Relationship Between Job Performance, Well-Being, Justice, and Organizational Support: A Multilevel Perspective

Abstract

Purpose: This research was based on the "happy, productive worker" hypothesis. The objective was to analyze the predictive relationships, through a multilevel approach, between the variables well-being at work, organizational justice, organizational support, and the dependent variable individual job performance. Originality/value: The multilevel study of individual job performance and its relations with well-being and organizational variables are still a current gap in the literature, as well as the possibility of testing whether well-being at work can be considered a collective phenomenon. The presence of organizational support in the model, operationalized at the team level, represents an important contribution to the development of theories focused on teams' roles in organizations, especially their impact on organizational variables. Design/methodology/approach: Considering the proposed analysis at two different levels, a multilevel design model was adopted. The final sample consisted of 730 individuals and 32 units. The data were collected through a questionnaire composed of four previously validated scales. Data analysis followed the six steps proposed by Hox, Moerbeek, and Schoot (2017) for multilevel models for each of the samples. Findings: The explanatory model presented a predictive relationship between achievement (well-being at work factor), operationalized as an individual-level variable, and individual job performance; a predictive relationship between interactional justice, also operationalized as an individual-level variable, and individual job performance, and a predictive relationship between collective perceptions of organizational support, operationalized as a team-level variable, and individual job performance.

The Effect of Authentic Leadership and Organizational Support on Academic Staff's Performance: An Applied Study on Upper Egypt's Universities

“…Employee perceptions of organizational support lead to improved performance and a reduction in absenteeism and workplace conflicts. According to (Fogaça et al, 2021), organizational support indicates the organization interest in its workers and their efforts, the consequences of their fatigue, and the level of concern for their well-being. According to organizational support theory, organizational support (OS) is defined as the extent to which employees believe their organization values their contributions and cares about their well-being (Abou-Moghli, 2015;Park et al, 2020).…”

“…Accordingly, academics are the most important strength in any higher education institution (Shatina & Nor Liana, 2022). According to (Fogaça et al, 2021), organizational support indicates the organization interest in its workers and their efforts, the consequences of their fatigue, and the level of concern for their well-being. The goal of this study is to investigate the effect of authentic leadership and organizational support on faculty members' performance in higher educational institutions.…”

Desempeño laboral y comunicación interna en la PNP

“…Los procesos acelerados y las nuevas tecnologías han hecho que las organizaciones se vean obligadas a encarar nuevos retos, por tal motivo han tenido que recurrir a la implementación de herramientas, donde el desempeño laboral cumple un rol fundamental, Fogaca et al (2021) precisa que el desempeño laboral posee resultados positivos cuando los jefes mantienen un trato directo y cordial con los empleados, promoción de beneficios, reconocimiento laboral, desarrollo de las capacidades del personal, otros. Asimismo, Peiró et al (2020) indica que es importante que la entidad mantenga un seguimiento de los empleados y de las distintas áreas, sin embargo, es preciso señalar que es un proceso paso a paso que mide la eficacia y gestiona los resultados que se vienen obteniendo.…”

Switching off automatic pilot to promote wellbeing and performance in the workplace: the role of mindfulness and basic psychological needs satisfaction

“…Beyond the search for new pairs of happy construct-productive criterion, researchers and practitioners are also questioning the antecedents of this relationship. Since most studies provide evidence for organizational variables as happiness predictors (e.g., psychological contract, perceived organizational support; Ayala et al, 2017 ; Joo and Lee, 2017 ; Fogaça et al, 2021 ), exploring individual factors offers another way forward. While traits and personal dispositions gained scholars’ attention (e.g., Gutiérrez et al, 2020 ; Lindberg et al, 2021 ), researchers primarily focused on the dark side of personality (e.g., anti-social disposition, neuroticism, anger; Gutiérrez et al, 2020 ).…”