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Factors affecting perceived organizational support levels of employees in container shipping agencies

Kiliç Alper, Akdamar Emrah, Baştuğ Sedat, Goğebakan Maruf, Uzun Öykü Savan

Zeszyty Naukowe Politechniki Morskiej w Szczecinie

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2024

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nr 77 (149)

76--89

EN

This study explores determinants of organizational support perceptions among employees within container shipping agencies. It examines the influence of leadership styles employed by shipping agency managers on perceived organizational support. Employing correlation and multiple regression analyses, the non-normally distributed data prompts the utilization of the Kruskal-Wallis H test. A survey was administered to 258 employees in 255 shipping agencies from major Turkish shipowner companies dominating the maritime transport sector. A positive correlation is established between perceived organizational support and leadership style dimensions. Additionally, it suggests that efforts to create a supportive environment, especially for junior employees, can mitigate high turnover rates and enhance organizational performance. Practical implications include the recommendation for shipping agencies to focus on leadership development, communication improvement, and skill-building initiatives to foster a supportive workplace environment.

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Enhancing knowledge sharing in organizations through the proactive personality of employees

Jangsiriwattana Thamarat, Duangkumnerd Vilas

Polish Journal of Management Studies

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2023

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Vol. 28. No. 1

157--171

EN

The success of knowledge sharing within an organization begins with individual cooperation. HR professionals implement their process to recruit and select an employee who is competent and fit. This current study aims to examine the relationship between proactive personality and knowledge sharing in the organization. The mediating role of work engagement will be investigated. The moderating roles of social media usage and perceived organizational support have also been highlighted. Data was collected from 620 participants in eight commercial airlines in Thailand. Data was analyzed using SmartPLS software. The results reveal that proactive personality positively influences knowledge sharing. Perceived organizational support negatively moderates the relationship between proactive personality and knowledge sharing. On the other hand, work engagement does not significantly play a mediating role. Media usage does not moderate the relationship of the relationship. These findings provided valuable insight for human resource management in the organization to enhance HR management system. Furthermore, it indicated the negative effect of perceived organizational support in the organization, which has not been examined in the literature.

PL

Sukces dzielenia się wiedzą w organizacji zaczyna się od indywidualnej współpracy. Specjaliści HR wdrażają proces rekrutacji i wyboru pracownika kompetentnego i sprawnego. Niniejsze badanie ma na celu zbadanie związku między proaktywną osobowością a dzieleniem się wiedzą w organizacji. Zbadana zostanie mediacyjna rola zaangażowania w pracę. Podkreślono także moderującą rolę korzystania z mediów społecznościowych oraz postrzeganego wsparcia organizacyjnego. Dane zebrano od 620 uczestników w ośmiu komercyjnych liniach lotniczych w Tajlandii. Dane analizowano przy użyciu oprogramowania SmartPLS. Wyniki pokazują, że proaktywna osobowość pozytywnie wpływa na dzielenie się wiedzą. Zaś postrzegane wsparcie organizacyjne negatywnie moderuje związek pomiędzy proaktywną osobowością a dzieleniem się wiedzą. Z drugiej strony zaangażowanie w pracę nie odgrywa znaczącej roli mediacyjnej. Korzystanie z mediów nie moderuje związku między proaktywną osobowością a dzieleniem się wiedzą. Wyniki te dostarczają cennych spostrzeżeń dla zarządzania zasobami ludzkimi w organizacji ukierunkowanego na ulepszenie systemu zarządzania personelem. Ponadto wskazują na negatywny wpływ postrzeganego wsparcia organizacyjnego w organizacji, co dotychczas nie było badane w literaturze.

3

Perceived green human resource management among employees in manufacturing firms

Yusliza Mohd-Yusoff, Tanveer M. Imran, Ramayah Thurasamy, Kumar Sumatah Christie, Saputra Jumadil, Noor Faezah Juhari

Polish Journal of Management Studies

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2021

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Vol. 23, No. 1

470--486

EN

The present study aims to examine the relationship between perceived Green Human Resource Management (GHRM), employee engagement, job performance, perceived organizational support (POS), and turnover intention. This study designed using quantitative approach through a self-administered questionnaire. A total 202 employees have participated and collected by using snowball sampling procedure. The data analysed by using partial least squares-structural equation modelling and assisting the SmartPLS-3. Drawing on the social exchange theory, the results revealed that the effect of perceived GHRM on both outcome variables is mediated by employee engagement. Secondly, perceived GHRM is significant predictor of employee engagement. Moreover, POS is found significant moderator between employee engagement and both outcome variables. The findings of this study advocate that manufacturing industry must pay greater attention to GHRM practices as employees treat them as the reciprocal process which helps organizations to escalate employees’ engagement level and decreases voluntary turnover rate. Overall, the study helps the stakeholders to understand the importance of social support of organization in implementing GHRM practices and how it shapes employee’s behaviour.

PL

Niniejsze badanie ma na celu zbadanie związku między postrzeganym zielonym zarządzaniem zasobami ludzkimi (GHRM), zaangażowaniem pracowników, wydajnością pracy, postrzeganym wsparciem organizacyjnym (POS) i intencją rotacji. Niniejsze badanie zostało zaprojektowane przy użyciu podejścia ilościowego za pomocą kwestionariusza do samodzielnego wypełnienia. W sumie 202 pracowników wzięło udział w badaniu i zebrało je za pomocą procedury pobierania próbek w kształcie kuli śnieżnej. Dane przeanalizowano przy użyciu modelowania równań strukturalnych metodą najmniejszych kwadratów i wspomagania SmartPLS-3. Opierając się na teorii wymiany społecznej, wyniki ujawniły, że wpływ postrzeganego GHRM na obie zmienne wynikowe jest mediowany przez zaangażowanie pracowników. Po drugie, postrzegany GHRM jest istotnym predyktorem zaangażowania pracowników. Co więcej, POS jest znaczącym moderatorem między zaangażowaniem pracowników a obiema zmiennymi wynikowymi. Wyniki tego badania wskazują, że przemysł wytwórczy musi zwracać większą uwagę na praktyki GHRM, ponieważ pracownicy traktują je jako wzajemny proces, który pomaga organizacjom w zwiększaniu poziomu zaangażowania pracowników i zmniejszaniu wskaźnika dobrowolnej rotacji. Ogólnie rzecz biorąc, badanie pomaga interesariuszom zrozumieć znaczenie wsparcia społecznego organizacji we wdrażaniu praktyk GHRM i sposobu, w jaki kształtuje ono zachowanie pracowników.

4

Utilizing decision trees on employee decision-making processes: a model proposal

Yüncü Volkan, Fidan Üzeyir

Organizacja i Zarządzanie : kwartalnik naukowy

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2020

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nr 3

137--152

EN

Introduction/background: This paper offers an idiosyncratic relational framework built on the organizational silence theory and the organizational support theory. It exploits the distinct advantages that using decision trees in classification and prediction applications offer to form a unique predictive model. Aim of the paper: This paper argues that a relational framework built on the organizational silence theory and the organizational support theory can give important clues about how employees make certain decisions in the workplace as well as about factors that have an impact on their decision-making processes. Materials and methods: The research applies decision trees learning – a data mining technique – to unfold the hidden patterns and unprecedented relationships between the two constructs that until now had not been revealed. Results and conclusions: The suggested model, which consists of rules, exhibits the effects of perceived organizational support and employee silence behavior on employee decisions with an approximately 79% correct classification rate, showing the success of the model as well as its appropriate relational framework. The presented findings indicate that a relational framework built on the organizational silence theory and the organizational support theory has a lot to offer in terms of building effective HR strategies and policies. The study also extends the understanding of the antecedents of silence behavior in different social contexts.

5

The effects of perceived organizational support, perceived supervisor support and perceived co-worker support on safety and health compliance

Puah L. N., Ong L. D., Chong W. Y.

International Journal of Occupational Safety and Ergonomics

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2016

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Vol. 22, No. 3

333-339

EN

Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees’ safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees’ safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees’ safety and health compliance behaviour.

6

Relationship Between Organizational Justice and Organizational Safety Climate: Do Fairness Perceptions Influence Employee Safety Behaviour?

Gyekye S. A., Haybatollahi M.

International Journal of Occupational Safety and Ergonomics

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2014

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Vol. 20, No. 2

199--211

EN

This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.’s (1998) and Blader and Tyler’s (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed.

7

Znaczenie zaangażowania i intencji odejścia dla retencji pracowników w kontekście postrzeganego wsparcia organizacji (POS)

Gojny M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Łódzka

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2013

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z. 51

127--138

PL

Jednym z wyzwań stojących przed menedżerami HR jest zatrzymanie najlepszych pracowników w organizacji. Artykuł stanowi próbę identyfikacji wymienianych w literaturze z zakresu POS warunków, które mogą wpływać na zdolność organizacji do retencji zasobów ludzkich. Wybór perspektywy analizy wynikał z dwóch powodów. Pierwszy, to bezpośredni związek idei POS z zagadnieniem retencji pracowników. Po drugie, katalog czynników, które potencjalnie mogą wpływać na decyzję pracownika o pozostaniu w firmie jest nieskończony. Perspektywa POS zawęża znacznie tę listę. Dobór zaangażowania i intencji odejścia został dokonany na podstawie wyników badań nad POS opublikowanych od 1986 do 2012 roku. W artykule została dokonana analiza literatury w obszarze badań nad zaangażowaniem i intencją odejścia pracy, a także zmiennymi które są z nimi powiązane. Wskazano także na ich znaczenie dla utrzymania pracowników w organizacji.

EN

One of the biggest challenge for HR managers is to make key employees stay with the company. This paper tries to find an applicable solutions and answer for question of conditions of retention referring to employer- employee relationship approach from Perceived Organizational Support point of view. Perceived Organizational Support (POS) reflects perceptions of an organization’s commitment to its employees, beliefs that employees develop concerning the extent to which the organization values their contribution and cares about their well-being. In an article POS is investigated in a context of factors influencing employee’s behaviour, attitude and relationship with the company. In management studies POS is considering mainly in Social Exchange Theory. In this paper is presented an analysis of variables interdependent with POS, and its impact for HRM and relationship employee-company. There is also presented results of researches conducted on commitment and turnover intention.

8

Workplace Safety Perceptions and Perceived Organizational Support: Do Supportive Perceptions Influence Safety Perceptions?

Gyekye S. A., Salminen S.

International Journal of Occupational Safety and Ergonomics

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2007

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Vol. 13, No. 2

189--200

EN

The current study investigated the relationship between organizational safety climate and perceived organizational support. Additionally, it examined the relationship with job satisfaction, worker compliance with safety management policies, and accident frequency. Safety climate and supportive perceptions were assessed with Hayes, Perander, Smecko, et al.’s (1998) and Eisenberger, Fasolo and LaMastro’s (1990) scales respectively. Confirmatory factors analysis confirmed the 5-factor structure of Hayes et al.’s WSS scale. Regression analysis and t-tests indicated that workers with positive perspectives regarding supportive perceptions similarly expressed positive perceptions concerning workplace safety. Furthermore, they expressed greater job satisfaction, were more compliant with safety management policies, and registered lower accident rates. The perceived level of support in an organization is apparently closely associated with workplace safety perception and other organizational and social factors which are important for safety. The results are discussed in light of escalating interest in how organizational factors affect employee safety and supportive perceptions.