Asian Journal of Managerial Science (AJMS)
Impact of Perceived Organizational Support on Citizenship Behavior of ITES Employees
Author : Seena Nikhil and J. ArthiVolume 8 No.2 April-June 2019 pp 119-124
Abstract
This study attempts to investigate the effect of Perceived Organizational Support (POS) of employees on their Organizational Citizenship Behavior (OCB). It also examines if there are significant differences in the impact of POS on OCB of employees due to demographic factors (age, gender, tenure, designation) of employees. POS indicates the perception of employees regarding the extent to which their organization appreciates their contribution and cares for their well-being (Rhoades & Eisenberger, 2002). OCB refers to employee participation in tasks that are not formally a part of the job description, but are beneficial for the organization as a whole (Organ & Ryan, 1995). In the current business scenario, when employee turnover rate poses a serious threat to businesses, employers increasingly value employee loyalty and dedication. A cross-sectional survey was conducted to obtain the perceptions of 272 employees working in Information Technology Enabled Services (ITeS) Sector, Bangalore, India. The results of the study indicate that POS had a significant impact on Organizational Citizenship Behavior (OCB) of employees. Among the demographic factors, organizational tenure influenced the impact of POS on OCB. This paper has implications for employers and top management who struggle to retain their employees.
Keywords
Perceived Organizational Support, Organizational Citizenship Behavior, ITES Companies
Full Text:
References
[1] Afsar, B., & Badir, Y. F. (2016). Person-organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness. Journal of Human Resources in Hospitality & Tourism, 15(3), 252-278
[2] Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23(3), 267-285.
[3] Brown, L. A., & Roloff, M. E. (2015). Perceived Organizational Support. The International Encyclopedia of Interpersonal Communication, 1-10.
[4] Byrne, Z. S., & Hochwarter, W. A. (2006). I get by with a little help from my friends: The interaction of chronic pain and organizational support on performance. Journal of Occupational Health Psychology, 11, 215-222.
[5] Byrne, Z. S., & Hochwarter, W. A. (2008). Perceived organizational support and performance: Relationships across levels of organizational cynicism. Journal of Managerial Psychology, 23(1), 54-72.
[6] Caesens, G., Marique, G., Hanin, D., & Stinglhamber, F. (2016). The relationship between perceived organizational support and proactive behavior directed towards the organization. European Journal of Work and Organizational Psychology, 25(3), 398-411.
[7] Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2-22.
[8] Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association.
[9] Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.
[10] Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507.
[11] Erdogan, B., & Enders, J. (2007). Support from the top: supervisors’ perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. Journal of Applied Psychology, 92(2), 321-330.
[12] George, J.M., & Brief, A.P. (1992). Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin, 112, 310-329.
[13] Gupta, V., Agarwal, U. A., & Khatri, N. (2016). The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement. Journal of Advanced Nursing, 72(11), 2806-2817.
[14] Hart, T. A., Gilstrap, J. B., & Bolino, M. C. (2016). Organizational citizenship behavior and the enhancement of absorptive capacity. Journal of Business Research, 69(10), 3981-3988.
[15] Jain, A. K., Giga, S. I., & Cooper, C. L. (2013). Perceived organizational support as a moderator in the relationship between organizational stressors and organizational citizenship behaviors. International Journal of Organizational Analysis, 21(3), 313-334.
[16] Kmec, J. A., & Gorman, E. H. (2010). Gender and discretionary work effort: Evidence from the United States and Britain. Work and Occupations, 37, 3-36.
[17] Lewig, K.A., & M.F. Dollard. (2003). Emotional Dissonance, Emotional Exhaustion and Job Satisfaction in Call Centre Workers. European Journal of Work and Occupational Psychology, 12(4), 366-392.
[18] Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: Inferior versus superior performance by wary employees. Journal of Applied Psychology, 84(4), 467-483.
[19] Moorman, R. H., Blakely, G. L., & Niehoff, B. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41(3), 351-357.
[20] Neves, P., Mesdaghinia, S., Eisenberger, R., & Wickham, R. E. (2018). Time sizing Proximity and Perceived Organizational Support: Contributions to Employee Well-being and Extra-role Performance. Journal of Change Management, 18(1), 70-90.
[21] Ng, T. W., Lam, S. S., & Feldman, D. C. (2016). Organizational citizenship behavior and counterproductive work behavior: Do males and females differ? Journal of Vocational Behavior, 93, 11-32.
[22] Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
[23] Organ, D. W. (2018). Organizational citizenship behavior: Recent trends and developments. Annual Review of Organizational Psychology and Organizational Behavior, 80, 295-306.
[24] Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4), 775-802.
[25] Podsakoff, P.M., MacKenzie, S.B., Paine, J.B., & Bachrach, D.G. (2000). Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
[26] Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers‟ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107-142.
[27] Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of Applied Psychology, 87(1), 698-714.
[28] Shen, J. (2016). Principles and applications of multilevel modeling in human resource management research. Human Resource Management, 55, 951-965. [29] Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4), 653.
[30] Trybou, J., Gemmel, P., Pauwels, Y., Henninck, C., & Clays, E. (2014). The impact of organizational support and leader-member exchange on the work‐related behaviour of nursing professionals: The moderating effect of professional and organizational identification. Journal of Advanced Nursing, 70(2), 373-382.
[31] Turnley, H.W., Bolino, C.M., Lester, W.S., & Bloodgood, M.J. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behavior. Journal of Management, 29(2), 187-206.
[32] Van Knippenberg, D., Van Prooijen, J. W., & Sleebos, E. (2015). Beyond social exchange: Collectivism‟s moderating role in the relationship between perceived organizational support and organizational citizenship behaviour. European Journal of Work and Organizational Psychology, 24(1), 152-160.
[33] Wayne, S. J., Shore, L M., Bommer, W. H., & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader member exchange. Journal of Applied Psychology, 87, 590-598.