Organizational support sources and job performance relations: what about occupational commitment?

Using the social exchange theory to explore the employee-organization relationship in the hospitality industry

“…These results corroborate previous studies that determined when employees IJCHM 33,2 receive specific resources such as empowerment through a supportive work environment, they tend to perform favorable outcomes (Detnakarin and Rurkkhum, 2019;Eisenberger et al, 1986;Rhoades and Eisenberger, 2002). Similarly, Aydin and Tuzun (2019), Chiang and Hsieh (2012), Kurtessis et al (2017) and Wang (2009) agreed that perceived organizational support and psychological empowerment work as internal motivators achieve better employee behaviors such as work engagement and service-oriented organizational citizenship behavior.…”

“…However, they also provided an 8item version of the scale, which was recommended by Rhoades and Eisenberger (2002) because the use of this shorter version is feasible due to the fact that the original has high internal reliability. Thus, most of the studies used this short version to examine the perceived organizational support in their studies (Aydin and Tuzun, 2019;Chang and Busser, 2020;Gupta, 2019;Li et al, 2019;Wen et al, 2019). Bettencourt et al (2001) argued that managers should create a supportive working atmosphere for service employees to achieve better performance.…”

“…Therefore, this study hypothesizes that: Perceived organizational support, psychological empowerment and organizational citizenship behavior have already been studied by Chiang and Hsieh (2012), who identified relationships between these three topics. Some scholars agree that perceived organizational support and psychological empowerment work as internal motivators, which inspire better employee behaviors (Aydin and Tuzun, 2019;Chiang and Hsieh, 2012). The social exchange theory recognizes the employee-organization relationship as a rewarding transaction of reciprocity (Cropanzano and Mitchell, 2005).…”

Mediation Role of Organizational Support in the Effect of Organizational Climate on Turnover Intention in Hotels

“…Organizational' support' perceived' by' the' employee' can' be' examined' in' five' subF dimensions' that' should' be' taken' into' consideration' by' the' enterprises;' welfare' of' employees,' personal'goals'of'employees,'employeesi'contributions'to'the'business,'to'help'employees'in'their' career' /' professional' development' and' to' be' proud' of' their' efforts' (MingFChu' &' MengFHsiu,' 2015). 'When'employees'meet'expectations,'their'performance'increases' (Aydın'&'Tüzün,'2019).' The'organizational'support'effect'is'beneficial'as'a'result'of'employees'being'nervous'due'to'the' working'environment' (Kim'et'al,'2017).…”

“…When'the'mediating'variable'is'included'to'model'because'of'the'fact'that''the'significant'effects' of'the'independent'variable'on'the'dependent'variable'that'is'left'out'is'determined'the'third'step' proposed' by' Baron' and' Kenny' (1986)' are' also' provided.' The' full' mediation' effect' of' Journal!of!Management!and!Economic!Studies,!vol.1,!issue.8,!pp…”