Is Perceived Organizational Support an Antecedent of Employee Behaviour?

Abstract

Employee is one of the most valuable asset in an organization. It is important to provide support to the employee to ensure their welfare is guaranteed. This paper measures the impact of perceived organizational support on employee behaviour. Questionnaire survey data was collected from 114 respondents who are presently employed at a public organization in Malaysia. The partial least squares structural equation model (PLS-SEM) was used to test the hypotheses. There are four findings derived from the data, first: supervisor support negatively correlated with organizational commitment. Second, supervisor support positively correlated with organizational citizenship behaviour. Meanwhile, third procedural justice positively correlated with organizational commitment. Lastly, procedural justice positively correlated with organizational citizenship behaviour. Theoretical and practical implications, as well as limitations, are discussed.

Technology -Based Support in Organizations and the Impact on Affective Commitment

“…Supervisor and colleague support is an element of management support or perceptions of organizational support (Eisenberger, 2002;Ahmed et al, 2011). Perceived organizational support defined as a perception of employees towards the organization on how much the organization care and acknowledge their contribution (Eisenberger et al, 1986;Kurtosis et al, 2015;Ahmad et al, 2021). The readiness of the supervisor and colleague to share knowledge, cooperate in job execution as a team, good communication and relationship will create a comfortable and effective working environment which increase employee performance and positive behavior (Ahmad et al, 2021;Ogbodoakum et al, 2020).…”

“…Perceived organizational support defined as a perception of employees towards the organization on how much the organization care and acknowledge their contribution (Eisenberger et al, 1986;Kurtosis et al, 2015;Ahmad et al, 2021). The readiness of the supervisor and colleague to share knowledge, cooperate in job execution as a team, good communication and relationship will create a comfortable and effective working environment which increase employee performance and positive behavior (Ahmad et al, 2021;Ogbodoakum et al, 2020). A review of the literature from previous studies related to perceived organizational support shows that the effectiveness of support practices in the organization will benefit the organization, namely employee performance, organizational commitment and positive employee behavior (Kurtosis et al, 2015;Colakoglu et al, 2010;Putri et al, 2018;La Husen et al, 2019).…”

“…A study from Ahmad et al (2019) explains in detail about supervisor and co-worker who have a good relationship will increase the obligation and commitment towards organization as they trust and help each other. Supervisor can enhance the support practices among employee by adopting knowledge sharing, opportunities to give opinion and care about employee wellbeing (Rabbani et al, 2017;Ahmad et al, 2021) IR 4.0 ensure the sustainability of the organization in a global world by using advances technology which allows faster data interpretation and accurate procedure (Sima et al, 2020). IR 4.0 can benefit the organization in many ways such as productivities, increase the profitability, and increase the organization's competitiveness and sustainability in global industry (Morrar et al, 2017;Yahaya et al, 2018;Sima et al, 2020).…”