Elham Ebrahimi; Shaghayegh Shomali
Abstract
The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey ...
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The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that perceived organizational support had a positive and significant effect on organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived organizational support and organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.
Behrooz Rezaeemanesh; Aghil Ghorbani Paji
Abstract
This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, ...
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This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, it is descriptive as a cross-sectional survey. The required data using questionnaires were collected about stress Cooper et al (1988) and Smith (1981), organizational citizenship behavior Organ (2006) and perceived organizational support shumaila (2012). The reliability and validity study, using a factor loadings, Cronbach Alpha, composite reliability, validity: convergent validity and divergent validity. The data were analyzed using SPSS and Smart –PLS software. Also The Sobel test and VAF for measuring the effect and t – value of mediator variables. Data analysis showed that job stressors have negative significant on organizational citizenship behavior and perceived organizational support. On the other hand, analysis is performed using Sobel test indicated that almost 33% of job stressors on organizational citizenship behavior change through the mediating variable of perceived organizational support.
Mehdi Yazdanshenas; Vahid Habibirad
Abstract
For comprehensive analysis of employees` personality outcomes it is necessary to consider the role of situational factors. The purpose of present study is to investigate the influence of proactive personality on employees` voice behavior in which the moderating role of perceived organizational support ...
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For comprehensive analysis of employees` personality outcomes it is necessary to consider the role of situational factors. The purpose of present study is to investigate the influence of proactive personality on employees` voice behavior in which the moderating role of perceived organizational support as well as job characteristics have been considered. These relationships have been explored within the Telecommunication Infrastructure Company in Tehran with a descriptive-survey approach. Data was collected through questionnaire and was analyzed via inferential statistical techniques as well as structural equation modeling by SPSS and AMOS softwares. Findings show the effect of proactive personality on employees` voice behavior. Meanwhile, the moderating effects of perceived organizational support and job characteristics were supported so that as the positive perceptions of employees` about job characteristics and organizational support increase, the effect of proactive personality on voice behavior increases as well. Also, the moderating role of perceptions about job characteristics was greater than the moderating role of perceived organizational support.
Morteza Moradi; HamidReza Jalilian
Abstract
Review of organizational cynicism is one of the most important behavioral issues that affect the performance and the efficiency of effective organizational effectiveness. Cynicism can have a variety of causes and consequences, this study aims to assess the causes and consequences of cynicism in the field ...
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Review of organizational cynicism is one of the most important behavioral issues that affect the performance and the efficiency of effective organizational effectiveness. Cynicism can have a variety of causes and consequences, this study aims to assess the causes and consequences of cynicism in the field of organizational change. Research purpose and use and the nature and descriptive-survey correlation. The study population consisted of all hospital Mehr Malayer (180) persons. Based on Morgan sampling table 123 personas as samples were selected. A questionnaire tool whose reliability was assessed by Cranach's alpha of 7.0 assessment was approved. Validity was assessed using confirmatory factor analysis. To test the hypotheses by LISREL software and structural equation modeling was used. The results of tests show, injustice caused organizational cynicism. The relationship between boss and subordinate is inversely related to organizational cynicism. Organizational cynicism on attitudes related to work organization and had negative effect. Organizational cynicism increased alienation. Organizational cynicism unethical behavior and emotional exhaustion and turnover intentions had positive effect. But the perceived support and psychological breach of contract did not have a significant effect on organizational cynicism.
Alireza Bahrami; Rasool Sarihi Asfestani
Abstract
Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational ...
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Success in competitive world requires the ability to develop trust-based relationships and is considered to be its key component. Accordingly, organizations and employees need to both be reliable and trust each other. And, organizational commitment is also an important occupational and organizational attitude which has been given the prime attention by the researchers of organizational behavior field. On the other, perceived organizational support indicates the employees’ perception regarding the extent of organization’s attention to their attempts, health, and peace. Hence, with respect to the importance of these factors in organizations, the present study examines the relationship between organizational trust, organizational multidimensional commitment, and perceived organizational support. Sample of the study consisted of the headquarters staff of deputy of financial supervision and bursary of the Ministry of Treasury and Economic Affairs (N=175). Stratified random sampling was applied and the sample size was gained as 120 employees based on Cochran’s formulae. To collect data, Clip Siwat et al (2012) questionnaire was used. Also, to enhance the validity of the questionnaire, the feedback from the elites of the field and experts of Ministry of Treasury and Economic Affairs were used. Chronbach’s alpha (0.84) was employed to determine the reliability of the questionnaire. Here, data analysis was carried out by means of correlation matrix, multi-regression equations, and SPSS. Results indicated that organizational trust (0.83) and perceived organizational support (0.653) Relationship organizational commitment And, organizational trust has significant Relationship on perceived organizational support (0.75). Exploiting these results organizations will be able to overcome their rivals in the modern ever-changing world.
Ali Babaeian; Firouz Zandi
Volume 23, Issue 75 , September 2014, , Pages 97-114
Abstract
According to Social Exchange Theory, Employees participate actively in social interactions and considering their inputs they expect outputs from these interactions. Employees' exchange in organizations, if interpreted justly, leads to understanding organizational trust and organizational support. ...
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According to Social Exchange Theory, Employees participate actively in social interactions and considering their inputs they expect outputs from these interactions. Employees' exchange in organizations, if interpreted justly, leads to understanding organizational trust and organizational support. One of these interactions is employment relationships. Psychological contract is trying to explain such a relationship between employees and the organization. If employees perceive that the organization has made its promises and obligations, Psychological contract will rise in a way to act as a kind of organizational support which can be considered as a buffer against work and environmental stress. The aim of this study is to investigate the role of psychological contract fulfillment considering cognitive differences and perceived organizational support as mediators for job burnout. The research method is functional, descriptive-survey and is specifically Structural Equation Modeling. The population of this research is Imam-Khomeini hospital nurses, 188 of them were chosen using stratified random sampling. The results indicated good fitting proposed model in which perceived organizational support and cognitive characteristics as mediating variables explain the effect of psychological contract fulfillment in burnout reduction. Research results show that the psychological contract fulfillment has a significant negative relationship with burnout, either directly or indirectly. Fulfilling psychological contract reduces nurses' job burnout and leads to an increase in positive affectivity and perceived organizational support and to reduce negative affectivity among nurses.
Iraj Soltani; Rasool Sarihi Asfestani; Hamideh abbasi
Volume 22, Issue 70 , July 2013, , Pages 209-229
Abstract
As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support ...
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As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support implies the employees' perception of the value of their attempts, health, and well-being for the organization.Accordingly, with respect to the importance of these factors in the organizations, the present study examines the effect of the relationship between organizational support and psychological empowerment on job performance with respect to the mediating role of organizational citizenship behavior. . The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 168 cases, the random method used and the population sample through Cochran formula, 117 were obtained. In order to collect survey data, standardized questionnaire and Tsvng Hai (2012) was used. Also, to increase the validity of the opinions of experts and specialists in this field has benefited from the Ministry of Economy and Finance. Using Cronbach's alpha (0.86) was used to determine reliability.In this analysis, the correlation matrix, regression, path analysis and structural equation modeling was performed using the statistical software LISREL. The findings indicate that perceived organizational support (0.11). And empowerment (0.12) alone does not affect job performance. However, OCB as an effective mediator between perceived organizational support (0.38) and psychological empowerment (0.59) with job performance. Organizations benefiting from the results, in the modern world that is constantly changing will be able to outdo the competition
