The impact of perceived organizational support and job resourcefulness on supervisor‐rated contextual performance of firefighters: Mediating role of job satisfaction

Abstract

Drawing on job demands‐resources model, we examined the positive impact of perceived organizational support and job resourcefulness on supervisor‐rated contextual performance of firefighters along with partial mediating effect of job satisfaction. We adopted a two‐wave survey technique to collect matched responses from 245 Pakistani firefighters about perceived organizational support, job resourcefulness and job satisfaction and 3 months later from their immediate supervisors on contextual performance. The results favour the importance of perceived organizational support and job resourcefulness as valuable resources for enhancing job satisfaction and in this way promote literature on job satisfaction. Results also endorsed job satisfaction as a partial mediator between organizational support, job resourcefulness and supervisor‐rated contextual performance of firefighters. We explored the complex motivational mechanism through which perceived organizational support and job resourcefulness affect supervisor‐rated contextual performance of firefighters. Results were consistent with the hypothesized model. Theoretical and practical implications are discussed.

A Strategy for involving community forest managers in effective forest fire management in Nepal

“…Both high and medium-risk districts showed primary concern about insurance mechanisms because of the direct threat to their life or physical loss while suppressing fire. Many researchers claim that the health and life insurance mechanism is vital for firefighters (Rubaca & Majid Khan, 2020;Varney et al, 2020). In addition, Lee et al, (2020) argue that there are chances to have around five cancer types where firefighting is involved.…”

Workplace loneliness mediates the relationship between perceived organizational support and job performance: Differing by extraversion

“…In this vein, as one kind of organizational resources in the workplace, perceived organizational support is supposed to contribute to accumulation of personal resources, which, in turn, lead to positive outcomes. For example, the mediating role of job satisfaction in associating perceived organizational support with contextual performance has been confirmed ( Rubaca and Majid Khan, 2020 ). Similarly, Guan and Frenkel (2021) found that meaningfulness functions as a mediator in the association between perceived organizational support for strength use and thriving at work.…”

“…Moreover, as one kind of external coping resource, perceived organizational support responds to the socio-emotional needs of employees ( Kraimer et al, 2001 ), it is supposed to influence one’s emotions or psychological condition. Much work has been conducted on the positive emotions or psychological conditions provoked by perceived organizational support including resilience ( Zhang et al, 2021 ), psychological safety ( Xu et al, 2022 ), meaningfulness ( Guan and Frenkel, 2021 ), and job satisfaction ( Guan et al, 2014 ; Rubaca and Majid Khan, 2020 ). In addition, drawing on the COR theory, people’s resources including personal and organizational resources co-exist in ecological conditions that either foster or limit resource creation and sustenance ( Hobfoll, 2011 ).…”

“…In addition, we contribute to the nascent knowledge on the association between perceived organizational support and job performance by exploring the mediating effect of workplace loneliness. Although previous studies have identified some underlying mechanisms on how perceived organizational support influences job performance (e. g., Rubaca and Majid Khan, 2020 ; Zhang et al, 2021 ), they mainly focus on the mediating role of positive emotions or psychological states. Whether negative emotions (one of which is workplace loneliness) would serve as a mediator in such relationship has not been examined yet.…”

Job resourcefulness, job crafting and task performance in a post-COVID-19 context: a diary study on tour and travel frontline employees

“…Job resourcefulness is an ability that develops over time and positively affects performance (Kuo et al ., 2023). We argue that an unstable work environment and changing workplace conditions affect an employee's ability to ‘do more with less’ (Rubaca and Khan, 2020; Semedo et al ., 2016). However, the literature does not support the notion that job resourcefulness varies with the changing workplace conditions.…”