The effect of perceived organizational support and psychological capital on work performance mediated by organizational citizenship behavior

Bramantya, Achmed; Muafi, Muafi

doi:10.20525/ijrbs.v11i6.2040

Cited by 3 publications

(2 citation statements)

References 27 publications

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“…Job satisfaction has a direct beneficial effect on subjective happiness, and job satisfaction influences subjective happiness. According to research, there is a link between organizational culture, organizational support, and positive psychology [49][50][51].…”

Section: Organizational Support and Job Burnoutmentioning

confidence: 99%

How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

Moustafa,

Elrayah,

Aljoghaiman

et al. 2024

Sustainability

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The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector.

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Section: Organizational Support and Job Burnoutmentioning

confidence: 99%

How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

Moustafa,

Elrayah,

Aljoghaiman

et al. 2024

Sustainability

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show abstract

“…This results in a more proactive approach to HCD training, in which individuals actively pursue learning opportunities, willingly engage in experimentation with new abilities, and eagerly apply their newly acquired knowledge to real-world tasks. Bramantya & Muafi (2022) indicates that organizations may greatly increase the 14 effectiveness of HCD programs by cultivating a culture that encourages this inherent incentive and on-going development. One way to do this is by developing mentoring programs that pair experienced HCD practitioners with eager trainees.…”

Section: Soft Skills Developmentmentioning

confidence: 99%

Enhancing Work Performance Through Human Capital Development in Engineering Industry: A Systematic Literature Review

Abiddin,

Talha

2024

RGSA

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Objective: The study aims to identify various human capital development (HCD) techniques that contribute to the enhancement of work performance within the engineering industry, and to understand the relationship between HCD initiatives and work performance. Theoretical Framework: The defined framework serves as the foundation for assessing the impact of different human resource development approaches on the work performance of employees in the engineering business. This highlights the importance of recognizing how investments in human capital may result in enhanced organizational outcomes. Method: The method used in this study is a systematic literature review (SLR) as proposed by Shaffril et al. (2020) that consisted by three phases; (1) identification, (2) screening, and (3) eligibility. Results and Discussion: The study discovered that Human Capital Development (HCD) has a substantial impact on employee’s work performance in the engineering industry, namely through meticulously designed training initiatives that cater to both technical and soft skills. Organizations that provide resources and provide strong support for complete HCD initiatives experience enhanced work performance, heightened motivation, and more productivity. Research Implications: The study has significant implications for engineering organizations to prioritize comprehensive human capital development strategies to enhance employee work performance and maintain a competitive edge in the industry. Originality/Value: The study’s uniqueness and significance arise from its thorough examination of the effects of various Human Capital Development (HCD) strategies on work performance in the engineering industry. It offers practical insights for maximizing HCD initiatives to improve employee productivity and organizational achievements.

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The role of resistance to change in determining organizational citizenship behavior: Evidence from MSMEs in Indonesia

Rijanti,

Yunianto,

Suko Priyono

et al. 2023

Problems and Perspectives in Management

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Organizational citizenship behavior is vital to the company’s internal control system. This is because individual contributions that exceed role demands in the workplace increase company productivity and efficiency. This study aims to determine the role of resistance to change in moderating the influence of psychological capital and leader-member exchange on organizational citizenship behavior in micro, small, and medium enterprises in Indonesia. This paper uses a quantitative approach, and data collection is carried out through online surveys. The sample comprises 263 managers or owners of micro, small, and medium enterprises in Indonesia. This paper uses panel data; to test the interaction regression of resistance to change as a moderator, it uses the ordinary least squares method. The research results found empirical evidence that psychological capital and leader-member exchange impact increasing organizational citizenship behavior. Other findings show that resistance to change negatively moderates the influence of psychological capital and leader-member exchange on organizational citizenship behavior of Indonesia’s micro, small, and medium enterprises. AcknowledgmentThis study is supported by DPPMP Stikubank University; thanks to DPPMP and all team NGEJUS members.

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The effect of perceived organizational support and psychological capital on work performance mediated by organizational citizenship behavior

Cited by 3 publications

References 27 publications

How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital

Enhancing Work Performance Through Human Capital Development in Engineering Industry: A Systematic Literature Review

The role of resistance to change in determining organizational citizenship behavior: Evidence from MSMEs in Indonesia

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