The Role of Perceived Organizational Support as a Moderator in the Perceived Organizational Politics-Job Outcomes Relationship (original) (raw)
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Perceptions of organizational politics and political behavior are common and conventional phenomena in every organization and can affect the outcome of the job. Considering the significance of satisfaction, performance and stress structures in the workplace, the present study aim was assessment the mediating effect of Perceived Organizational Support (POS) on Relationship between politics perceptions with work outcomes (stress, job satisfaction and job performance). A sample consisting of 250 employees welfare was chosen using random simple sampling and Morgan Table. The present study was based on the practical purpose and descriptive method. The data were gathered through Ferris and Kacmar standard questionnaires of politics perceptions, Brayfield and Roths job satisfaction, Paterson job performance, House and Rizzo stress and Eisenberger and et al perceived support. The results showed that organizational politics perceptions bear a positive and significant relationship with job st...
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International Journal of Research, 2016
Perceived organization support (POS) has greater influence in employees’ job satisfaction. The purpose of the present study is to address the impacts of POS on job satisfaction of the employees of Malaysian private Telecommunication companies. Two antecedents of POS such as organizational rewards and job conditions were proposed to enhance employees’ perception of the supports of their organizations. POS and job satisfaction variables were proposed as the intervening and outcome variables respectively. The data of this study have beencollected from a group of employees in the telecommunication Malaysian industry through questionnaire survey. The data were analyzed using SPSS. The findings revealed that POS antecedents includingorganizational rewards and job conditions have significant relationship with POS. Likewise; this study suggested that POS can improvethe employees’ job satisfaction by presenting a significant relationship between POS and job satisfaction.
Organizational Politics and Job Outcomes: The Moderating Effect of Trust and Social Support
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We propose a model for examining the moderating effect of trust and social support on the relationship between organizational politics and job outcomes. The model was tested empirically using data collected among 142 academics in one of Israel's major research universities. Findings based on interaction effects support the hypothesis that trust and social support are good moderators of the relationship between perceived organizational politics (POPs) and several job outcomes (i.e., job satisfaction, organizational commitment, stress, burnout). In other words, the potentially negative aftermaths of POPs can be controlled and reduced when trust and social support dominate the intra-organizational climate. Theoretical and practical implications of the findings, as well as recommendations for future studies, are suggested.j asp_683 2829..2861
The Influence of Perceived Organizational Support on Employees’ Job Performance
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Perceived organization support studies on employees had been conducted in different international environment, but POS research in Malaysia is scanty. In Malaysian context, a number of studies found relationship between POS and organizational commitment. Therefore, the purpose of this study is to address this gap by examining the relationship between POS antecedents (organizational justice, organizational rewards and job conditions), POS and job performance. The data of this study have been collected from a group of academic and support staff in the faculty of electrical and electronic engineering of University Tun Hussein Onn Malaysian through questionnaire survey. The data were analyzed using SPSS. The findings reveal that POS antecedents including organizational justice and job condition have significant relationship with POS. Likewise; this study suggests that POS can improve the staff’s job performance by presenting a significant relationship between POS and job performance. Ho...
The Effect of Perceived Organizational Support and Job Satisfaction
Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018), 2019
Construction industries are exposed to a high competition. Such situation could affect the emloyees since organization also increase their demand in terms of long working hours, high workload, high quality standard, and lack of job security. Facing this challenges some employees might feel less satisfied and tend to come out with quick response to leave the organization. This paper aims to explore the turnover intention in constrcution industry. A questionnaire is used to collect data from 110 employees. The results reveal that most respondents perceived good support from organization and fel satisfy. While they have low intention to leave. The perceived organizational support positively affect turnover intention and job satisfaction mediated the relation. This study using small sample size which means any generalisations should be done carefully. Meanwhile, the cross-sectional approach only highlight the existence of relationships between variables but it didnot discuss their exact...
Does Perceived Organizational Support Matter? Sequential Mediation Analysis of Job Satisfaction
Zenodo (CERN European Organization for Nuclear Research), 2023
In a challenging environment and current global scenario, satisfied employees play a vital role in the progress and strengthening of institutions. Further, it is very important to recognize the influence of perceived organizational support on the job satisfaction of employees in higher education institutions which have a direct impact on the development of human capital in a country. Therefore, this paper aims to investigate the impact of perceived organizational support on job satisfaction via extrinsic and intrinsic motivation by developing a cross-sectional research design. A self-administrative questionnaire survey method was used for data collection from 429 employees of three public sector universities located in Lahore, Punjab, Pakistan. The results of regression analysis show that perceived organizational support has a significant positive effect on the job satisfaction of employees in higher education institutions. Further, the findings of the study support that extrinsic motivation and intrinsic motivation of employees have a sequential mediation effect on the relationship between perceived organizational support and job satisfaction. The findings of the study suggest that for the job satisfaction of employees supervisory support and procedural justice should be emphasized in higher educational institutions. Moreover, employees' extrinsic and intrinsic motivation should not be ignored as it is proved as a prerequisite for operationalizing the effect of perceived organizational support on the employees' satisfaction.
Many of the researches and practices of Human Resource Development (HRD) draws directly on an organizational behavior, aiming to explain how people within an organization runs the management structure as well as what are the essences that combines together as the elements driving the organization forward. Recognizing the contextual nature of organizational politics is not a new idea. Hence, this study is aimed to inspect the organizational politics as a negative impact on the level of job satisfaction among firstlined customer contact employees, particularly in the aviation industry. This study provides the literature review to support if the perceived supervisor support (PSS) helps weakening the negative relationship state of organizational politics and job satisfaction.
Job Related Outcomes in Relation to Perceived Organizational Politics
2015
The present research was designed to study the association of perceived organizational politics with job related outcomes including organizational commitment, job satisfaction and turnover intentions through correlational research design. For this purpose, 353 university teachers were selected. Scales for data collection were used with the permission of authors. For measuring Perceived Organizational Politics, Perception of Organizational Politics Scale by Kacmar and Carlson (1997) was used; Organizational Commitment Questionnaire by Mowday et al. (1979) was used to measure organizational commitment; Job Satisfaction and Turnover Intentions were measured with Generic Job Satisfaction Scale by Macdonald and Maclntyre (1997) and The Turnover Intention Scale by Cammann et al. (1979) respectively. For this purpose, a hypothetical model was constructed and tested. Results of the research revealed that perceived organizational politics predicted turnover intentions positively but negative...
Impact of Perceived Organizational Support on Job Satisfaction: A Sequential Mediation
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Current study investigates importance of POS and its related benefits on JS with sequential medication. Data is collected from three government universities of Lahore, Punjab, Pakistan. Total respondents were 429 from three public sector universities. Results of study demonstrated constructive and significant impact on JS (job satisfaction). Sequential mediation of IM and EM has also been tested. Results showed positive and significant impact of IM & EM in the relationship. Time horizon which was used is cross sectional, with sampling technique of stratified random sampling. To collect data, questionnaire survey (self-administrated) was used among the employees of three public sector universities. To analyses data, SPSS & Process by Hayes was used. In analysis descriptive tests like reliability, frequencies, mean, SD, correlation, and statistical technique for hypothesis testing, mediation analysis used. This study contributed to existing literature of POS and adds value to existin...
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Even though copious studies have shown that a relationship exists between role conflict and the intention to stay on the job, the mechanisms that curb the relationship between role conflict and intention to stay have not often been explored. This study examined the moderating role of organizational support on the nexus between the components of role conflict and the intention to stay in the organization. Two hundred and eighty-seven (n=287) public sector employees were selected using the cross-sectional survey design for the study. Data was gathered using the Role Conflict Scale, Perceived Organizational Support Scale, and the Intentions to Stay Inventory. Multiple regression was used in analyzing the data. Findings indicated that a significantly negative relationship exists between the two components of role conflict (inter-role and intra-role) and the intentions to stay in the organization. There was a positive nexus between perceived organizational support and the intentions to s...