionnaires were taken back after some times. The results of reliability statistics recommended that the variables were reliable for the data collection. The regression result confirms that perceived organization support has significant effect on the job performance and employee engagement has significant mediating role between the perceived organization support and job performance.
Journal of Economics, Finance And Management Studies
This research is aimed to assess whether organizational citizenship behavior variables can become a mediator for the correlation between perceived organizational support and employee engagement and employee performance. On the other hand, this research also has a purpose to acknowledge the effect of perceived organizational support and employee engagement on employee performance. This research was conducted at the Regional Secretariat in Demak Regency, Central Java Province, Indonesia. The number of samples was 107 respondents. Sampling technique used non random sampling. Data analysis used Path analysis with SPSS ver.25. Analysis results revealed that perceived organizational support and employee engagement has a positive and significant effect on employee performance. Moreover, organizational citizenship behavior has been proven to become a mediating variable of the correlation between perceived organizational support and employee engagement and employee performance. This research...