The impact of organizational support on employee performance

Abstract

Purpose Building on organizational support theory and social exchange theory, the purpose of this paper is to study the impact of organizational support on employee performance (EP) in the context of flexible manufacturing. In particular, the authors aimed to investigate the mediating role of employee attitude between organizational support and EP, and the moderating role of organizational justice (OJ). Design/methodology/approach A total of 180 participants from 36 work teams employed in 7 large automotive manufacturing enterprises in China were surveyed using a questionnaire designed by the authors. Multiple linear regressions were used to test the proposed hypotheses. Findings The results revealed four new performance indicators of frontline workers in the context of flexible manufacturing: continuous learning, teamwork, problem solving and active work. Organizational support can be divided into reinforcing support and inhibitive support. Reinforcing organizational support has a positive effect on new performance of frontline workers, and a sense of belonging plays a strong mediating role between them. Inhibitive organizational support plays an important role in the sense of awe (SA) of employees, but the SA has no influence on new performance of frontline workers. OJ plays a strong moderating role between organizational support and employee attitudes. Originality/value This study is one of the first attempts to explore the performance of frontline workers in the context of flexible manufacturing and contributes to the existing literature on the relationship between organizational support and EP.

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How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

“…So, if Chinese small and medium-size enterprises provide market-based compensation and benefits, then workers will be satisfied and engage with the vision of the organizations. Similarly, Chen, Hao [ 83 ] demonstrated that organizational support is the degree to which workers think that their organization values their contribution and cares about their well-being.…”

Condiciones para el aprendizaje organizacional y prácticas de gestión de innovación: un análisis en medianas empresas

“…En este sentido, se destaca la importancia de promover la implementación de herramientas tecnológicas facilitan a los colaboradores la adquisición, creación y socialización del conocimiento (Castañeda, 2015). Adicionalmente, el apoyo organizacional percibido puede aumentar la creatividad y el compromiso de los colaboradores (Tang et al, 2017;Suifan et al, 2018;Arasanmi y Krishna, 2019;Chen et al, 2020).…”

“…El soporte organizacional se define como la disponibilidad de recursos físicos y tecnológicos de la organización para compartir conocimiento y promover el aprendizaje (Castañeda, 2015). Al respecto, el apoyo organizacional tiene un efecto positivo en el desempeño de los colaboradores, la innovación (Suifan et al, 2018;Chen et al, 2020) y la capacidad de respuesta a los cambios del entorno (Ferreira et al, 2018). Además, el apoyo organizacional percibido aumenta la creatividad y el sentido de pertenencia (Suifan et al, 2018;Tang et al, 2017), al tiempo que mejora el ambiente de trabajo, el compromiso (Arasanmi y Krishna, 2019) y la integración organizacional (Singh, 2019).…”