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《The Journal of social psychology》2012,152(3):238-257
ABSTRACT This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model. 相似文献
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两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用 总被引:1,自引:0,他引:1
从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。 相似文献
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Perceived supervisor support: contributions to perceived organizational support and employee retention 总被引:13,自引:0,他引:13
Eisenberger R Stinglhamber F Vandenberghe C Sucharski IL Rhoades L 《The Journal of applied psychology》2002,87(3):565-573
Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor status in the organization. Study 3 found, with 493 retail sales employees, evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover. These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention. 相似文献
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Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior. 相似文献
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Allison B. Duke Joseph M. Goodman Darren C. Treadway Jacob W. Breland 《Journal of applied social psychology》2009,39(5):1013-1034
The current study investigates the interactive effects of perceptions of organizational support on 2 emotional labor outcomes: job satisfaction and job performance. A sample of 2 retail service firms ( n = 338) supported the moderating effect of perceived organizational support (POS) on the emotional labor/outcomes relationships. POS attenuated the negative effects of the emotional labor/job satisfaction and emotional labor/performance relationships. Implications of these results, strengths and limitations of the current study, and directions for future research are discussed. 相似文献
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The study of perceived organizational support (POS) has received considerable attention in the literature. Despite the acknowledged impact of sociocultural values on organizational behaviors, there is paucity in non-Western work environments. The current study empirically examined supportive perceptions in an African context. Workers' demographic variables and consequences of POS were examined in light of their sociocultural values. POS were measured with the short version of Eisenberger et al.'s (1990 ) survey. Sociocultural values that explain the associations of demographic variables with psychological variables (e.g., job satisfaction, POS) were examined. Older workers, the married, relatively higher educated, satisfied workers, relatively long-tenured, and supervisors expressed greater supportive perceptions. Contrary to our expectation, female workers expressed greater supportive perceptions than did their male counterparts. 相似文献
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This study used a cross-lagged panel design to examine the temporal relationship between management communication and perceived organizational support (POS), and its consequences for performance. We assessed management communication and POS 2 times, separated by a 3-year interval, in a social services organization (N?=?236). Our findings suggest that management communication was positively associated with a temporal change in POS. In addition, we found that POS fully mediates the relationship between management communication and both in-role and extra-role performance. The present study advances our theoretical knowledge concerning how management communication affects performance, with implications for practice. Specifically, it reveals that management communication affects performance mainly because it signals that the organization cares about the well-being and values the contributions of its employees. 相似文献
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The authors examined potential links between perceived organizational support (POS) and objective and subjective career success through the satisfaction of the 3 basic psychological needs (BPNs) posited in self‐determination theory. The inclusion of BPN satisfaction as a mediator provides an interesting route, suggesting it is a condition for POS to lead to career success. The authors submitted an online questionnaire to 379 French counseling psychologists and examined the responses using a cross‐sectional design with only 1 measurement. The results indicated the indirect effects of POS on objective career success via the satisfaction of the 3 BPNs and on subjective career success via satisfaction of the needs for autonomy and competence. 相似文献
11.
Organizational identification and “currencies of exchange”: integrating social identity and social exchange perspectives
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Susana M. Tavares Daan van Knippenberg Rolf van Dick 《Journal of applied social psychology》2016,46(1):34-45
We integrate social exchange and social identity perspectives to propose and test the prediction that depending on their level of organizational identification, people may reciprocate the received organizational support using different “currencies of exchange”—reducing turnover intentions or, instead, engaging in extra‐role behavior. Specifically, the relationship of perceived organizational support (POS) with turnover intentions is proposed to be stronger with lower identification, whereas POS is proposed to be more closely related to extra‐role behavior with higher organizational identification. These predictions were supported in a cross‐sectional survey of N = 1,000 employees of a financial services firm. These results speak to the added value of integrating the social exchange perspective with its roots in applied psychology and the social identity perspective with its roots in social psychology in understanding the employee‐organization relationship. 相似文献
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The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors' perceived organizational support (POS) with subordinates' perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors' POS was positively related to their subordinates' perceptions of supervisor support. Subordinates' PSS, in turn, was positively associated with their POS, in-role performance, and extra-role performance. Beyond these bivariate relationships, subordinates' perceptions of support from the supervisor mediated positive relationships of the supervisors' POS with the subordinates' POS and performance. These findings suggest that supervisors who feel supported by the organization reciprocate with more supportive treatment for subordinates. 相似文献
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Florence Stinglhamber Christian Vandenberghe 《Journal of applied social psychology》2004,34(7):1470-1493
Two studies were conducted to examine the linkages between favorable intrinsically (IS) and extrinsically satisfying (ES) job conditions, and perceived support from the organization (POS) and the supervisor (PSS). Using a sample of 427 employees, Study 1 showed through a longitudinal design that, controlling for PSS, both favorablc IS and ES job conditions exerted a significant effect on POS, while only favorable IS job conditions contributed to PSS when the effects of POS were controlled for. Study 2, conducted with a sample of 292 employees, showed that the organization's discretionary control over IS job conditions moderated the relationship between IS job conditions and POS, while supervisor's control over IS job conditions moderated the relationship between IS job conditions and PSS. 相似文献
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以353名乡村中小学教师为样本,采用结构方程模型等统计方法,分析了组织政治知觉对乡村教师离职意向的影响,以及组织公平和组织认同的中介作用。结果表明:(1)组织政治知觉与乡村教师离职意向之间存在显著正相关,组织政治知觉与组织公平之间存在显著负相关;组织公平与组织认同之间存在显著正相关;组织认同与乡村教师离职意向之间存在显著负相关。(2)组织公平和组织认同在组织政治知觉对乡村教师离职意向的影响中起双重中介作用。 相似文献
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Attachment personality theory provides an interpersonal and relational perspective of human functioning. The current research examines the role of attachment diversity within the theoretical framework of the categorization-elaboration model (CEM). We hypothesized that teams comprised of diverse attachment orientations would be beneficial to team performance. Specifically, diverse anxiety teams may have members who would be more vigilant to team threats, whereas diverse avoidance teams could comprise individuals who may be more goal-oriented. Also, we examined whether perceived organizational support (POS) moderates the association between attachment diversity and team performance. The study was conducted at a large private communications company. Data were obtained for 44 sales teams (N = 404). Supplementing this data, the company’s administrative systems provided team performance ratings derived from team achievements. Findings indicated that the relationship between anxiety diversity and performance were stronger under lower POS levels than under higher POS levels. Interpersonal avoidance strategies seem to be less productive in avoidance diversity teams under lower levels of POS. However, higher POS levels buffered the negative impact of avoidance diversity on team performance. 相似文献
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Affective commitment to the organization: the contribution of perceived organizational support 总被引:16,自引:0,他引:16
Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N = 333) and a 3-year span (N = 226). POS was positively related to temporal changes in AC, suggesting that POS leads to AC. Study 3 found a negative relationship between POS and subsequent voluntary employee turnover that was mediated by AC in retail employees (N = 1,124) and in poultry- and feed-processing workers (N = 262). These results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior. 相似文献
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Theoretical models suggest that attitudes toward an employer's drug testing policy affect organizational climate and employee behavior, but empirical evidence has been scarce with limited external validity. Based on 66 manufacturing employees' questionnaire responses, attitudes toward drug testing significantly correlated with attitudes toward top management (r = +.39), support for employee safety (r = +.34), turnover intentions (r = –.31), and other variables. Although these data support a link between attitudes toward drug testing and employee withdrawal, they cannot address the issue of causality. Results suggest that perceived invasion of privacy is more strongly related to climate perceptions and turnover intentions than is perceived fairness. 相似文献