Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Role ambiguity in school counseling is common; therefore, school counselors deal with issues of role conflict, lack of advocacy, and the assignment of inappropriate duties. The American School Counselor Association (2012) National Model was developed to provide school counselors with a framework for the delivery of appropriate school counseling services to students; however, the National Model is not implemented in all school districts. School counselors' perceived organizational support (POS) was hypothesizes as possible variable mitigating the adoption of the ASCA National Model. This study examined the relationship between school counselors' in Central Florida perceived organizational support (as measured by the Survey of Perceived Organizational Support [SPOS]) and their school counseling service delivery (as measured by the School Counselor Activity Rating Scale [SCARS]). Descriptive statistics, multiple linear regression (MLR), and Pearson product-moment correlation (two-tailed) analysis were employed to investigate correlations. MLR analysis was applied to the outcome/dependent variable of POS (total mean SPOS score) and predictor/independent variables of school counseling services delivery (five mean SCARS subscale scores). Overall, the five mean SCARS subscale score predicted only 6.1% of the variance in the school counselors’ mean SPOS scores. In addition, none of the five mean SCARS subscale scores had a statistically significant beta coefficient. Moreover, the results identified that school counselors at the elementary school level had higher POS, SCARS consultation, SCARS curriculum, and SCARS other scores than middle and iv high school counselors. Furthermore, the school counselors with more experience and not working at Title I schools had lower SCARS counseling scores. The school counselors reporting an older age and with a larger counselor-to-student ratio also had higher SCARS curriculum scores.

The auditing environment is in a period of innovation, and auditors need to maintain their financial reporting commitment to financial statement stakeholders. The purpose of this quantitative cross-sectional survey study was to examine the impact of auditors' perceptions of informal workplace learning contexts on the external auditing profession using a perceived organizational support lens. Organization support theory includes four aspects used to explore informal workplace learning: management support, peer support, supportive organizational culture, and access to work resources. These aspects were used to examine the impact of informal learning on auditors' engagement and performance. Multiple linear regression was used to examine data from a survey of 103 auditing professionals in Connecticut. Data showed that access to work resources, including time and technology, were significant in each model in relation to impact and its subcomponents engagement and performance. This indicated that auditors' access to the resources necessary to stay current has a positive impact in the auditing profession. This study fills the gap in the existing literature on the impact of informal learning on the auditing profession where there is continual change and informal learning is heavily relied upon to diffuse knowledge and skills in a highly knowledge-based environment. Better-qualified auditors can help businesses keep up with ever-changing societal expectations. The accounting profession is in a period of innovation that requires professionals of all levels to adapt to keep pace with the quickly changing globalized organization.

Inom organisationsklimatforskningen finns det tre (3) problemområden där flera författare menar att det råder förvirring gällande (1) i vad organisationsklimatet uppstår ur, (2) hur klimatbegreppet bör definieras, samt (3) vilken nivå klimatmätningar bör genomföras på. Studien syftar därför till att validera en ny klimatskala som består av 17 items. Klimatskalan som ska valideras är en utveckling av teorin Perceived Organizational Support (POS) som i sitt original är framtagen av Eisenberger et al. (1986). POS är en individ fokuserad skala som avser att mäta det ömsesidiga utbytet mellan den anställda och dennes organisation. Författarna har omarbetat POS och utvecklat den till en klimatskala i enligt Schneiders (1975) klimatteori och Glicks (1985) riktlinjer. För att validera POS-klimatskalan skulle den, i linje med tidigare forskning, uppvisa liknande samband som mellan POS och gruppeffektivitet, gruppkreativitet. arbetstillfredsställelse, organisatoriskt engagemang samt intentionen att lämna organisationen samt personlighetsfaktorer. För att undersöka dessa samband förfrågades flera företag i olika branscher om att delta i studien. Antal deltagare uppgick till 108 respondenter vars svar analyserades genom Pearsons korrelationanalys (r). Resultatet visar att POS-klimatskalan, efter sin omarbetning, har starka samband både med organisatoriskt viktiga utfall och personlighetsfaktorer. Studien antyder att Lewins (1951) fältteori fortsatt är relevant inom organisationsklimatforskningen. / In the field of organizational climate research there are three problematic areas of confusion regarding (1) what organization climate emerges from, (2) how the concept of climate should be defined, and (3) at which level of analysis climate measures should be conducted. This study thus aims to validate a new climate scale composed of 17 items. The climate scale to be validated is a development from the Perceived Organization Support theory (POS), originally developed by Eisenberger et al. (1986). POS is an individual-level scale which pertains to measure the reciprocal relationship between the employee and the organization. The authors have modified POS and developed it into a climate scale according to Schneider's (1975) climate theory and guidelines from Glick (1985). To validate the POS-climate scale it should, in resonance with earlier research, show similar relationships as between POS and team effectiveness, team creativity, job satisfaction, organizational commitment, intention to leave as well, as personality traits. To examine these relationships several companies in different lines of businesses were asked to participate in the study. The number of participants totaled at 108, whose answers were analyzed in relation to important organizational outcomes and personality traits. Results shows that the POS-climate scale, after being modified, has strong relationships with important organizational outcomes as well as with personality traits. The study suggests that Lewins (1951) field theory is still relevant for organizational climate research.

A new research model of Perceived Organizational Support (POS) was proposed and tested. This model proposed that moral reasoning would moderate the relationships between six justice constructs and POS. The six justice constructs were distributive justice for self, coworkers, and employees in general as well as procedural justice for self, coworkers, and employees in general. The model was tested using two studies. Study 1 consisted of 284 students at a large southeastern university, while Study 2 was comprised of 215 employees from multiple organizations. The hypothesized relationships of the model were tested using hierarchical moderated regression analysis. Overall, while the results were consistent with most prior research, there was no support for the moderating role of moral reasoning that was proposed. The findings and implications of both Study 1 and 2 are discussed. Directions for future research are also suggested.

This study sought to develop and validate content for the Organizational Support for Critical Thinking Inventory (OSCTI). Six focus group subject matter experts participated in a workshop guided by the techniques and procedures outlined in stage one of the Smith, Milberg, and Burke (1996) instrument development and validation process to develop draft items for the OSCTI. Benson and Clarke (1982) techniques were also utilized to establish content validity and focus group participants assumed the role of expert judges by participating in an electronic survey to rank the relative importance of all draft items produced by the individual members of the focus group. To test reliability, the OSCTI was administered on a sample of forty-three (n=43) participants from the Minnesota Office of Higher Education via an electronic survey. The Chronbach Alpha method was used to estimate the proportion of variance and a reliability coefficient of 0.97 resulted. A new fundamental and powerful concept of Organizational Support for Critical Thinking was newly defined in this study. This concept is embedded in the OSCTI, along with constructs of perceived organizational support (receptivity and valuing contributions) and critical thinking dimensions based on Dr. Richard Paul’s 35 Dimensions of Critical Thought. The OSCTI can be used by organizations to determine the extent to which it supports employees’ use of critical thinking in the workplace. Further construct validity and confirmatory factor analysis should be completed on different populations to further define organizational support for critical thinking and establish the predictive qualities and generalizability of the OSCTI.

In 2015, turnover in the lodging accommodations and food services industry was 72.1%, accounting for 6.5 million incidents of voluntary quits. The purpose of this correlational study was to examine the relationship between antecedent independent variables and employee turnover in bed and breakfasts (B&Bs) and inns. The independent variables were ethical leadership, organizational support, coworker support, work-family conflict, employee empowerment, employee voice, and work schedule. Organizational support theory provided the theoretical framework for the study. Survey data were collected from 105 B&B and inn managers in California, Arizona, Oregon, and Washington. Data analysis included descriptive statistics, a correlation matrix, chi-square tests, and logistic regression. Correlational analysis and chi-square tests indicated significant positive relationships between organizational support and retention, between coworker support and retention, between reduced work-family conflict and retention, between empowerment and retention, and between work hours and retention. The logistic regression was statistically significant, Ï?2(7, N = 583) = 32.507, p < .001, and the independent variables of organizational support, coworker support, work-family conflict, and work schedule significantly predicted employee turnover. The study has implications for social change: when turnover will drop, B&B managers and employees achieve an improved standard of living gained through stability in the workplace, unemployment will drop, and the U.S. economy will see growth.

Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility and quick response. With the international competition environment, organizational change will become normal in business management practices. Organizational change management becomes a very important issue of the overall business operation. The excellent technicians of high-tech industry are the key indicators of competitive advantage. How to play and enhance the efficient technical staffs, and create other related performance issues will be discussed. Therefore, the study aims to review literature, survey, collect and analyze relevant information on the view of human capital development. This study has explored the relationships of organizational change, job satisfaction, and job performance of the technical staffs in the changes environment. In addition, the study also explored the perceived organizational support of the technical staffs as a moderator between the organizational change perception and job satisfaction. For the purposes of the study, the questionnaire survey was conducted for the employees of the C electronic company technicians, where the job performance questionnaires were designed for pairs of supervisor and technician. A total of 61 supervisor questionnaires and 287 staff questionnaires were returned. The results of this study are as follows: 1. Technicians¡¦ organizational change perception is positively and significantly affected their job satisfaction. 2. Technicians¡¦ job satisfaction on their job performance is not significant. According to the previous studies, there is an unstable relationship each other. 3.Technicians¡¦ perceived organizational support does not have significant moderating effect between organizational change perception and job satisfaction.

The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.