The impact of supervisory justice and perceived Supervisor support on organizational citizenship behavior and commitment to supervisor: the mediating role of trust

Akram, Ammara; Kamran, Muhammad Rizwan; Iqbal, Muhammad Shahid; Habibah, Ume; Ishaq, Muhammad Atif

doi:10.1080/23311975.2018.1493902

Cited by 36 publications

(52 citation statements)

References 79 publications

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“…Besides, Path-Goal theory is also related to this study in which supervisors would perform specific behaviors that are best suited to the employees' needs and working environment so that employees will act in certain way to accomplish work activities [27][28][29]. The use of these theories in supervisor support model shows that, constructive and continuous support from the supervisor towards employees is often associated with emotional support [20,21,23] and instrumental support [6,22]. The spirit of both theories has obtained a strong support from perceived organizational support literature.…”

Section: Asyakireen Samsudin Azman Ismailmentioning

confidence: 99%

“…With regard to organizational climate, supervisors who play an important part in the organizational hierarchy play a vital role in influencing employees' trust, attitudes and behavioral outcomes [5]. Thus, strong and consistent support from the supervisors will eventually benefit the employees' work motivation, work efficiency and reduce waste of resources [6].…”

Section: Introductionmentioning

confidence: 99%

“…The success of the organization depends heavily on the commitment from all employees [18,19]. This is where the role of supervisor is important in providing emotional and instrumental support to the employees because this would encourage positive attitudes especially the extra-role behavior [6,[20][21][22][23]. In the context of organizational climate, extra-role behavior is defined as employee's voluntary actions that are spontaneous, self-driven, which are not listed in job descriptions that indirectly contribute to the effectiveness of the organization [24,25].…”

Section: Introductionmentioning

confidence: 99%

“…Organizational climate has been regularly analyzed as a broad construct that includes many support sources including supervisor support [1,26]. Thus, even though the nature of the relationship between supervisor support and extra-role behavior has been extensively explored, the role of supervisor support specifically in multidimensional aspects and as a predictor of the stated behavior is still poorly discussed in the context of organizational climate [6,[20][21][22][23]. Hence, this study focuses on two main objectives: first, to analyze the relationship between emotional support and extra-role behavior.…”

Section: Introductionmentioning

confidence: 99%

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The impact of Supervisor Support towards Extra-Role Behavior

Samsudin*,

Ismail

2019

IJRTE

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Effective supervisor support consists of two main features: emotional and instrumental support. Recent studies from the perspective of organizational climate which focus on the execution of such features among supervisors has a significant impact towards positive employee outcomes especially in their extra-role behavior. Even though this relationship has been widely explored, the role of supervisor support as a vital construct is still less discussed in the organizational climate literature. Therefore, this research was conduct to investigate the relationship between supervisor support and extra-role behavior. The data was collected using survey on 113 executives and non-executives from a telecommunication organization. The findings from the SmartPLS model analysis revealed that, extra-role behavior contributed to 31% variance on the proposed model. This shows that the ability of supervisors to provide emotional and instrumental support to employees has led to an increase in their extra-role behavior in the organization. The implications of this study in relation to theories, methodologies and organizational practitioners are also discussed.

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Section: Asyakireen Samsudin Azman Ismailmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The impact of Supervisor Support towards Extra-Role Behavior

Samsudin*,

Ismail

2019

IJRTE

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“…The theory of resource conservation also told us that, when individual resources are sufficient, individuals are more willing to take risks to acquire more resources, while when individual resources are less, individuals prefer to take evasive actions to prevent risks and protect existing resources (Hobfoll, 1989) [12]. Individuals with high psychological security means that the richer the in- [27]. In addition, from the COR theory, the supervisor support can be seen as a social support resources to promote individual resource (Hobfoll, 1989(Hobfoll, , 2001) [ [28].…”

Section: The Mediating Effect Of Psychological Security Between Collementioning

confidence: 99%

Can Supervisor Support Mitigate the Impact of Colleague Exclusion on Silence Behavior?—A Moderated Mediating Model

Chen¹

2018

JSS

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In this study, we explored the generation and influence mechanism of employees' silence behavior from the perspectives of different relationship with colleagues and leaders. A questionnaire survey was conducted among 226 employees to investigate the possibility of employees' silence behavior in organizational situations. The results of regression analysis show that: 1) Colleagues' exclusion has a significant positive effect on employees' silence behavior; 2) Psychological security has a significant negative effect on employee silence behavior, and psychological security plays a part mediating role between colleagues exclusion and silence behavior; 3) Supervisor support has a significant negative moderating effect on the relationship between colleague exclusion and psychological security.

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Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

2023

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While emerging studies pay much attention to the supervisory support–employee performance relationship, the supportive supervisor consequences on employees’ attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees’ helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees’ helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees’ loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees’ helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3–5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees’ helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees’ helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees’ helping behavior. However, failed to moderate social and affective engagement relationships with employees’ helping behaviors.

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The impact of supervisory justice and perceived Supervisor support on organizational citizenship behavior and commitment to supervisor: the mediating role of trust

Cited by 36 publications

References 79 publications

The impact of Supervisor Support towards Extra-Role Behavior

The impact of Supervisor Support towards Extra-Role Behavior

Can Supervisor Support Mitigate the Impact of Colleague Exclusion on Silence Behavior?—A Moderated Mediating Model

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

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