• Asia-Pacific Journal of Business
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• v.15 no.1
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• pp.159-177
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• 2024

Purpose - The purpose of this study is to reveal the effect of a High Performance Work System(HWPS) on research performance. In addition, this study examines the mediation effect of Innovation Commitment(IC) and the moderated mediation effect of Perceived Organizational Support(POS), and seeks to reveal the antecedents and boundary variables that affect research performance. Design/methodology/approach - The level of analysis is at the individual level. A survey was collected from researchers at government-funded research institutes in the Daejeon and Sejong areas. 265 questionnaires were used in the final statistical analysis. Confirmatory factor analysis was performed using the AMOS 21. Correlation analysis, regression analysis, and bootstrapping by Process Macro were performed using the SPSS 19. Findings - As a result of the study, HWPS has a positive effect on IC, and IC has a positive effect on research performance. Through this results, it was found that IC mediates the relationship between the HPWS and research performance. In addition, POS positively moderated the mediating effect of HPWS on research performance through IC. Research implications or Originality - First, IC can be increased through a HPWS. Second, the effect of the HWPS on individual research performance through IC provides implications that the HWPS can be effectively applied not only to general companies but also to research organizations. Third, the boundary effect of POS was revealed. Fourth, research performance was measured through objective quantitative indicators rather than subjective.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.171-180
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• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• Journal of the Korean Society for Railway
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• v.17 no.4
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• pp.289-296
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• 2014

This study analyzes, based on survey of the behavior of 288 railroad tour conductors. how deep acting and surface acting, which were both classified as emotional labor, influence customer orientation. It also analyzes the moderating effect of POS (perceived organizational support) on emotional labor and customer orientation. The following are the summarized results of the analysis. First, railroad tour conductors' deep acting has a positive influence on customer orientation. And surface acting has a negative effect on it. Second, after the moderating effect of POS has been studied, it is found that POS does not appear to have a moderating effect on customer orientation of deep acting but does appear to have a moderating effect on customer orientation of surface acting. In conclusion, this study implies that it is important, to railroad tour conductors, that organizational level support enhance customer orientation; it is also important to manage railroad tour conductors' emotions in order to enhance customer orientation.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.16 no.6
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• pp.265-275
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• 2016

IT industry has rapidly changed with unlimited competition. In this situation, this article is searching for methods to enhance work engagement(WE) which increases workers' and organizations' performance. Servant leadership(SL) involves organizational change, thus one dimension of SL named commitment to the growth of people(CGP) which focuses on people' development would play a decisive role in IT industry, since member's capacity makes a success of this field. Since CGP would influence on perceived organizational support(POS), workers would have positive attitude to work. Furthermore, expectancy has a critical role for CGP which is related to the future. In future oriented viewpoint, if a leader supported members' growth and they had positive expectancy for the future, they would have higher POS, then WE also will be increased. The purpose of this study is to explain the importance of CGV, expectancy and POS, since they enhance WE which is the key factor for success of IT organizations and members in today.

• Management & Information Systems Review
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• v.37 no.4
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• pp.109-123
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• 2018

Emotional labor is now emphasized as a very important concept not only for private companies but also for public servants who perform public affairs in public institutions, but relatively theoretical research is lacking. The purpose of this study is to examine the negative effects of the surface acting on emotional labor and to examine the moderating effect of social support to reduce it. As for the social support, we distinguished between POS support and supervisor support. Furthermore, we found that any support among POS and supervisor support has a large effect on the relationship between surface acting and emotional exhaustion. In order to verify this research model and hypothesis, we conducted 250 employees who perform civil affairs in public institutions. The results of this study are summarized as follows. First, it was found that surface acting had a very significant effect on emotional exhaustion. The increase in emotional exhaustion due to the incongruity between inner emotions and display emotions appeared to be the same as the results of research on existing private companies. Second, both POS and supervisor support significantly reduce the relationship between surface acting and emotional exhaustion. Third, the moderating effect of POS and supervisor support showed that the control effect of superiors' support was stronger, so that the surface act reduced the influence of emotional exhaustion more strongly. The results of this study refer to the importance of emotional labor education for civil servants performing civil affairs. In addition, it suggests that various programs should be provided to relieve emotional exhaustion and stress of civil service officials. In addition, it suggests a more aggressive organizational support design for high-level POS.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.4
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• pp.89-102
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• 2015

The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance and turnover intention thorough emotional exhaustion. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and emotional exhaustion. Structural equation modeling analysis provided support for the hypotheses from a sample of 225 China department store sales employees. The results revealed that surface acting has a positive influence on emotional exhaustion, whereas deep acting has not significant influence on emotional exhaustion. Second, emotional exhaustion has a negative influence on job performance, whereas it has a positive influence on turnover intention. In addition, the relationship between surface acting and job performance/turnover intention was significantly mediated by emotional exhaustion. Furthermore, perceived organizational supporting mitigated the negative relationship between deep acting and emotional exhaustion. The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on employee outcomes (i.e. emotional exhaustion, job performance, turnover intention), especially in China. In addition, this study also confirmed the important buffering role of POS based on the norm of reciprocity between an organization and its members.

• The Journal of the Korea Contents Association
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• v.19 no.9
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• pp.388-401
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• 2019

This study analyzes the mediation or moderation effect of the characteristics of perceived organizational support (POS) and relational culture on the ambidextrous organizational performance such as exploration and exploitation. This study empirically verified using the human capital corporate panel 548 data provided by Korea research institute for vocational education & training. The empirical results of the present study are as follows. First, it is shown that formal learning and informal learning provided to the members have a positive effect on ambidextrous organizational performance. In addition, POS showed that full and partial mediation effects of the formal learning and informal learning on ambidextrous organizational performance. Finally, relational culture have an important influence on positively moderating the relationship between informal learning and exploitative performance.