Organizational Support

Given the role of entrepreneurship in developing the advanced industrial countries and developing countries are also seeking to prove a broad new wave of entrepreneurial organizations that are needed to achieve this important role and importance of entrepreneurial culture and growth reasons and developer or obstacles to be introduced in certain organizations. In other words, entrepreneurship as a need for a new approach and a new economic policy in response to the realities of the new environment, one of the important strategies in the face of opposition economic inefficiency of the economy and avoiding negative residue unemployment is. The aim of this study is to find out the between organizational support and organizational entrepreneurship. Where more emphasis on education and gender moderator. The correlation result is presented. Community of entrepreneurs, industry and agriculture, this study is the city of Zahedan; there are 976 people. Using Morgan survey samples were existed from 287 patients. Sampling as well as sampling-to be random. Data analysis and Spearman correlation test by SPSS software.

The most common definition of Leadership is that leaders attempt to influence the behavior of their followers. While leaders influence their subordinates, it has been noted that leaders do so along with their perceived organization support. The research question of this paper aimed to find out the effect that leadership practices have on subordinate's perceived organizational support. The hypothesis of this research revolved around this research question testing the five leadership practices namely: model the way, inspire a shared vision, challenge the process, enable others to act and encourage the heart. The survey instruments that were used to measure the effect of leadership practices on subordinate's perceived organizational support are: 1) Leadership Profile Inventory-other (LPIO) – This instrument was developed in the year 1988 by Kouzes and Posner. 2) Survey of Perceived organizational support (POS) – This instrument was developed in the year 1986 by Eiseberger, Huntington, Hutchinson and Sowa. The sampling technique chosen was convenience sampling. Further, the basis of this literature review were researches conducted in the related field, along with various leadership theories and practices including Kouzes and Posner leadership practices, perceived organizational support based on organizational support theory and social exchange theory. The results of the study identify a positive relationship between the five leadership practices and perceived organizational support. This research will help the organization's human resource and management to understand the role of leadership along with its importance to influence subordinates. Further, strategies can be devised to motivate and influence the behavior of subordinates for the benefit of the organization. _________________________

Work engagement is one of the critical factors at an organization, so considering some factors such as leadership styles and organizational support is important. Lack of attention to these factors can lead to undesirable environments for workers. The purpose of this study is to conduct a systematic review based on these variables. Data for this research were gathered from databases of Web of Knowledge, psycarticles, Scopus, psycinfo, Web of Science, and Google Scholar. A total of 165 records were identified in databases. 15 records were discovered in other sources. 149 records remained after deleting duplicates. 117 of these records were examined, 52 registers excluded. 65 complete articles were chosen to be evaluated, and after 10 completed articles had been excluded, 55 studies ultimately remained for inclusion in the synthesis. Overall, leadership styles (transformational leadership and transactional leadership) and organizational support were found as two imperative organizational factors to access better outcomes at the workplace.

This study investigates the effect and interaction of various factors on the motivation of the postgraduate trainees in the hospitals to work. It also aims to highlight the importance of certain factors that could influence the motivation of the postgraduate trainees to work better. This cross-sectional study tested relationships between the supervisor support, organisational support, job value and motivation to work. It further explored the interaction between organisational support and supervisor support. Data were collected from 335 doctors enrolled in postgraduate training in five teaching hospitals in the public sector in Lahore at that time. Pearson correlation and regression analysis along with the macro PROCESS were used to analyse the data. It was found that supervisor support and job value positively affects the motivation to work, while organizational support interacts with supervisor support to enhance motivation to work among doctors. The results of this study can help the supervisors and the dean of the hospitals to get a better understanding of the factors that play a role in affecting the motivation level of the relatively young doctors of the public sector hospitals to work effectively and efficiently.

In recent times, organization have been striving to achieve excellence in relation to the effectiveness and efficiency of employees. The behavior of individuals can help organizations to achieve this goal. It has been noted by several researchers that organizational citizenship behavior is a workplace behavior, which is optional because when individuals engage in this kind of behavior they voluntarily do more than is, expected of them for the organization and this in turn increases their performance as well as that of the entire organization. It has been mentioned by many researchers that organizational commitment and organizational support are two factors that can significantly affect the sustainability of organizations as well as the organizational citizenship behavior while increasing the competitive advantage of the organization. Based on the fact organizations strive to support their employees as well as strengthen their commitment. In general, findings of past studies have argued that organizational citizenship behaviour is directly determined by organizational commitment and organizational support. By highlighting the effects of organizational support and organizational commitment on the organizational citizenship behaviour, the direct and indirect effects on employee performance are explained in this article.

This study extends the literature by utilizing a three-component organizational commitment measure to identify ways for managers to drive salesperson effort. Using social exchange theory and survey data from industrial salespeople, an analysis reveals that perceived organizational support (POS) has a strong positive effect on affective commitment, no significant effect on normative commitment, and a negative effect on continuance commitment. Further, the findings show that only one component of organizational commitment-affective commitment-has a positive direct effect on sales effort, whereas normative and continuance commitment do not. However, normative commitment plays a supporting role as it positively moderates the relationship between affective commitment and effort. In addition, the study indicates that job satisfaction has positive effects on both affective and normative commitment, but no significant effect on continuance commitment.

The purpose of this study was to investigate the antecedents and consequence of job crafting in the context of education sector and high-power distance societies, such as Indonesia where most people seem hesitant to seize on job crafting due to their appreciation to organizational hierarchies. Specifically, we examined perceived organization support, job demand, and job autonomy as the antecedents to job crafting. Further, we tested the effect of these associations on job engagement as the consequence. According to job demand resources theory, employees voluntarily modify their job aspects (job crafting) when they perceive organization support, experience high work demand, and satisfy with the degree of autonomy. Consequently, this leads to the enhancement of employee's engagement level. To investigate these relationships, a survey was conducted among 287 early childhood and primary school teachers working in 16 schools in Bandung, West Java, Indonesia. We used path analysis to test the hypothesized models. The results indicate that perceived organization support, job demand, and job autonomy are positively associated to job crafting. In addition, we found that when job crafting is present, it increases the level of employee engagement. This study highlights the importance of job crafting for early childhood and primary school teachers working in the high-power distance societies.

The purpose of this study was to evaluate the factors affecting implementation of green procurement programs in the manufacturing industry in Kenya. The objectives of the study were: To find out the effects of organizational support on implementation of green procurement programs; To examine how availability of environmental friendly products affects implementation of green procurement programs; and assess the influence of Supplier Selection on implementation of green procurement in Coca-Cola Bottling Co of Nairobi Ltd. The study was guided by the systems theory. The research employed a case study research design. Data was collected from procurement officers, assistant procurement officers and stores personnel. These were the in the best position to answer questions on issues of green procurement. The study employed a census approach in which all the 48 personnel in the procurement department were targeted. Questionnaires were used for data collection. Prior to the actual data collection, a pilot study was conducted to ascertain the reliability and validity of the instruments. The study gathered both qualitative and quantitative data. Quantitative data was analyzed using descriptive statistics including frequencies and percentages. Qualitative data was discussed under themes consistent with the research objectives.

Özet
Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmesinin psikolojik sermayenin öncülleri olup olmadığı araştırlmıştır. Bu kapsamda çalışmada çalışanların; örgütsel destek algılarının psikolojik sermaye, örgütsel adalet algılarının psikolojik sermaye ve öz kendilik değerlendirmelerinin psikolojik sermaye üzerindeki etkisi sorgulanmıştır. Bu kapsamda Ankara İlinde iki Bakanlığa ait kurumlardaki 326 kamu çalışanı üzerinde yapılan araştırmada örgütsel destek, örgütsel adalet algısı ve öz kendilik değerlendirmesinin psikolojik sermayeyi istatistiksel olarak olumlu yönde etkilediği ve psikolojik sermayenin öncülleri olduğu tespit edilmiştir.

Abstract
By this study the perceived organizational support, the perception of organizational justice, and the self-evaluation are expected as the antecedents of psychological capital. In this context, the effects of the employees’ organizational support, organizational justice perception, and the self-evaluations on their psychological capital are questioned. According to the findings of the study which was conducted on 326 public employees of two ministries in Ankara, the organizational support, organizational justice perception and self-worth evaluation have a positive effect on psychological capital and are the antecedents of psychological capital.

The goal of period and financial efficiency in course development and delivery has fueled the fast growth about e-learning in corporate training. However, past research have shown that efficiency does not always imply training efficacy, which is a key challenge in the field of human resource development. As a result, it's critical to identify and comprehend the aspects that influence the success of e-learning courseware. The study's goal is to look at the structural connections between organizational support, learning flow, and learning effectiveness. 379 respondents took part in the study after completing an e-learning course at a multinational corporation and responding to an online survey. The findings imply that organizational support and learning flow have direct effects on learning effectiveness, whereas learning flow mediates organizational support, based on the results of structural equation modeling.

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

The main aim of this study is to determine how citizenship behaviors may be shaped in the Armed Forces. The presented study is by far the first that thoroughly examines connections between all aspects of organizational climate (OC), perceived organizational support (POS), and organizational citizenship behavior (OCB) in the Polish Army. Research hypotheses were examined using data collected from a sample of 139 military officers from the Polish Land Forces. Results showed that some of the OC parameters and POS, especially those coming from other soldiers were positively connected with OCB. Implications of OCBs and practical management are discussed, and directions for future research are suggested.

Organizational citizenship and organizational identification concepts are those, which are supposed to increase the employee’s commitment and productivity. Thus, these are being cited much nowadays. Researchers noted that as the organizational citizenship perceptions rise, the identifications level also increase. However, these concepts are not handled by means of organizational support. This study aims to test hypothesis developed according to the supposition of relationship between organizational citizenship and organizational support. The results of the present study presents a positive and significant (R2=,100, p=,000) relationship between these three concepts. The context of the study includes 123 employee of a junior technical college. On the contrary organizational support is not found to have a regulatory effect on the relation between organizational identification and citizenship.

The COVID-19 pandemic forced many organizations to abruptly introduce remote working, without an accurate analysis of organizational processes and employees' expectations about work flexibility. Thus, remote working has been implemented without a rational plan of interventions based on remote work-enabling technologies, managerial practices, and resources. This chapter aims at understanding the role of “supporting” structures and practices in driving the effective implementation of remote working in the post-COVID era. The authors rely on a case study of a multi-national IT company with a long experience with remote work arrangements, focusing on mobile work and virtual teams and looking at expectations and actions of remote workers in relation to organizational support. Findings revealed the importance to adopt a holistic approach to organizational support to remote working based on formal procedures, adequate evaluation systems, tools for self-management, blended training prog...

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational ...

The COVID-19 pandemic forced many organizations to abruptly introduce remote working, without an accurate analysis of organizational processes and employees' expectations about work flexibility. Thus, remote working has been implemented without a rational plan of interventions based on remote work-enabling technologies, managerial practices, and resources. This chapter aims at understanding the role of “supporting” structures and practices in driving the effective implementation of remote working in the post-COVID era. The authors rely on a case study of a multi-national IT company with a long experience with remote work arrangements, focusing on mobile work and virtual teams and looking at expectations and actions of remote workers in relation to organizational support. Findings revealed the importance to adopt a holistic approach to organizational support to remote working based on formal procedures, adequate evaluation systems, tools for self-management, blended training prog...

ÖZ İş doyumunun performansa etkisinde mutluluğun rolünü araştırmayı amaç-layan çalışma, pozitif örgütsel davranış alanında güncel bir araştırma ko-nusu olan mutluluğun çalışan performansına etkilerini ortaya çıkarmayı ve bu etkilerini incelemeyi hedeflemektedir. Yazında uzun yıllardır tartı-şılan 'mutlu çalışanlar daha verimli midir?' sorusuna yanıt aramak üzere olumlu bir tutum olan iş doyumunun performansa etkisinde mutluluğun rolünün sorgulanarak alan yazına katkı sağlanması amaçlanmıştır. Fisher (2010:385), çalışan mutluluğunun akademik araştırmalara nadiren konu edildiğine dikkat çekmektedir. İlgili yazında genel olarak araştırmalar iş doyumu üzerinde yoğunlaşmakla beraber, geçen 20 yıl zarfında işyerinde bazı mutluluk formları veya pozitif duygularla ilgili deneyimler konusunda birtakım yapılar araştırılmış, bu yapıların pek çoğu işyerinde pozitif tutum-lar, pozitif haller ve hissiyat üzerinde durmuştur. Bu çalışma kapsamında, Pavia Üniversitesi, Beyin ve Davranış Bilimleri Bölümü'nde araştırma mo-deline uygun ölçeklerin değerlendirilmesi, düzenlenmesi ve soru formuna uyarlanması gerçekleştirilmiş, pilot çalışmanın ardından 2017 Haziran-Temmuz aylarında hedef gruplara e-posta ile dağıtılarak geçerli toplam 409 yanıt elde edilmiştir. Araştırma bulguları; işte mutluluğun iş doyumu ile çalışan performansı arasında; tam aracılık bağı oluşturduğu, performan-sı olumlu yönde etkilemekte olduğu ve iş doyumunun performansı ancak mutluluğun geliştirici yöndeki katkısı ile yordadığını ortaya çıkarmıştır. ABSTRACT A study aiming to investigate the role of happiness under the influence of job satisfaction on performance aims to reveal the effects of employee happiness which is a current research topic in the field of positive organizational behavior and to examine these effects. Except for the rare efforts, Fisher (2010:385) states that, the happines within the organization has not been much studied in academic research. Usually these efforts are focused on job satisfaction. During the past 20 years, researches have been made on some happiness forms and positive feelings experiences in the workplace. Many of them have focused on positive attitudes, positive situations and feelings in the workplace. The evaluation, translation and adaptation of questionnaire of the appropriate scales were held in the Department of Brain and Behavioral Sciences of University of Pavia. After the pilot study, 409 valid replies were received between June with July 2017. Findings are; happiness at work positively affects employee performance, fully mediates between job satisfaction and performance, job satisfaction predicts performance only through developer contribution of happiness at work.

This study examines the relationship between types of Prosocial Organizational Behavior (POB) and  organizational factors, which are exchange-based and the personal factor that is self-enhancement is a personality trait that promotes the subsequent psychological well-being. 527 employees from one of the top 100 companies in Turkey have participated in this study. After applying a confirmatory factor analysis to the scales used in the research, the relationship between research variables has been analyzed by structural equation model (SEM). Research results suggest the POB toward coworkers (? = .85) and role (? = .45) are strongly affected by self-enhancement that is a personal factor and there is no relationship between self enhancement and POB towards the organization. The POB towards the organization (? = .70) is strongly affected by perceived organizational support that is one of the organizational factors and is exchange based. Keywords: organizational prosocial behavior, organi...

This study examines the relations of different organizational factors to organizational identification among expatriates in pre- (N= 97) and post-migration (N= 66) stages and in a longitudinal (N= 41) setting. In the pre-migration stage and in the longitudinal setting relations of organizational pride and organization support to organizational identification were studied. Relations of procedural justice and organizational support to organizational identification were examined in the post-migration stage. Hypotheses, based on Social Identity Approach (SIA), were that all three factors are positively related to organizational identification in all the stages and settings they were studied in.
In line with some of the hypotheses, by using correlation analysis it was shown that in the pre-migration stage organizational pride (r = .25, p < .01), and in the post-migration stage procedural justice (r = .41, p < .001) and organizational support (r = .21, p < .05), were positively related to organizational identification. In the longitudinal setting the effect of organizational identification at the pre-migration stage was controlled by using partial correlation analysis, and no statistically significant results were found.
This study was done among self-initiated expatriates (SFEs) working for newly established organization, when usually an expatriate is already a member of the sending organization in the pre-migration stage. This study is also one of the firsts to study SFEs organizational identification in the pre-migration stage. The data used was collected for InterProF-project. Results of this study partially confirmed SIA based viewpoints on identification, but more studies using larger samples are needed.

Intention to Leave (ITL) is defined as employee voluntary tendency to terminate employment in his/ him organization. Indeed, this intention might not occur really, but its effects can be seen in forms of absence, lassitude, and sabotage. Identifying antecedents or drivers, is one of the ways to prevent ITL and its effects. Present research results in 187 employees of Payam-e-Noor University showed that perceived organizational support (PCV), psychological contract violation (PCV), distributive justice (DJ), job satisfaction (JS), and affective commitment (AC) have significant impacts on ITL; but procedural justice (PJ) didn’t showed significant relationship to ITL. Also, it can be attributed 54 percent of ITL variance to above mentioned factors. Finally, it is observed that JS and AC are two mediators in other factor relationship with ITL.

Amaç- Bu çalışmanın amacı iş stresinin işe yabancılaşma üzerindeki etkisini ve örgütsel destek algısının bu etki üzerinde moderatör role sahip olup olmadığını incelemektir. Bir diğer amaç ise iş stresinin, işe yabancılaşmanın ve örgütsel destek algısının demografik özelliklere göre farklılık gösterip göstermediğini ortaya koymaktır.

Yöntem-Bu çalışma nicel bir çalışma olup tarama desenine sahiptir. Çalışma kapsamında kolayda örnekleme tekniği ile İstanbul'da çalışan 285 bireye ulaşılıp 10.08.2021-18.12.2021 tarihleri arasında çevrimiçi anket uygulanmış ve elde edilen veriler SPSS 21.0 paket programı yardımıyla analiz edilmiştir.

Bulgular-Çalışma sonuçları, iş stresinin işe yabancılaşmaya etki ettiğini göstermektedir. Örgütsel destek algısının bu etki üzerinde düzenleyici rolü bulunmamakla birlikte iş stresi ve işe yabancılaşma üzerinde ayrı ayrı etkilidir. Ayrıca işe yabancılaşmanın bazı sosyo-demografik özelliklere göre anlamlı bir farklılık gösterdiği saptanmıştır.

Tartışma-Alanyazınla tutarlı olarak bu çalışmada da iş stresinin işe yabancılaşmanın bir öncülü olduğu belirlenmiştir. Çalışanların işe yabancılaşma yaşamamaları için iş stresinin önlenmesi gibi tedbirler alınırsa işletme açısından ortaya çıkabilecek olan olumsuzlukların önüne geçilebilir.

The COVID-19 pandemic forced many organizations to abruptly introduce remote working, without an accurate analysis of organizational processes and employees' expectations about work flexibility. Thus, remote working has been implemented without a rational plan of interventions based on remote work-enabling technologies, managerial practices, and resources. This chapter aims at understanding the role of "supporting" structures and practices in driving the effective implementation of remote working in the post-COVID era. The authors rely on a case study of a multi-national IT company with a long experience with remote work arrangements, focusing on mobile work and virtual teams and looking at expectations and actions of remote workers in relation to organizational support. Findings revealed the importance to adopt a holistic approach to organizational support to remote working based on formal procedures, adequate evaluation systems, tools for self-management, blended training programs, supportive leadership style, along with a collaborative work environment and a remote culture.