Propensity to trust as a moderator of the relationship between perceived organizational support and job satisfaction

Abstract

This study examined the relationship between perceived organizational support and job satisfaction as well as the moderating effect of propensity to trust on this relationship. White-collar bank employees (N=108) were surveyed. The results of multiple regression analyses on the data collected showed that perceived organizational support was positively related to job satisfaction. The relationship between perceived organizational support and job satisfaction, however, was stronger among employees with a low propensity to trust than among those with a high propensity to trust. Implications of the findings and directions for future research are discussed.

Modeling the relationship between perceived corporate citizenship and organizational commitment considering organizational trust as a moderator

“…Although organizational trust as a moderating role across different organizational issues has been somewhat discussed in previous research (e.g. Ross 1994, Poon et al 2007), none of the previous research has considered organizational trust as a moderator in the issue of corporate citizenship. Collectively, by evaluating the main effect of corporate citizenship on organizational commitment and the moderating effects of organizational trust related to both corporate citizenship and organizational commitment, a clear picture of how corporate citizenship actually influences organizational commitment can be well developed.…”

“…While employees have established the perceptions about trustworthiness of their organization, they tend to be highly sensitive to corporate citizenship. Previous research indicates that employees who are predisposed to trust are less likely to view their organization as having malevolent motives and intent toward stakeholders (Poon et al 2007), implying that organizational trust may affect the angle they see their organization and their belief about the organization. Consequently, it is likely that the relationship between different dimensions of perceived corporate citizenship and organizational commitment differs among employees with different extents of organizational trust.…”

Predicting Job Strain with Psychological Hardiness, Organizational Support, Job Control and Work Overload: An Evaluation of Karasek’s DCS Model

“…Organizational support theory provides predictions regarding antecedents and outcomes of POS and along with the framework of POS, various empirical studies have been applied. Therefore, in this study, we attempted to investigate POS's hypothesized consequence and more elaborated studies in the literature have highlighted these relationships (e.g., Pcon, Salleh, & Senik, 2007;Harris, Harris, & Harvey, 2007;Dawley, Houghton, & Bucklew, 2010;Bogler & Nir, 2012;Weaver, 2015).…”

The influence of organizational and functional support on the development of salesperson job satisfaction

“…The relationship between POS and job satisfaction (Babakus et al 1996;Piercy et al 2006;Poon, Salleh, and Senik 2007;Rhoades and Eisenberger 2002;Rutherford, Park, and Han 2011) has also been shown extensively. Similarly, the relationship between trust and job satisfaction has extensively been studied from the disjointed perspective of either trust in supervisor or trust in organization (e.g., Aryee, Budhwar, and Chen 2002;Brashear et al 2003;Dirks and Ferrin 2002;Flaherty and Pappas 2000).…”