Influence of employees’ perceived organizational support and job performance on customer satisfaction: an empirical support from Nepalese hospitality sector

Biswakarma, Gangaram

doi:10.4038/kjm.v5i2.7519

Cited by 12 publications

(7 citation statements)

References 49 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…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.…”

Section: Discussionsupporting

confidence: 92%

“…Byrne and Hochwarter [12] found that the relationship between perceived organizational support and Job performance. Biswakarma [13] found a significant relationship between perceived job performance and perceived organizational support, and mentioned that the critical role in the employees' performance, they are to be sufficiently supported by the organization. Likewise, the studies of Burmeister and Deller [14], Yaakobi and Weisberg [15] proposed perceived environmental support and knowledge sharing as the main factors which enhanced effective employee job performance.…”

Section: Perceived Organizational Support and Perceived Job Performancementioning

confidence: 99%

See 1 more Smart Citation

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

Sharma¹,

Biswakarma²

2020

EBM

Self Cite

View full text Add to dashboard Cite

Organizational support is a vital component providing help to employees to perform, however, the support meant to be meaningful and make individual satisfied with the job. It becomes more specific in the hospitality sector, especially hotel industry being a service sector, in which the performance of the employees is directly linked to the customers satisfaction. Subsequently for business performance and sustainability. In this view, this study aims to examining the interlinkage of perceived organizational support, perceived job satisfaction and perceived job performance. In addition, it investigated the mediating effect of perceived job satisfaction to relationship of perceived organizational support and perceived job performance. This study adopts a quantitative approach and a sample of 200 hotel employees were approached, out of which 158 employees responded. Results indicates that perceived organizational support is correlated with perceived job satisfaction and perceived job performance. It suggests job satisfaction mediated the effect of perceived organizational support on perceived job performance. The study findings presented concrete evidence that perceived organizational support and perceived job performance can be strengthen when employee perceived a satisfaction with their job. Thus, perceived organizational support can strongly relate with achieving higher level of perceived job performance in hotel industry with mediations of perceived job satisfaction. The finding of current study can help administrators, particularly in hotel industry to find ways to use organizational support to increase job performance.

show abstract

Section: Discussionsupporting

confidence: 92%

Section: Perceived Organizational Support and Perceived Job Performancementioning

confidence: 99%

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

Sharma¹,

Biswakarma²

2020

EBM

Self Cite

View full text Add to dashboard Cite

show abstract

“…The findings of the study conducted by Krishnan and Wesley (2018) clearly state that employee communication contributes to person-organization fit through POS, learning and development and job characteristics. Similarly in yet another study, POS partially mediated JIBR 13,1 the relationship between perceived job performance and customer satisfaction in the hospitality sector in Nepal (Biswakarma, 2016).…”

Section: Perceived Organizational Supportmentioning

confidence: 57%

The mediating role of perceived organizational support on psychological capital – employee engagement relationship: a study of Indian IT industry

Sihag

2020

JIBR

View full text Add to dashboard Cite

Purpose The importance of psychological capital (PsyCap) and perceived organizational support (POS) have been identified over the years, however, the underlying relationship of both constructs with different employee outcomes is still a subject of research. The purpose of this study is to investigate whether POS helps in mediating the effect of PsyCap on employee engagement (EE). Design/methodology/approach In total, 420 samples (middle-level information technology (IT) professionals) were collected from different IT industry located in India by using online survey questionnaires. The collected data were further analyzed using regression analysis, factor analysis, structural equation modeling, reliability and validity analysis, mediation analysis and model fit indices analysis. Findings The results of the present study confirmed the full mediating effect of POS on the PsyCap-EE relationship and demonstrated that employees with a higher level of PsyCap, contribute more positively to the POS level which further enhances the employee’s level of engagement at the workplace. Research limitations/implications The samples collected for the current study included only middle-level IT professionals of the IT industry in India; therefore, the present study results have limited general applicability. The results and findings of the current study are only on the basis of inferential statistical analysis, and descriptive analysis was not performed on the collected data. Further, the study does not investigate the influence of time. Practical implications This study would assist practitioners of human resources in organizational development by enhancing the employee’s positive attitude and commitment toward their study. Further, EE can also be improved by enhancing the levels of POS and PsyCap of employees, which is in line with the findings of the current study. Originality/value The current study examines the mediating effect of POS on psychological capital and EE the relationship for the first time.

show abstract

“…Training and development, performance reviews, and employee involvement all have a good and significant impact on employee motivation. One of the most crucial and challenging aspects of managing human resources, according to Biswakarma (2016), is separating the performers from the non-performers and creating an environment in which the former is rewarded and driven to do even better while the latter are recognized.…”

Section: Statement Of the Problemmentioning

confidence: 99%

The Effect of Performance Rating Systems on Employee Motivation of Nepalese Insurance Companies

Goet,

Kharel

2023

Dristikon

View full text Add to dashboard Cite

This study explores the effects of employee motivational elements, such as training and development (TD), communication (CO), commitment (CT), reward and recognition (RR), and feedback systems (FS) in listed insurance businesses in Nepal. The impact of motivational elements on employee motivation was investigated using the primary data from 405 observations of 24 Insurance Companies. This study examined the link and impact of the aforementioned elements on employee motivation in Nepalese insurance businesses using a correlational and causal research technique. This study identified a relationship between employee motivation (EM) and training and development (TD), communication (CO), commitment (CT), rewards and recognition (RR), and feedback systems (FS). Again, it has been discovered that Employee Motivation (EM) in Nepalese Insurance Companies is significantly influenced by Training and Development (TD), Communication (CO), Commitment (CT), Reward and Recognition (RR), and Feedback System (FS).

show abstract

Influence of employees’ perceived organizational support and job performance on customer satisfaction: an empirical support from Nepalese hospitality sector

Abstract: This study investigated the interrelationship of Perceived Job Performance (PJP), PerceivedOrganizational Support (POS)

Cited by 12 publications

References 49 publications

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

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

The mediating role of perceived organizational support on psychological capital – employee engagement relationship: a study of Indian IT industry

The Effect of Performance Rating Systems on Employee Motivation of Nepalese Insurance Companies

Contact Info

Product

Resources

About