The Relationship among Organizational Trust, Multidimensional Organizational Commitment and Perceived Organizational Support in Educational Organizations

Celep, Cevat; Yilmazturk, Ozge Eler

doi:10.1016/j.sbspro.2012.06.512

Cited by 84 publications

(64 citation statements)

References 18 publications

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“…Ahmed et al, 2013;Francis, 2012). Additionally, POS is distinct but related construct with affective commitment (Bilgin and Demirer, 2012;Marique et al, 2013;Newman et al, 2012;); organizational commitment (Celep and Yilmazturk, 2012;Elstad et al, 2013;Kou, 2012;Ngo, et al 2013); leader-member exchange (Ahmed et al, 2013;Alfes et al, 2013;Runhaar et al, 2013); supervisor support (Dawley et al, 2010;Jacobs et al, 2013;Landsman, 2008;Newman et al, 2012;Simosi, 2012); coworker support (Inoue et al, 2013;Karatepe, 2012b;Simosi, 2012); job satisfaction (Chung et al, 2012;Cheng et al, 2013;Cullin et al, 2013;Karatepe, 2012a; 629 Perceived organizational support and its outcomes Ngo et al, 2013); organizational citizenship behavior (Cheung, 2013;Chiang and Hsieh, 2012;Elstad et al, 2013); employee engagement (Sulea et al, 2012;Kou, 2012); and turnover intentions (Avanzi et al, 2014;Bilgin and Demirer, 2012;Cheng et al, 2013;Muse and Wadsworth, 2012;Ngo et al, 2013;Tuzun and Kalemci, 2012). It has also been observed that most of the studied implied shorter version of SPOS, as the shorter versions were effectively evaluating the basic facets of POS: care about well-being and valuation of contribution (e.g.…”

Section: Dimensionality and Discriminant Validity Of The Scale Of Posmentioning

confidence: 99%

Perceived organizational support and its outcomes

Ahmed

Nawaz

Ali

et al. 2015

Management Research Review

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Purpose -This paper aims to cover an area that has only been covered by Riggle et al. (2009) and, therefore, the authors believe that starting with giving credit to the resource person will add value to the study. Riggle et al.'s (2009) research of 20 years literature is the latest available meta-analysis on perceived organizational support and outcomes. There are seven years since no work has been done to see the changes in the research and its emphasis, which is the main target of this research. This study aimed at five major outcomes: employee engagement, job satisfaction, organizational commitment, organizational citizenship behavior and turnover intentions. Design/methodology/approach -Hundred and twelve studies were included in meta-analysis containing at least one of the outcomes. Riggle et al. included 167 studies in their investigation from 1986 to 2006. This study adds value to the work of Riggle et al. by looking at the studies conducted from January 2007 to April 2014. Findings -Findings of the study revealed that perceived organizational support had a strong positive impact on employee engagement, job satisfaction and organizational commitment, while its impact on organizational citizenship behavior and turnover intentions is moderate. Originality/value -This study adds value by offering meta-analysis of the perceived organizational support and its outcomes for latest available literature (i.e. 2007-2014).

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Section: Dimensionality and Discriminant Validity Of The Scale Of Posmentioning

confidence: 99%

Perceived organizational support and its outcomes

Ahmed

Nawaz

Ali

et al. 2015

Management Research Review

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“…Vandenberghe and Stinglhamber (2003) found that perceived organization support increased employees' organizational commitment by improving their sense of responsibility, perception of affiliation and helpfulness [44]. Cevat Celep and Ozge Eler Yilmazturk (2012) did a research among teachers working in public primary schools and found that there was a positive relationship between teachers' perceived organizational support and their organizational commitment [45]. Talat, I. et al (2013) found that perceived organization support positively affected affective commitment and normative commitment [46].…”

Section: The Moderating Role Of Perceived Organization Supportmentioning

confidence: 99%

A Framework for Research and Practice: Relationship among Perception of Organizational Politics, Perceived Organization Support, Organizational Commitment and Work Engagements

Rong¹,

Cao²

2015

OJBM

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Since the Reform and Opening-up in China, the rapid development of China's economy has lasted for nearly forty years. As the basic units of economic activity, Chinese enterprises also continue to grow. Especially in recent years, the enterprises have become increasingly scientific and standardized. However, the "Officer Standard", residual product of thousands of years of Chinese feudal society and the centralization consciousness in culture, leads to organizational polities existing in various organizations. Moreover, the inevitable contradiction between the scarcity of resources and the multiplicity of interests aggravates intrigue and calculation. As a subjective understanding and evaluation of the degree of Self-Interest behaviors of other people in the organization, perception of organizational politics has been proved to have an important impact on the attitude and behavior of employees. As a heated research topic of active organization behavior, work engagement may be affected by the perception of organizational politics of the staff, and has a profound influence on the organization's vitality and development. Based on the Chinese cultural background, this research theoretically studies the relationship among the perception of organizational politics, perceived organization support, organizational commitment and work engagement. We adopt the method of literature research and go over the related research results systematically. At the same time, we put forward the theoretical model of this study by employing Conservation of Resources theory and Social Exchange theory. Our research result has indicated that the perception of organizational politics is negatively related to work engagement, in which organizational commitment plays a mediating role and perceived organization support plays a regulating role.

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“…Since higher educational institutions are human-intensive collegial settings in which human relations and dynamics play a significant role, the quality of the relationship, collegiality, trust and support between the management, supervisors and their colleagues plays an important role (Celep and Yilmazturk, 2012) in the desire to continue participation in the institution, commitment to mutually beneficial ideals and goals, and the realization of educational objectives. The trust that workers have in their leaders and colleagues increases organizational loyalty, organizational citizenship behaviors' and organizational success.…”

Section: Discussionmentioning

confidence: 99%

Desire to work in an organization forever among university employees in Botswana

Fako¹,

Wilson²,

Linn³

et al. 2014

J. Public Adm. Policy Res.

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The importance of commitment of employees to their organizations is evident in the volume of research that continues to be conducted on the subject and in the research findings that have linked high levels of commitment to favourable organizational outcomes. Factors that lead to differential levels of commitment appear to differ from one context to another. For this reason, each organisation should periodically determine the extent to which its employees remain committed, as well as factors that distinguish highly committed employees from those who are less committed to the organisation. This study uses one aspect of the construct of affective commitment, namely, the "desire to work for the organisation for ever" to study the extent to which a representative sample of 360 employees at a university were committed to the organization. Chi-squared tests of association were used to determine univariate correlates of commitment, while multiple logistic regression analysis was used to determine a parsimonious predictive model for commitment. A total of 15 of the numerous factors initially investigated were found to be statistically associated with "desire to work for the organisation for ever". A multivariate logistic regression model revealed that only six of the factors associated with "desire to work for the organisation for ever" were adequate to predict the type of commitment investigated. These factors were educational attainment, use of food supplements, frequency of symptoms of fatigue, support from supervisors and responsiveness of the management.

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The Relationship among Organizational Trust, Multidimensional Organizational Commitment and Perceived Organizational Support in Educational Organizations

Cited by 84 publications

References 18 publications

Perceived organizational support and its outcomes

Perceived organizational support and its outcomes

A Framework for Research and Practice: Relationship among Perception of Organizational Politics, Perceived Organization Support, Organizational Commitment and Work Engagements

Desire to work in an organization forever among university employees in Botswana

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