The effect of perceived organizational support and psychological capital on OCB: mediating role of engagement

Abstract

This paper aims to investigate the effect of psychological capital (PsyCap) as an intrinsic factor and perceived organizational support (POS) as an extrinsic factor on OCB and to verify the mediating role of work engagement (WE) in the relationship of PsyCap, POS and OCB. The population in this study are state university lecturers especially at Universitas Negeri Semarang. Using proportionate random sampling technique, the data was collected from 145 lecturers. The structural equation model-partial least square (SEM-PLS) was used to test the hypotheses with analysis tools in the form of SmartPLS 3.0. The result showed that PsyCap had a positive and significant effect on work engagement and OCB, then POS had an insignificant effect on OCB and work engagement. The result found that work engagement has a mediation effect in the relationship between PsyCap and OCB. This study also showed that PsyCap as an intrinsic factor is considered more capable than POS as an extrinsic factor to improve lecturer’s OCB. It is highly recommended for the organization to focus on lecturer’s psychological capital investment, because lecturer’s PsyCap will be directly affect to lecturer’s positive behaviour such as work engagement and OCB.

Organizational Commitment as a Mediator of Organizational Support and Emotional Intelligence in Shaping Organizational Citizenship Behavior

“…The principle of reciprocity applies in this case (Rhoades & Eisenberger, 2002), i.e., there is a mutually beneficial exchange between the organization's and employees' interests. Hence, it is concluded that the obtained results confirm the current state of knowledge that organizational support is a principal factor determining an employee's organizational citizenship behavior (Frenkel & Bednall, 2016;Saputra & Supartha;Ansori & Wulansari, 2021).…”

“…Some dimensions of organizational support, according to Eisenberger et al (1986), Rhoades & Eisenberger (2002), and Robbins and Judge (2018), are procedural justice that arises from the process used to determine the distribution of rewards, working conditions, and rewards as the treatment of organizations that consider workers as substantial investments (assets) for the organization; thus, attention is paid to the implementation of various practices that can increase the value of human assets. It comprises training, promotions (Rhoades & Eisenberger, 2002), job autonomy (Allen et al, 2003), career development (Lew, 2009), distributive justice (McShane & Von Glinow, 2010;Putranto et al, 2019;Fachriansyah et al., 2021), supervisory support (Susskind et al, 2007;Mustika et al, 2020;Fachriansyah et al, 2021), work structure, personal development (Ginduz, 2014), rewards, working conditions (Mustika et al, 2020;Fachriansyah et al, 2021), and welfare (Ansori & Wulansari, 2021).…”

“…Organizational support is also critical in determining employees' character traits and attitudes. In this respect, employee perceptions of organizational support have significant implications for performance (Fachriansyah et al, 2021), organizational commitment (Gunduz, 2014;Ardi & Sudarma, 2015;Fazio, 2015;Putranto et al, 2019), employee engagement, OCB (Frenkel & Bednall, 2016;Saputra & Supartha;Ansori & Wulansari, 2021), psychological well-being (Putranto et al, 2019), job satisfaction, and knowledge sharing activities (Mustika et al, 2020).…”

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

“…This study support researcher Jehanzeb (2020) stated that the perception of organizational support has an insignificant relationship with OCB. And support research conducted by Ansori and Wulansari (2021) stated that perceived organizational support has an insignificant relationship with OCB. Contrary to previous research conducted by Indrawiani et al (2018), there is a significant influence between the perceived organizational support variables on OCB.…”

“…Meanwhile, Jehanzeb (2020) research explained that the perception of organizational support has no role on OCB. Also, in research, Ansori and Wulansari (2021) demonstrated that the perception of organizational support does not have a significant role in OCB. Based on the research that has been described, the proposed hypothesis is: H1: There is an influence of perceived organizational support on organizational citizenship behavior.…”