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1 – 10 of over 136000Badreya Alzadjali and Syed Zamberi Ahmad
This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.
Abstract
Purpose
This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.
Design/methodology/approach
Using structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE).
Findings
Results show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being.
Originality/value
Managers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.
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Jacqueline Deuling, Jenell Lynn-Senter Wittmer, Kimberly Wilson and Adrian Thomas
This study aims to provide a psychometrically sound measure intended to capture perceived/experienced sexism in the workplace, the perceived/experienced sexism scale (PESS). PESS…
Abstract
Purpose
This study aims to provide a psychometrically sound measure intended to capture perceived/experienced sexism in the workplace, the perceived/experienced sexism scale (PESS). PESS is used to consider the effects of perceived experiences of benevolent and hostile sexism at work, as well their relationships with perceived organizational support and the job attitudes of job satisfaction and turnover intentions.
Design/methodology/approach
This study revised the Ambivalent Sexism Inventory (Glick and Fiske, 1996) to create and validate the PESS. Amazon Mechanical Turk was used to collect two samples (220 and 183) of perceptions of female employees.
Findings
Results suggest perceived organizational support and trust perceptions mediate the relationships between perceptions of sexism and organizational outcomes of job satisfaction and turnover intentions.
Originality/value
Existing measures of sexism are intended to identify and measure sexism by examining perpetrators’ actions or thoughts. However, researchers must make assumptions as to the effect such sexist acts or behaviors has on the target. Thus, this study provides a measure of sexism from the perspective of the target.
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Yasser F. Hendawy Al-Mahdy and Mahmoud Emam
This study aims to investigate a mediated-effects model of organizational support and citizenship behaviour. The model proposes organizational support as an antecedent of…
Abstract
Purpose
This study aims to investigate a mediated-effects model of organizational support and citizenship behaviour. The model proposes organizational support as an antecedent of citizenship behaviour and commitment to change (CTC) as a mediator in the organizational support–citizenship behaviour relationship.
Design/methodology/approach
Cross-sectional survey data were collected from university faculty (n = 221) and analyzed using structural equation modelling.
Findings
The findings showed that organizational support significantly contributes to increased citizenship behaviour and commitment of university faculty to program accreditation as an enterprise change process. The authors conclude that university-level organizational support shapes faculty’s CTC both directly and indirectly. The findings have significant practical implications for higher education institutions (HEIs) where new practices that aim at improving institutional effectiveness are embraced.
Research limitations/implications
The study is cross-sectional (i.e. one-time data collection), which restricts the ability to make generable inferences about cause-and-effect relationships. Although the authors tested a model, longitudinal research is needed to unpack the processes of organizational support, commitment and citizenship behaviour. During enterprise change management, organizations work tirelessly to build and maintain citizenship behaviour. Therefore, considering citizenship behaviour in relation to other processes over time is important. However, relying on one source of data may represent another limitation, which increases concerns about common method bias in the current investigation.
Practical implications
The study findings offer a number of implications to HEIs in contexts where accreditation is perceived as an enterprise change process. Universities, similar to any other organizations, rely consistently on methods and mechanism through which employees’ professional performance, engagement and involvement can be enhanced. Accreditation has always been examined by exploring externally focused variables such as global reputation, organizational prestige and international prominence. The present study, however, draws attention to how perceived organizational support (POS) may be an equally important lever that needs to be considered before accreditation is introduced in HEIs. University chancellors, deans and other university leaders can directly influence organizational support by creating a system that weighs the extra work needed, the human resources and the incentives, and developing a plausible action plan.
Social implications
It is unlikely that all faculty members will maintain quality relationship with the university leadership and immediate leaders such as department chairpersons or the college dean. This unlikelihood increases during crisis and change time. The study findings showed that POS contributes significantly to organizational citizenship behaviour. Therefore, it could be argued that the resistance to change that tends to be associated with accreditation can be mitigated by showing employees that support is accessible and attainable from up-line and immediate leaders. The findings suggest that commitment serves as an integral mediating mechanism between organizational support and citizenship behaviour. Indeed, commitment can be fully examined in practice from the perspective of its three-pronged structure (i.e. affective, continuance and normative). The findings provide credence to the notion that accreditation as an enterprise change process cannot be achieved without employee commitment and organizational support.
Originality/value
As a result of adopting globalized techniques, HEIs in Arab nations have undergone significant changes. In the Arab context, the adoption of academic program accreditation in HEIs has been seen as an enterprise change process with both supporters and detractors. In other words, implementing new systems or procedures results in changes that might upend personnel at any given organization. Therefore, it is contended that how well an organization responds to resistance to change will likely depend on the interaction of organizational, contextual and individual-related characteristics.
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This study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's…
Abstract
Purpose
This study explores the relationships between equity, perceived organizational support, job satisfaction, organizational commitment and counterproductive work behavior in Macao's gaming industry. Additionally, it investigates whether the Covid-19 outbreak has effects on employees' perceptions and behaviors.
Design/methodology/approach
Data were collected from two surveys using convenience sampling, one involving 260 casino employees in 2019 and another involving 250 employees in 2020 after the outbreak of Covid-19.
Findings
No significant difference was observed between mean scores from respondents in the first and second surveys on job equity, pay equity, perceived organizational support and job satisfaction (p > 0.05). However, significant changes were found in mean scores for three organizational commitment items (negative changes; p < 0.05) and three counterproductive work behavior items (positive changes; p < 0.05). Results of structural equation modeling indicated that job equity and pay equity affected perceived organizational support and job satisfaction while perceived organizational support impacted organizational commitment directly and indirectly through job satisfaction, all with R2 values greater than 0.6. Organizational commitment negatively influenced counterproductive work behavior.
Research limitations/implications
The Covid-19 impact on casino employees' perceptions and behaviors was contingent upon the duration of pandemic.
Originality/value
The study is one of the first empirical studies to integrate social exchange theory and equity theory to organizational commitment in Macao's gaming industry. Job equity and pay equity were found to influence organizational commitment through perceived organizational support and job satisfaction. Additionally, the Covid-19 did not have significant effects on employees' equity, perceived organizational support and job satisfaction perceptions.
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Jie Yin, Yingchao Ji and Yensen Ni
As supervisor incivility and its negative effect may impact employees’ psychological health and even the sustainable development of hospitality enterprises, this study aims to…
Abstract
Purpose
As supervisor incivility and its negative effect may impact employees’ psychological health and even the sustainable development of hospitality enterprises, this study aims to explore the channels through which it affects employee turnover intention in China’s hospitality industry and suggest possible mitigation measures.
Design/methodology/approach
This study adopted exploratory factor analysis, measurement model analysis and the mediation and moderation model and used SPSS and PROCESS for the analysis.
Findings
This study found that the impact of supervisor incivility on the employees’ turnover intention would be through employees’ ego depletion and revealed that organizational support would alleviate such a negative effect. However, organizational support might not mitigate the impact of supervisor incivility on the employees’ ego depletion, which is inconsistent with previous studies. This study inferred that organizational support might be somewhat related to organizational pressure, thereby enhancing the impact of supervisor incivility on the employees’ ego depletion.
Research limitations/implications
This study not only enriches incivility literature but also suggests new insights into the mixed role of organizational support.
Originality/value
Unlike previous studies that mainly focused on workplace pressure from colleagues or customers, this study broadens our understanding of the employees’ turnover intention affected by supervisors’ workplace incivility and the mixed role of organizational support.
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Rajiv R. Thakur and Shalini Srivastava
The purpose of this paper is to explore the role of trust, perceived organizational support, and emotional attachment in bridging the gap between resistance and readiness to…
Abstract
Purpose
The purpose of this paper is to explore the role of trust, perceived organizational support, and emotional attachment in bridging the gap between resistance and readiness to change.
Design/methodology/approach
A conceptual model including five constructs is developed. The questionnaire survey using the study variables readiness to change, trust, perceived organizational support, emotional attachment, and resistance to change was used in this study. Descriptive statistics and mediation regression analysis are used to test all hypotheses using the survey data of 276 middle-level managers.
Findings
The findings reflect how readiness to change reduces the impact of resistance to change during organizational change. Furthermore it also finds that how trust, perceived organizational support, and emotional attachment mediates the relationship between resistance and readiness and reduces the gap between the two.
Research limitations/implications
The findings in the study have made significant contribution to the literature especially on middle-level managers in the Indian context. There was a paucity of research done on the study variables. The mediating effects of the study variable have never been explored earlier and therefore make an immense contribution to the field of knowledge for practitioners and academicians.
Practical implications
The research results have many practical implications. It could be established that trust, perceived organizational support, and emotional attachment have a strong and positive association with the management of change. Linking of study variables during change is helpful for the top managers for better understanding during a major organizational change. Supporting the employees through human touch during change will lead to easier transition. Understanding of various dimensions that influence employee to readiness for organizational change is an important endeavor for organizational change.
Social implications
The research is of utmost significance for the top management as it can provide a better insight to understand and keep in mind the key aspects during organizational change in such a way that chances of resistance reduces to minimal. If the employees are contented by receiving support from their bosses, if there exists a mutual trust which increases emotional attachment, introducing change in the organization will be much easier for the management.
Originality/value
This research attempts to investigate how during times of turbulent change in an organization trust between the employees and their supervisor, perceived social support, and emotional attachment with the organization positively impact the change management process. The findings provide valuable insights for the top management to understand the psyche of its employees and provide them a human touch during the time of organizational change.
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Emerging research calls for the exploration of the potential negative side of organisational embeddedness. It is important to assess such negative aspects to fully understand the…
Abstract
Purpose
Emerging research calls for the exploration of the potential negative side of organisational embeddedness. It is important to assess such negative aspects to fully understand the power of embeddedness, and how to address the potential undesirable effects on employees and organisations. The purpose of this paper is to answer this call by assessing the extent to which organisational embeddedness can negatively influence the perceived organisational support-workplace deviance and the organisational trust–deviance relationships.
Design/methodology/approach
A sample of 969 employees across the financial services sector in the Caribbean nation of Trinidad is used, with a two-wave research design. Multiple hierarchical regression analysis is used to test the research relationships.
Findings
The findings support the propositions that organisational support and trust each negatively predicts workplace deviance and organisational embeddedness moderates each of these relationships in an undesirable way, such that, higher embeddedness weakens the desirable relationships between support, trust and deviance.
Originality/value
This study addresses a clear gap since limited studies explore the potential negative impact of organisational embeddedness on various work perceptions and behaviours. Embeddedness is largely considered a predictor of various desirable employee and organisational outcomes.
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Pengcheng Wang, Chuanyan Qin and Shanshi Liu
How to manage outsourced employees in interorganizational teams with triangular relationships has not yet attracted enough attention. Based on relative deprivation theory, this…
Abstract
Purpose
How to manage outsourced employees in interorganizational teams with triangular relationships has not yet attracted enough attention. Based on relative deprivation theory, this study explores how relative deprivation affects outsourced employees’ innovative behavior and investigates the complex moderating effects of dual organizational support.
Design/methodology/approach
The authors tested their hypothesis by conducting a two-wave survey; responses to a questionnaire were collected from 283 outsourced employees and their managers among 52 client organizations.
Findings
Results found that relative deprivation negatively influences the outsourced employees’ innovative behavior by eliciting their perceptions of status conflict. Support from client (supplier) organization attenuates (aggravates) the positive impact of relative deprivation on innovative behavior throughout status conflict. The moderating effect of client organizational support was moderated by support from supplier organization.
Research limitations/implications
The authors selected the outsourced employees in a Chinese context to conduct this study, and the results need to be generalized in future research.
Practical implications
Client organizational support can alleviate the negative effect of relative deprivation on outsourced employees, whereas supplier organization support aggravates the negative effect; managers should pay attention to the different effects of the two organizations’ support and provide reasonable support for outsourced employees.
Originality/value
This study identified the mechanism of relative deprivation’s effect on outsourced employees’ innovative behavior from the perspective of interpersonal interaction and compared the effect of support from dual organizations. This study expands the research on triangular relationships, relative deprivation, status conflict and other field.
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Flavia Bonaiuto, Stefania Fantinelli, Alessandro Milani, Michela Cortini, Marco Cristian Vitiello and Marino Bonaiuto
This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change…
Abstract
Purpose
This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario.
Design/methodology/approach
On a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables).
Findings
The mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals.
Originality/value
The findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.
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The purpose of this paper is to assess the effect of co-worker support on horizontal knowledge withholding and voluntary turnover intention among IT specialists. The study also…
Abstract
Purpose
The purpose of this paper is to assess the effect of co-worker support on horizontal knowledge withholding and voluntary turnover intention among IT specialists. The study also explores the mediating role of affective organizational commitment.
Design/methodology/approach
The data are drawn from 118 IT specialists from a Polish software company. The model is tested through partial least squares path modeling.
Findings
The results revealed that the negative effect of co-worker support on voluntary turnover intention is fully mediated by organizational affective commitment. Contrary to expectations, co-worker support is not significantly negatively related to horizontal knowledge withholding.
Research limitations/implications
The cross-sectional data, self-reports and small sample size are limitations of this study. The respondents were a relatively homogenous group of employees, so the generalizability of results to other employees and industries is limited.
Practical implications
To increase affective organizational commitment and reduce voluntary turnover intention among IT specialists, managers should create the conditions to enhance co-worker support.
Originality/value
This research clarifies the role of affective organizational commitment, which has proven to be a bridge linking co-worker support and voluntary turnover intention. Moreover, this research investigates the previously unexplored effect of co-worker support on horizontal knowledge withholding.
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