THE MODERATING EFFECT OF MOTIVATION ON THE RELATIONSHIP BETWEEN PERCEIVED SUPPORT AND ORGANIZATIONAL COMMITMENT

Garry L. Bastida

Abstract


Business organizations’ success is achieved when there is the interplay of ideal perceived support, motivation, commitment between employees and employers. The purpose of the study was aimed first to determine the moderating effect of motivation on the relationship between perceived support and organizational commitment, and second, determine the relationship of perceived support, motivation, and organizational commitment among 135 State Universities and Colleges (SUC) library personnel in Mindanao. It made use of quantitative research design specifically the descriptive-correlational. An adapted and modified research instrument was used in gathering the data. Person product-moment correlation (Pearson r) was employed to determine the level of significance of the relationship between perceived support and organizational commitment when moderated by motivation. Moreover, hierarchical regression was used to analyze the moderating effect of motivation on the relationship between perceived support and organizational commitment. The findings revealed that the overall levels of perceived support, motivation, organizational commitment of library personnel were all high. Interrelationships among variables were found to be significant. Finally, the perceived support and organizational commitment relationship were not significantly moderated by motivation.

 

Article visualizations:

Hit counter


Keywords


business, motivation, perceived support, organizational commitment, descriptive-correlational, Philippines

Full Text:

PDF

References


Ahmad, A., Majid, A. & Zin, M. (2016). Coworker support as moderator on the relationship between HRM practices and Organizational Commitment: A proposed framework. Asian Journal of Multidisciplinary studies. Vol 4(4). 2016.

Ajie, I. A., Soyemi, O. D. & Omotunde, O. I. (2015). Personnel Motivation as Correlate of Organizational Commitment in Academic Libraries in Lagos State, Nigeria. Global Journal of Human-Social Science: G Linguistics & Education. Volume 15 Issue 12 Version 1.0 Year 2015.

Aldag, R. & Kuzuhara, L. (2001). Organizational Behavior and Management: An Integrates Skills Approach. Ohio: South-Western.

Akintoye, I. R. (2000). The place of financial management in personnel psychology. A Paper Presented as Part of Personnel Psychology Guest Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria.

Alijanpor, M.; Dousti, M. & Khoddayari, A. (2013). The relationship between the perceived organizational support and organizational commitment in staff. European Journal of Experimental Biology, 2013, 3(5):165-171. Retrieved http://www.imedpub.com/articles/the-relationship-between-the-perceived-organizational-support-and-organizational-commitment-in-staffa-case-study-general-office-fo.pdf.

Alizadeh, R. C. & Cheraghalizadeh, R. (2015). The effect of organizational support on job performance in construction Projects. Electronic Journal of Vocational Colleges-December/Aralık. Retrieved http://www.ejovoc.org/makaleler/december_2015/pdf/12.pdf.

Bateman, G. (2009). Employee perceptions of co-worker support and its effect on job satisfaction, work stress and intention to quit (Doctoral dissertation). Retrieved from https://ir.canterbury.ac.nz/bitstream/handle/10092/4050/Thesis_fulltext.pdf;sequence=1.

Bishop, A. (2005). Three ways to inspire hunger and commitment in your team. Retrieved September 13, 2017 from http://bit.ly/2iktKrJ.

Burns, N. & Grove, S. K. (2005). The practice of nursing research: conduct, critique, and utilization (5th ed.). St. Louis: Elsevier Saunders.

Charles, D. (2014). The Mediating Role of Fairness in Pay of the Influence of Perceived Organizational Support on Affective Commitment. Retrieved from Jordan Whitney enterprises, https://search.proquest.com/docview/1551820128?accountid=50173

Chavez, F. (2012). Organizational commitment as influenced by leadership behaviour of administrators, job satisfaction and burnout of teachers: A structural equation modelling. Unpublished dissertation. University of the Immaculate Conception: Davao city.

Colakuglo, U., Culha, O. & Atay, H. (2010). The effects of perceived organizational support on employee’s affective outcomes: evidence from the hotel industry. Tourism and hospitality management, Vol. 16. No. 2 (125-150.

Creswell, J. (2002). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Upper Saddle River, NJ: Merrill Prentice Hall.

Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507. Retrieved from http://classweb.uh.edu/eisenberger/wp.../sites/.../22_Perceived_Organizational_Support.pdf.

Ergardo, A., & Gojeh, L. (2015). Contributory Factors to Library Staff Turnover Pattern and Retention in Academic Libraries of Public and Private Universities in Ethiopia. International Journal of Library Science, Vol. 4(4), 81-90. Retrieved from DOI: 10.5923/j.library.20150404.03.

George, J. & Jones, G. (2008). Understanding and Managing Organizational Behaviour (5th ed). Upper Saddle River, New Jersey: Pearson Prentice Hall.

Homans, G. C. (1961). Social behavior: Its elementary forms. Harcourt, Brace.

Kang, A. & Jungsun, K. (2014). The Impact of Supervisory Support on Organizational Commitment, Career Satisfaction, and Turnover Intention for Hospitality Frontline Employees. Retrieved from https://doi.org/10.1080/15332845.2014.904176.

Kaul, M., & Lakey, B. (2003). Where is the Support in Perceived Support? The Role of Generic Relationship Satisfaction and Enacted Support in Perceived Support's Relation to Low Distress. Journal of Social and Clinical Psychology, 22, (1), 59-78.

Luna, H. V. (2013). The influence of leadership practices and organizational culture on job satisfaction and organizational commitment of teachers: Basis for enhancement program. “Unpublished Dissertation”. University of Immaculate Conception: Davao City.

Mahaney, R. & Lederer, A. (2006). The effect of intrinsic and extrinsic rewards for developers on information systems project success. Project Management Journal, 37 (4), 42-45. Retrieved from https://www.pmi.org/learning/library/intrinsic-extrinsic-rewards-project-success-5558.

Martinez, C. (1994). Turnover and stay professional librarians in State Colleges and Universities in Metro Manila. Unpublished Thesis. University of the Philippines: Quezon City.

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.

Mowday, R. T., Porter, L. M., & Steers, R. M. (1982). Employee organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.

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

Newstrom, J. (2007). Organizational behaviour. Philippines: Mc Graw-Hill.

Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees’ participation in development activities. Journal of Applied Psychology, 78, 291-302. Retrieved from http://doi.org/d8fdt4.

Odao, E. M. (2017). Work Practice Environment, Organizational Commitment and Work Engagement of Emergency Department Nurses: A Correlation Study. Journal of Nursing and Care, J Nurs Care 2017, 6:1. Retrieved from DOI: 10.4172/2167-1168.1000380.

Pidor, R. (2016). The mediating effect of work motivation on the relationship between organizational communication and employee engagement among hotel employees in region xi. Unpublished Dissertation. University of Immaculate Conception: Davao City.

Stowers, D. (2010). Perceived organizational support and organizational commitment in the United States army reserve. A dissertation. Retrieved from https://search.proquest.com/docview/198642743?accountid=3432515.

Tella, A., Ayeni, C. & Popoola, S. (2007). Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and practice. Retrieved http://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1118&context=libphilprac.

Tsai, W-C., & Tai, W-T. (2015). Perceived Importance as a Mediator of the Relationship between Training Assignment and Training Motivation‟. Personnel Review, 32, 151-163. Retrieved from https://doi.org/10.1108/00483480310460199.

Wahab, E., Quaddus, M., & Nowak, M. (2009). Perceived organizational support and organizational commitment: A study of medium enterprises in Malaysia. Proceedings of International Conferences of Human Capital Development 2009, Universiti Malaysia Pahang, Malaysia, 25-27 May.

Widmer, E. D. (2016) Family Configurations. A Structural Approach to Family Diversity. Routledge, London.

Woo, B. & Chelladurai, P. (2012). Dynamics of Perceived Support and Work attitudes: the case of fitness club employees. Human Resource Management Research 2012, 2(1): 6-18. DOI: 10.5923/j.hrmr.20120201.02.

Yih, W. W. & Htaik, S. (2011). Conference Proceedings’2011: 11th International DSI and the 16th APDSI Joint Meeting: The impacts of perceived organizational support, job satisfaction, and organizational commitment on job Performance in hotel industry. Taipei: Taiwan.

Yongzing, G. et al. (2017). Work engagement and job performance: the moderating role of perceived organizational support. vol. 33, nº 3 (October), 708-713. Retrieved from http://dx.doi.org/10.6018/analesps.33.3.238571.




DOI: http://dx.doi.org/10.46827/ejhrms.v5i4.1241

Refbacks

  • There are currently no refbacks.


Copyright (c) 2022 European Journal of Human Resource Management Studies

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

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.