THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT: PERCEIVED SUPERVISOR SUPPORT RELATED TO PERFORMANCE

Ignatius Soni Kurniawan, Hunik Sri Runing Sawitri

Abstract


Purpose: This article examines the effect of perceived supervisor support on the job performance of lecturers at five private universities in the area of the Lembaga Layanan Perguruan Tinggi V with perceived organizational support as a mediator.

Methods: This research is quantitative research by testing the relationship between variables. The data collected by accidental sampling through online and offline surveys using a questionnaire instrument. Analysis data: The data was processed using multiple linear regression analysis and mediation testing using the method Baron & Kenny (1986).

Result and discussions: The findings prove that there is a full mediation effect of perceived organizational support on the influence of supervisor support on job performance.Conclusion:  Organizational leaders need to encourage the Head of the Study Program on these cases as a supervisor from lecturers to strengthen perceived supervisor support which will strengthen perceived organizational support and job performance. However, because the influence relationship is based on felt obligation, testing the presence of the reciprocal principle becomes an opportunity for future research


Keywords


Perceived organizational support; perceived supervisor support; job performance

Full Text:

PDF

References


Achjari, D., Andoko, B. W., Bajuadji, A. A., Hasanah, E. U., Purwaningsih, T., Endroko, T., Mumpuni, S., Sudarna, Taufiqurrahman, Priyono, T., Kumoro, S. W., Fatimah, Kustinah, D., Winsubroto, S., Yuwono, E., Fatmawati, V. S., Annafi’i, A., Kristiani, M., Hakim, R., … Apriyati, D. B. (2020). LLDIKTI Wilayah V dalam Angka 2020.

Akram, A., Kamran, M., Iqbal, M. S., Habibah, U., & Atif Ishaq, M. (2018). The impact of supervisory justice and perceived supervisor support on organizational citizenship behavior and commitment to supervisor: The mediating role of trust. Cogent Business and Management, 5(1), 1– 17.

https://doi.org/10.1080/23311975.20 18.1493902

Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5, SpecIssue), 491–509.

https://doi.org/10.1002/job.211

Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.

Burns, K. L. (2016). Perceived Organizational Support and Perceived Supervisor Support as Antecedents of Work Engagement.

Master’s Theses and Graduate Research, San José State University. Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812–820.

https://doi.org/10.1037/0021-9010.82.5.812

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.

Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010). LeaderMember Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment. Journal of Applied Psychology, 95(6), 1085– 1103. https://doi.org/10.1037/a0020858

Eisenberger, R., Shanock, L. R., & Wen, X. (2020). Perceived Organizational Support: Why Caring about Employees Counts. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 101– 124. https://doi.org/10.1146/annurevorgpsych-012119-044917

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565

Gillet, N., Colombat, P., Michinov, E., Pronost, A., & Fouquereau, E. (2013). Procedural Justice, Supervisor Autonomy Support, Work Satisfaction, Organizational Identification and Job Performance: The Mediating Role of Need Satisfaction and Perceived Organizational Support. Journal of Advanced Nursing, 69(11), 2560– 2570.

https://doi.org/10.1111/jan.12144

Guchait, P., Paşamehmetoǧlu, A., & Dawson, M. (2014). Perceived supervisor and co-worker support for error management: Impact on perceived psychological safety and service recovery performance. International Journal of Hospitality Management, 41, 28–37.

https://doi.org/10.1016/j.ijhm.2014.0 4.009

Jain, A. K., Giga, S. I., & Cooper, C. L. (2013). Perceived organizational support as a moderator in the relationship between organisational stressors and organizational citizenship behaviors. International Journal of Organizational Analysis, 21(3), 313–334.

https://doi.org/10.1108/IJOA-Mar-2012-0574

Johari, J., Tan, F. Y., & Zulkarnain, Z. I. T. (2016). Autonomy, workload, work life balance and job performance teachers. International Journal of Educational Management, 31(2), 586–602.

https://doi.org/https://doi.org/10.1108/IJEM-10-2016-0226

Joiner, T. A. (2007). Total quality management and performance: The role of organization support and coworker support. International Journal of Quality and Reliability Management, 24(6), 617–627.

https://doi.org/10.1108/02656710710757808

Jose, G., & Mampilly, S. R. (2015). Relationships Among Perceived Supervisor Support, Psychological Empowerment and Employee Engagement in Indian Workplaces. Journal of Workplace Behavioral Health, 30(3), 231–250. https://doi.org/10.1080/15555240.20 15.1047498

Khan, S., Mahmood, A., Kanwal, S., & Latif, Y. (2015). How perceived supervisor support effects workplace deviance? Mediating role of perceived organizational support. Pakistan Journal of Commerce and Social Sciences (PJCSS), 9(3), 940– 967.

Kim, D., Moon, C. W., & Shin, J. (2018). Linkages between empowering leadership and subjective well-being and work performance via perceived organizational and co-worker support. Leadership and Organization Development Journal,

(7), 844–858. https://doi.org/10.1108/LODJ-06-2017-0173

Kottke, J. L., & Sharafinski, C. E. (1988). Measuring Perceived Supervisory and Organizational Support. Educational and Psychological Measurement, 48(4), 1075–1079.

Muse, L. A., & Stamper, L. C. (2015). Perceived organizational support: Evidence for a mediateda association with work performance. Journal of Managerial Issues, 19(4), 517–535.

Nagami, M., Tsutsumi, A., Tsuchiya, M., & Morimoto, K. (2010). Job control and coworker support improve employee job performance. Industrial Health, 48(6), 845–851. https://doi.org/10.2486/indhealth.MS 1162

Newman, A., Nielsen, I., & Miao, Q. (2015). The impact of employee perceptions of organizational corporate social responsibility practices on job performance and organizational citizenship behavior: evidence from the Chinese private sector. International Journal of Human Resource Management, 26(9), 1226–1242.

https://doi.org/10.1080/09585192.20 14.934892

Newman, A., Thanacoody, R., & Hui, W. (2011). The effects of perceived organizational support, perceived supervisor support and intraorganizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises. Personnel Review, 41(1), 56–72. https://doi.org/10.1108/00483481211189947

Oentoro, W., Popaitoon, P., & Kongchan, A. (2016). Perceived supervisory support and service recovery performance. Asia-Pacific Journal of Business Administration, 8(3), 298– 316. https://doi.org/10.1108/APJBA-11-2015-0094

Pddikti.kemdikbud.go.id. (2019). Grafik Jumlah Dosen Aktif Berdasarkan Ikatan Kerja. https://pddikti.kemdikbud.go.id/dose n

Puah, L. N., Ong, L. D., & Chong, W. Y. (2016). The effects of perceived organizational support, perceived supervisor support and perceived coworker support on safety and health compliance. International Journal of Occupational Safety and rgonomics, 22(3), 333–339.

https://doi.org/10.1080/10803548.20 16.1159390

Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior. Pearson. Rockstuhl, T., Eisenberger, R., Shore, L. M., Kurtessis, J. N., Ford, M. T., Buffardi, L. C., & Mesdaghinia, S. (2020). Perceived organizational support (POS) across 54 nations: A cross-cultural meta-analysis of POS effects. Journal of International Business Studies, 51(6), 933–962. ps://doi.org/10.1057/s41267-020-00311-3

Sanders, K., Flache, A., Vegt, G., & Vliert, E. (2006). Employees’ organizational solidarity within modern organizations: A framing perspective on the effects of social embeddedness. Solidarity and Prosocial Behavior, 141–156.

https://doi.org/10.1007/0-387-28032-4_9

Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor aupport, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689–695.

https://doi.org/10.1037/0021-9010.91.3.689

Shantz, A., Alfes, K., Truss, C., & Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours. The International Journal of Human Resource Management, 24(13), 2608–2627. https://doi.org/10.1080/09585192.20 12.744334

Smeenk, S., Teelken, C., Eisinga, R., & Doorewaard, H. (2008). An international comparison of the effects of HRM practices and organizational commitment on quality of job performances among European University employees. Higher Education Policy, 21(3), 323– 344.

https://doi.org/10.1057/hep.2008.12

Sukirno, D. S., & Siengthai, S. (2011). Does participative decision making affect lecturer performance in higher education? International Journal of Educational Management, 25(5), 494–508. https://doi.org/10.1108/09513541111146387

Talukder, A. K. M. M. H., & Galang, M. C. (2021). Supervisor support for Employee performance in Australia: Mediating role of work-life balance, job, and life attitude. Journal of Employment Counseling, 58(1), 2–22. https://doi.org/10.1002/joec.12154

Tremblay, M., & Simard, G. (2018). A multifoci approach to study social support and job performance: A target similarity consideration of development-enhancing practices, leadership, and structure. Journal of Business Research, 92(C), 118–130. https://doi.org/10.1016/j.jbusres.201 8.07.002

Vogel, R. M., Rodell, J. B., & Lynch, J. W. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561– 1584. https://doi.org/10.5465/amj.2014.0850

Zacca, R., & Dayan, M. (2018). Linking managerial competence to small enterprise performance within the dynamic capability logic. Journal of Small Business and Enterprise Development, 25(2), 256–276. https://doi.org/10.1108/JSBED-02-

-0042

Zahrah, N., Aziz, A., & Hamid, S. N. (2019). Supervisor Support and Job Performance among Nurses in Public Hospitals. International Journal of Management, Accounting and Economics, 6(6), 467–476. www.ijmae.com


Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.