Does perceived organizational support matter? The effect of high-commitment performance management on supervisors’ performance

Frontiers in Psychology

article

Mohammad Rabiul Basher Rubel¹  Daisy Mui Hung Kee²  Yahya Qasim Daghriri²  Nadia Newaz Rimi³ 

[1] Department of Business Administration in Management Studies, Bangladesh University of Professionals;School of Management, University of Science Malaysia;Department of Management, Faculty of Business Studies, University of Dhaka

关键词: High commitment performance management;    High commitment HRM;    job performance;    in-role behavior;    Extra-role behavior;    Deviant behavior;   

DOI  :  10.3389/fpsyg.2022.837481

学科分类：社会科学、人文和艺术（综合）

来源: Frontiers

【 摘 要 】

The current research aims to investigate the connection between supervisors' perceived high commitment performance management (HCPM) and their performances (in-role, extra-role, and deviant work behavior). In addition, this paper aims to examine how perceived organizational support (POS) mediates the above relationship. The paper employs the social exchange theory as the theoretical lens to develop and suggest a positive motivational work environmental model. Our model is tested on a sample of 430 supervisors from ready-made garment (RMG) organizations, Bangladesh. Using the PLS-SEM, our model examines the direct and indirect effects of HCPM and POS on job performances. We find supports for the existence of a positive relationship from HCPM to job performance through POS mediating such a relationship. Future studies may investigate the prospective of HCPM and POS to create ideal work environments that boost employee productivity and benefit enterprises.

【 授权许可】

CC BY