Article2012

Disentangling organizational support construct

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Human Resource Development and Performance Evaluation Employee Performance and Management Job Satisfaction and Organizational Behavior

Abstract

Purpose This paper aims to explore the differential role that organizational support (perceived organizational support (POS)), supervisory support (perceived supervisory support (PSS)) and colleague support (perceived colleague support (PCS)) – as perceived by newcomers – play in the transfer of the latter's training as well as the development of affective and normative commitment towards their work organization. Design/methodology/approach Using a sample of 251 new hires, a series of regression analyses was conducted to test direct and moderating effects. Findings Findings showed that all three forms of organizational support examined had independent and direct effects on the dependent variables. Only perceived peer support did not add incrementally to the prediction of normative commitment when the other two support sources entered the equation. Further, the results supported the role of POS as a moderator in the supervisor support‐training transfer relationship as well as its role as a moderator in the colleague support‐affective commitment relationship. Specifically, high POS was found to strengthen the PSS‐training transfer and PCS‐affective commitment relationships, while low POS weakened these relationships. Research limitations/implications Since data are based on self‐reports, common method bias may have inflated the relationships among the variables. The paper contributes to both research and practice by providing support for the distinction between the three forms of organizational support. Practical implications The paper contributes to both research and practice by providing support for the distinction between the three forms of organizational support. Originality/value This investigation extends previous research by demonstrating the existence of the moderating effect of POS on the relationship between PSS and newcomers' training transfer, and between PCS and newcomers' development of affective commitment towards their work organization.

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References

1986Self-Reports in Organizational Research: Problems and Prospects 2017Exchange and Power in Social Life 1990The measurement and antecedents of affective, continuance and normative commitment to the organization 2002Perceived organizational support: A review of the literature.1986Perceived organizational support.1960Modern factor analysis 2017Perceived Organizational Support 1997PERCEIVED ORGANIZATIONAL SUPPORT AND LEADER-MEMBER EXCHANGE: A SOCIAL EXCHANGE PERSPECTIVE.

Cited by

2017The impact of transformational leadership on employees’ creativity 2015Antecedents and outcomes of perceived organizational support: a literature survey approach 2014Organizational socialization tactics and newcomer adjustment: The mediating role of role clarity and affect‐based trust relationships 2015Perceived organizational support and its outcomes 2022Ethical leadership (EL) and innovative work behavior (IWB) in public universities: examining the moderating role of perceived organizational support (POS)

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