The Role of Perceived Organizational Support and Career Opportunities as Moderators of the Relationship between Work Engagement and Job Satisfaction

2012 ◽  
Author(s):  
Farideh Forootan
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Career Opportunities ◽  
The Relationship

The effects of perceived organizational support and job satisfaction on transfer of training

2015 ◽  
Vol 44 (2) ◽  
pp. 236-254 ◽  
Author(s):  
Abdul Rahim Zumrah ◽  
Stephen Boyle
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Transfer Of Training ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
To Receive ◽  
The Relationship

Purpose – The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training. Design/methodology/approach – The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling. Findings – The findings reveal that job satisfaction mediates the relationship between POS and transfer of training. Originality/value – This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is an important finding that has not been empirically determined previously, particularly in the transfer of training literature. The findings show that job satisfaction plays an essential role as a mediator in the relationship between POS and transfer of training.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

The moderating role of perceived organizational support on the relationship between emotional labor and job-related outcomes

2015 ◽  
Vol 53 (3) ◽  
pp. 605-624 ◽  
Author(s):  
Won-Moo Hur ◽  
Su-Jin Han ◽  
Jeong-Ju Yoo ◽  
Tae Won Moon
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Emotional Labor ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Surface Acting ◽  
Deep Acting ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance through job satisfaction. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and job-related outcomes (i.e. job satisfaction and job performance). Design/methodology/approach – Structural equation modeling analysis provided support for the hypotheses from a sample of 309 South Korean department store sales employees. Findings – The results revealed that surface acting had a negative effect, whereas deep acting had a positive effect on job satisfaction. In addition, the relationship between emotional labor strategies (i.e. surface acting and deep acting) and job performance was significantly mediated by job satisfaction. Finally, POS significantly moderated the relationship between surface acting and job satisfaction, as well as the relationship between deep acting and job performance. Originality/value – The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on organizational outcomes (i.e. job satisfaction and job performance), especially in a collectivist society (i.e. South Korea). In addition, this study also confirmed the important role of POS based on the norm of reciprocity between an organization and its members.

scholarly journals Linking Organizational Identification to Job Embeddedness in Indian Context: Role of Job Satisfaction and Perceived Organizational Support

2015 ◽  
Vol 10 (12) ◽  
pp. 258
Author(s):  
Sumit Kumar Ghosh
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Organizational Identification ◽  
Employee Turnover ◽  
Perceived Organizational Support ◽  
Job Embeddedness ◽  
Indian Context ◽  
Survey Responses ◽  
The Relationship

<p>The study was undertaken to link organizational identification with job embeddedness in Indian context. Literature review suggested that though there is a case for linking these two variables there are hardly any study which has empirically tried to explore this relationship particularly in Indian context. For addressing this gap in the literature, a survey was conducted using established scales. In all 325 usable survey responses from executives working in various sectors in India were analyzed using regression analysis. The results show that organizational identification and job embeddedness are strongly related. However, hypotheses stating that the perceived organizational support and job satisfaction will accentuate this relationship were not supported. These findings along with the finding that organizational identification and job embeddedness are strongly related, throws up a few implications for the practicing managers. Overall this study attempts to contribute to the literature by empirically examining the relationship between organizational identification and job embeddedness as the existing literature on this relationship is scant. Moreover, the context of the study being India, the findings of the study will contribute to the implications for practicing managers in India for arresting employee turnover.</p>

scholarly journals Job Satisfaction and Commitment at the Workplace. Perceived Organizational Support as a Moderator

2020 ◽  
Vol 11 (1) ◽  
pp. 17-23
Author(s):  
Alia Ioniță
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Moderating Effect ◽  
Job Commitment ◽  
Significant Positive Relationship ◽  
The Relationship ◽  
Moderating Role

This paper has as main purposes the examination of the moderating role of the perceived organizational support in the relation of job satisfaction with job commitment for all participants, respectively, for the group consists of intens and volunteers. Sample has 157 participants aged between 20 and 68 (M=30.52, SD=10.14), both men (28%) and women (72%). The moderating effect is statistically significant on the relationship mentioned above only for the group of interns and volunteers, but not at a global or vocational level. Also, a significant positive relationship is observed between satisfaction and commitment. In addition, there is a stronger link between job satisfaction and continued type for non-vocational jobs than vocational ones.

scholarly journals The mediating role of work engagement in the relationship between perceived organizational support and turnover intention – with an application to healthcare employees in Erzincan province of Turkey

2021 ◽  
Vol 34 (2) ◽  
pp. 291-306
Author(s):  
Murat Bas ◽  
Orhan Çınar
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Healthcare Sector ◽  
Survey Method ◽  
Mediating Role ◽  
Negative Effect ◽  
The Relationship

Purpose: The main purpose of this study is to investigate the mediating role of work engagement (WE) in the relationship between perceived organizational support (POS) and turnover intention (TI). Methodology: In this context, to test the model and hypotheses, research data were collected using a survey method from 427 public employees working in the healthcare sector in Erzincan province of Turkey. The data were analyzed using SPSS and AMOS programs. Results: As a result of the analyses, it was found that perceived organizational support has a positive effect on work engagement and a negative effect on turnover intention, and work engagement and turnover intention variables are negatively correlated. It was also concluded that there was a partial mediating role of work engagement in the relationship between perceived organizational support and turnover intention. Conclusion: In this study, it was determined that WE has a partial intermediary role in the relationship between POS and TI. According to these findings, the support provided to the employee by the organization reduces employee intention to quit. In this context, when organizational management implements practices that will ensure employee commitment in addition to supporting employees and creating this perception, it can further reduce the intention of employees to quit.

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