The relationship between organizational support, employee development, and organizational commitment: An empirical study

Tansky, Judith W.; Cohen, Debra J.

doi:10.1002/hrdq.15

Cited by 213 publications

(183 citation statements)

References 26 publications

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“…According to another result there was a significantly positive relationship between perceived organizational support and affective commitment and H 3 was accepted. That result supports the studies of Eisenberger et al (1990), Shore and Tetrick (1991), Shore and Wayne (1993), Tansky and Cohen (2001), Rhoades, Eisenberger and Armeli (2001). Finally, the hypothesis was tested whether there was a moderator role of perceived organizational support between the relationship interactional justice and affective commitment or not.…”

Section: Conclusion and Suggestionssupporting

confidence: 78%

Etkileşimsel Adalet ve Duygusal Bağlılık İlişkisi: Algılanan Örgütsel Desteğin Düzenleyici Rolü - The Relationship between Interactional Justice and Affective Commitment: The Moderating Role of Perceived Organizational Support

Kenek¹,

Sökmen²

2017

isarder

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ÖzetBu çalışmanın amacı etkileşimsel adaletin, duygusal bağlılıkla olan ilişkisinde algılanan örgütsel desteğin düzenleyici rolünü incelemektir. Araştırmanın verileri Ankara'da yer alan bir kamu kurumunda farklı bölümlerde çalışan 198 katılımcıdan elde edilmiştir ve değişkenler arası ilişkiler korelasyon ve regresyon analizleri ile incelenmiştir. Elde edilen bulgulara göre etkileşimsel adalet, duygusal bağlılık ve algılanan örgütsel destek arasında pozitif yönlü ve anlamlı ilişkiler bulunmuştur. Bununla birlikte çalışanların örgütsel destek algıları arttıkça, etkileşimsel adaletin duygusal bağlılığa olan pozitif yönlü etkisinin daha yüksek olduğu da tespit edilmiştir. Anahtar Kelimeler: Etkileşimsel Adalet, Duygusal Bağlılık, Algılanan Örgütsel Destek Abstract The purpose of this study is to examine the moderating role of perceived organizational support in the relationship between interactional justice and affective commitment. The data of this study were obtained from 198 participants working in different departments in a public institution in Ankara and the interrelationships between variables were examined by means of correlation and regression analysis. The results reveal that positive and significant relationships were found between interactional justice, affective commitment and perceived organizational support. As employees' perception of organizational support increases, the positive effect of interactional justice on affective commitment was found to be higher.

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Section: Conclusion and Suggestionssupporting

confidence: 78%

Etkileşimsel Adalet ve Duygusal Bağlılık İlişkisi: Algılanan Örgütsel Desteğin Düzenleyici Rolü - The Relationship between Interactional Justice and Affective Commitment: The Moderating Role of Perceived Organizational Support

Kenek¹,

Sökmen²

2017

isarder

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“…That is, the advocacy and involvement in developing empowerment initiatives can by viewed by union members as a form o f perceived union support (Shore et al, 1994). The consistent findings in the literature that perceived organizational support positively affects company commitment (e.g., Eisenberger et al, 2001;Hutchison, Sowa, Eisenberger, & Huntington, 1986;Rhoades, Eisenberger, & Armeli, 2001;Settoon, Bennett, & Liden, 1996;Tansky & Cohen, 2001) suggest that perceived union support should positively affect union loyalty. Consistent with this idea, Shore et al (1994) and Sinclair and Tetrick (1995) found perceived union support to be positively related to union loyalty.…”

Section: Employee Commitment To the Unionsupporting

confidence: 57%

A Mixed-Methods and Multi-Level Investigation of the Effects of a Crew Chief Intervention on Job Attitudes, Occupational Stress, and Organizational Commitment

Leo¹

2000

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Chief Intervention on Job Attitudes, Occupational Stress, and Organizational CommitmentHigh-profile instances o f workplace violence and increased pressure from competitors have threatened the viability o f one o f the nation's largest employers, the United States Postal Service (USPS). As a result, the USPS began a massive change effort in the early 1990's. One o f the initiatives implemented to improve labormanagement relations was a derivative o f the self-managed work team known as the crew chief program. This study provides a mixed-methods and multi-level approach to understand the impact this unique program had on organizational attitudes.The first aim o f this study was to investigate whether the crew chief program reduced employees' stress and strain and improved job and supervisory satisfaction and company and union commitment, while controlling for the nesting o f employees within sites and employee demographic characteristics. The second aim was to replicate and extend the stressor-strain-outcome (SSO) model o f stress and to determine whether employee perceptions o f crew chief support moderated the relationships between stressors, strain, and outcomes. Additionally, I found role ambiguity to have direct relationships with other organizational outcomes beyond the indirect effects via strain and that crew chief support was strongly related to stressors and outcomes.These findings reinforce the notion that employing both quantitative and qualitative methods can dramatically improve the quality o f organizational research.Based on these findings, I describe several suggestions for improvements to this specific program and for improving future initiatives aimed at enhancing labormanagement relations. ACKNOWLEDGMENTS

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“…It is also believed that employees may feel obliged when employers give some acknowledgement to their efforts by offering them proper benefits and opportunities to excel which subsequently leads to reciprocationa; of commitment in the organizations (Shore & Tetrick, 1991;Tansky & Cohen, 2001). Social exchange theory asserts that organizational commitment is expected to lower turnover intentions (Cropanzano & Mitchell, 2005).…”

Section: The Relationship Between Organizational Commitment and Turnovermentioning

confidence: 99%

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

Kadiresan¹,

Selamat²,

Selladurai³

et al. 2015

ASS

100

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It is widely agreed that the impact of human resource management (HRM) practices can create comparative advantage for the organizational performance when organizational commitment matters. On the contrary, turnover has become a trend and it is at rise in the current working environment. The main intention of this study is to demonstrate a relationship between HRM practices and organizational commitment and its impact on turnover intention. Data of 75 employees from several different industries were collected throughout Klang Valley in Malaysia. The outcome reflects a correlation among Performance Appraisal and Training and Development (HRM practices) with organizational commitment which in turn contributed an inverse relationship with employee turnover intention. The greater commitment developed among employees will improve the organizational effectiveness through maintained skilled and experienced employees thus reducing turnover intentions. Therefore, this study dedicates to the knowledge on the impact of HRM practices on organizational commitment and turnover intention. The data results can serve as a reference or guideline when conducting relevant studies in the future.

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The relationship between organizational support, employee development, and organizational commitment: An empirical study

Cited by 213 publications

References 26 publications

Etkileşimsel Adalet ve Duygusal Bağlılık İlişkisi: Algılanan Örgütsel Desteğin Düzenleyici Rolü - The Relationship between Interactional Justice and Affective Commitment: The Moderating Role of Perceived Organizational Support

Etkileşimsel Adalet ve Duygusal Bağlılık İlişkisi: Algılanan Örgütsel Desteğin Düzenleyici Rolü - The Relationship between Interactional Justice and Affective Commitment: The Moderating Role of Perceived Organizational Support

A Mixed-Methods and Multi-Level Investigation of the Effects of a Crew Chief Intervention on Job Attitudes, Occupational Stress, and Organizational Commitment

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

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