The impact of organizational support for employees’ health on organizational commitment, intent to remain and job performance

Abstract

Purpose The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover intention and job performance, with a focus on the possible mediating roles of affective commitment and wellness program participation in these relationships. Design/methodology/approach Data were collected from surveys of employees at a public university that provides employees with a variety of wellness program options. Conditional procedural analysis was conducted to test the model. Findings Results showed that employees’ perceptions of OSEH positively related to both turnover intention and job performance and that affective commitment fully mediated the relationships between OSEH perceptions and both dependent variables. Research limitations/implications Cross-sectional data were collected on OSEH, affective commitment, employees’ intent to remain in the organization and job performance. Future studies based on panel data would be helpful to establish the causal relationships in the model. Practical implications Our findings show that employees’ perceptions of OSEH are likely to affect behavioral outcomes through affective commitment, suggesting that managers should ensure that employees are aware of organizational support for health promotion. Our findings also suggest that organizations move beyond a focus on design of wellness programs to include an emphasis on the overall OSEH. Originality/value This research study is the first empirical examination on the two possible channels through which organizational health support may influence employees’ intent to remain and job performance – participation in wellness programs and affective organizational commitment. The results are of value to researchers, human resource management managers, employees and executives who are seeking to develop practices that promote employee health at the workplace.

Mediating Role of Job Satisfaction in the Relationship Between Organizational Support and Job Performance

“…The empirical finding of this study reveals that POS is directly related to PJS and PJP. In this study, it was found that POS has significant positive direct effect on PJP, the finding is consistent with past empirical findings of Na-Nan, Saribut and Sanamthong [9], Xiu, Dauner and McIntosh [10], Du et al [11], Byrne and Hochwarter [12], Biswakarma [13], Burmeister and Deller [14], Yaakobi and Weisberg [15], Wickramasinghe and Wickramasinghe [8], Hakkak, Gashti, and Nawaser [1], Guan, Sun, Hou, Zhao, and Luan [17], Armeli, Eisenberger, Fasolo, and Lynch [16], Eisenberger, Huntington, and Hutchison [6], where it was mentioned that the critical role in the employees' performance, they are to be sufficiently supported by the organization [13]. Burmeister and Deller [14], Yaakobi and Weisberg [15] concluded that perceived environmental support and knowledge sharing as the main factors which can heightened active job performance.…”

“…Na-Nan, Saribut and Sanamthong [9] study found that perceived environmental support and knowledge sharing positively influenced employee job performance of 344 admins working at SMEs in Central Thailand. Xiu, Dauner and McIntosh [10] in a study of 297 employees working at a public university in the US Midwest showed a result that employees' perceptions of organizational support for employee health positively related to both turnover intention and job performance. A study by Du et al [11] of 594 employees in 3 manufacturing companies in Northeast China demonstrated the direct positive influence of perceived organizational support on in-role performance.…”

Living with Infection Risk and Job Insecurity during COVID-19: The Relationship of Organizational Support, Organizational Commitment, and Turnover Intention

“…Fourth, the study found that OC plays a fully mediator role on the effect of OS on TI, which is in accordance with prior studies in the literature [102][103][104]168]. According to the findings of this study, organizations' support for their employees during challenging times both positively impacts OC and decreases their TI as a result of such interaction.…”

“…Rhoades and Eisenberger [ 51 ] revealed in their study that employees’ organizational commitment improves in organizations with high levels of OS, which negatively affects TI. OS has also been proven to be effective on TI via OC by Albalawi et al [ 102 ] in a study which was conducted with SME employees, Nadeem et al [ 103 ] in a study with bank employees, and Xiu et al [ 104 ] with a study with employees at a public university. Chew and Wong [ 105 ] also found in their study in Malaysia that OS is both related to OC and TI.…”

The Mediating Role of Organizational Commitment between Organizational Culture and Job Performance in the Telecommunication Sector

“…Individuals who identify with the organization or have a sense of belonging and positively commit to the organization will perform better (Suharnomo & Hashim, 2019). Individuals in the workplace who feel more support from the organization tend to show emotional commitment to the organization, which in turn is more to contribute to improved job performance (Xiu et al, 2019). Decreasing the likelihood of employee turnover and enhancing job performance are signs of an organizational commitment to its employees (Ahmad et al, 2021).…”