[pt] A percepção do suporte organizacional foi associada ao desenvolvimento do comprometimento organizacional e, de acordo com o modelo genérico do comprometimento, pode ser considerado um antecedente do comprometimento direcionado a diferentes alvos como a mudança organizacional. O comprometimento com as mudanças organizacionais é composto por três componentes – afetivo, instrumental e normativo – que se desenvolvem por diferentes naturezas. Em razão da importância do comprometimento dos funcionários no sucesso das mudanças, o presente estudo tem como objetivo analisar se a percepção do suporte organizacional em sua forma unifatorial e multifatorial tem relação com os componentes do comprometimento com as mudanças organizacionais. Os dados coletados em uma amostra de 126 trabalhadores de uma empresa de energia de grande porte e alunos do curso de mestrado da PUC, ambos do Rio de Janeiro, revelaram que há relação entre os três componentes do comprometimento com as mudanças organizacionais e a percepção do suporte organizacional em sua forma unifatorial, mas a relação não é significante para todos os componentes quando a percepção do suporte organizacional é dividida em mais de um fator (políticas de ascensão, promoção e salário, gestão de desempenho, carga de trabalho e suporte material). São discutidas ainda as limitações da pesquisa e suas implicações e sugestões para futuros estudos. / [en] Perceived organizational support was associated with the development of organizational commitment and, according to the generic model of commitment, can be considered an antecedent of commitment when it is directed to different targets such as organizational change. The commitment to organizational change consists of three components - affective, instrumental and normative - that develop by different natures. Because of the importance of employee commitment to the success of the changes, this study aims to analyze the relation of the perception of organizational support in its unifactorial and multifactor forms with the components of commitment to the organizational change. The data collected in a sample of 126 workers of a company of large energy and students of the Masters Course PUC, both of Rio de Janeiro, revealed that there is relationship between the three components of commitment to organizational change and the perception of organizational support unifatorial form, but the relationship is not significant for all components when the perception of organizational support is divided into more than one factor (ascension, promotion and payment, polices, performance management, workload and material support). It is discussed the limitations of the research and its implications and suggestions for future studies.

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<p>In the face of an increasingly pressing refugee crisis, host organizations have become a key context for refugee integration (Bimrose & McNair, 2011). Successful integration is critical to refugees’ well-being. However, our theoretical understanding of this process is still limited. This is partly because research centering on refugees is scarce, and the literature lacks a unifying framework to explain how varied integration practices could address refugee needs. To address this gap, the current study applies self-determination theory (SDT) to systematically understand how organizational practices may support refugees’ autonomy, competence, and relatedness needs. To do so, I examine refugee (vs. non-refugee) perceptions of organizational support helpfulness and explore its underlying processes (e.g., needs deprivation, work centrality). Findings suggest that refugees tend to view autonomy and relatedness practices as especially helpful, and these relationships are mediated through higher work centrality. I conclude with a discussion of the theoretical and practical implications of the findings for refugee workplace integration.</p>

Perceived organizational support (POS) is an important construct in organizational science that describes employees’ degree of perceived support from their organization. However, in the academic literature, no paper has openly consulted real employees for how they understand and experience organizational support. The goal of the present dissertation was to conduct a qualitative,<br>person-centric study to from the employee’s perspective investigate the meaning of POS. To do this, techniques based on current best-practice recommendations were used, including examining incidents of the phenomenon and collecting lay definitions from key informants. It was found that a wide range of organizational behaviors can count as support; in the data, 25 distinct support forms were identified along with 27 lack of support forms. Through thematic analysis, these forms were aggregated into six themes of organizational support (e.g., “Organization helps the employee perform their job effectively”) and ultimately formed a single higher-order theme that represented<br>the meaning of POS. That ism POS is the holistic perception of whether or not an employee is<br>valued by their organization. This aligns with the classical academic definition of POS (perceptions of how much the organization values one’s well-being and work contributions) but also suggests the construct should be considered more broadly.<br>Because how a construct is conceptualized determines its essential content, the second half of this dissertation performed a systematic content validation of the Survey of Perceived Organizational Support (SPOS) and its short forms. Little formal content validation had been done<br>for this scale, but it was found that all four aspects of content validity examined (content deficiency, relevance, distinctiveness, and balance) were satisfactory in the SPOS and of its short forms. Thus, researchers using these scales can be confident of content validity, although there is a need to improve content validation processes and reduce the number of SPOS short forms in current use.

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The aim of this study is to examine the predictors of effective performance measurement in the context of Turkish municipalities. In the study, mainly the theoretical guidance of context-design-performance model has been utilized to examine the contextual and design factors which have influenced the effective use of performance measurement systems in Turkish municipalities. The following research questions were examined in this study: To what extent do Turkish municipalities implement performance measurement systems effectively?, What are the predictors of effective performance measurement in Turkish municipalities?, and whether or to what extent do quality of performance measures, technical capacity of the municipality for performance measurement, organizational support, and external support for the use of performance measurement have influence on the effectiveness level of performance measurement systems in Turkish municipalities? In the study, the data were collected from Turkish municipalities by a self-administered online survey and were analyzed by using the structural equation modeling (SEM). It is hypothesized in the study that external support and organizational support for the use performance measurement, and technical capacity for the performance measurement are associated with quality of performance measures and effectiveness of performance measurement systems in general. The results of the study supported the hypotheses of the study regarding the relationships among organizational support, technical capacity, quality of performance measures, and effectiveness of performance measurement. Although the results confirmed that external support has an indirect effect on effectiveness of performance measurement via technical capacity and quality of performance measures, the hypothesis regarding the direct effect of it on effectiveness of performance measurement was not supported. Moreover, the study found that support of employees and citizens for the use of performance measurement in Turkish municipalities are relatively low, the municipalities have deficiencies both in the quantity and the quality of staff that are responsible for performance measurement activities, and the level of employee involvement in the development of performance measures is low.

Following the collapse of Arthur Andersen in the Enron debacle, whistle-blowing within audit firms has taken on greater importance. Given the profession's requirements to be confidential, independent and to act in the public's interest, there is a need for a model that addresses auditors' whistle-blowing intentions. This thesis presents a conceptual model on whistle-blowing intentions among external auditors, where individual-led antecedents influence whistle-blowing intentions, but are moderated by isomorphic and issue-specific factors. Survey questionnaires were administered to 226 external auditors, and 18 individual interviews as well as 2 focus groups were conducted in Barbados. Results indicated that individual antecedents (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting, and personal cost of reporting) were significantly related to internal whistle-blowing, but only perceived behavioural control was significantly related to external whistle-blowing. Partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms and group cohesion on the relationships between the majority of the independent variables (attitudes, perceived behavioural control, independence commitment, personal responsibility for reporting and personal cost of reporting) and internal whistle-blowing. However, partial support was found for the moderating effects of perceived organizational support, moral intensity, team norms iii and group cohesion on the relationships between fewer independent variables and external whistle-blowing. Overall, respondents preferred anonymous internal channels of reporting, and showed a general reluctance to report externally. The presence of an open-door policy, ethics partners, hotline, on-going training and clearly defined policies could encourage whistle-blowing. Further implications for research and practice are discussed. / University of the West Indies

Syftet med denna studie var att undersöka sambandet mellan organisationsstöd och grupputvecklingsnivåer. För att svara på studiens syfte har följande fråga formulerats: Kan grupputvecklingsnivå prediceras utifrån de 7 aspekter av organisationsstöd?Metoden som används i denna studie är en tvärsnittsundersökningsdesign med en kvantitativ ansats. Data samlades in med hjälp av en enkätundersökning som distribuerades genom en snöbollsurvalsstrategi, där respondenterna identifierades och uppmuntrades att sprida undersökningen via sociala medier och sina nätverk. Insamlade data analyserades med hjälp av multipel regressionsanalys. Stickprovet bestod av 92 projektmedlemmar som arbetar i olika branscher med olika bakgrund. Grupptuvecklingnivå mättes med Group Development Questionnaire short (GDQS). Organisationsstöd mättes med Organisational Support Checklist (OSC).De sju aspekterna av organisationsstöd utgjorde oberoende variabler och grupptuvecklingnivå utgjorde den beroende variabeln. Resultatet visade att endast fyra av de sju aspekterna av organisationsstöd kunde predicera grupptuvecklingnivå, vilket är “Organisationens kultur”, “Tydligt uppdrag”, “Arbetsuppgifter och tekniskt stöd” samt “Återkoppling och erkännande”. Medan aspekten "Utbildningskvalitet" inte kunde inkluderas i analysen, på grund av att många har valt att inte svara på frågorna angående denna aspekt. De resterande två aspekterna “Autonomi och tillgänglighet” och “Utbildning och utveckling” kunde inte predicera grupputvecklingnivå i denna studie. Avseende studiens frågeställning kan följande slutsats dras att 4 av de 7 aspekterna av organisationsstöd har visat sig ha unika signifikanta bidrag till grupputvecklingsnivå, vilket är “Organisationens kultur”, “Tydligt uppdrag”, “Arbetsuppgifter och tekniskt stöd” samt “Återkoppling och erkännande” / The purpose of this study was to examine the relationship between organizational support and group development levels. To answer the purpose of the study, the following question has been formulated: Can group development level be predicted from the 7 aspects of organizational support?The method used in this study is a cross-sectional survey design with a quantitative approach. Data was collected using a survey distributed through a snowball sampling strategy, where respondents were identified and encouraged to disseminate the survey through social media and their networks. Collected data were analyzed using multiple regression analysis. The sample consisted of 92 project members working in different industries with different backgrounds. The group development level was measured with the Group Development Questionnaire Short (GDQS). Organizational support was measured with the Organizational Support Checklist (OSC).The seven aspects of organizational support were independent variables and group development level was the dependent variable. The results showed that only four of the seven aspects of organizational support could predict group development level, which is "Organizational culture", "Clear mission", "Tasks and technical support" and "Feedback and recognition". While the aspect "Quality of training" could not be included in the analysis, since many have chosen not to answer the questions regarding this aspect. The remaining two aspects "Autonomy and availability" and "Training and development" could not predict team development level in this study. Regarding the study's question, the following conclusion can be drawn that 4 of the 7 aspects of organizational support have been found to have unique significant contributions to the level of team development, which are "Organizational culture", "Clear mission", "Tasks and technical support" and "Feedback and recognition".

Studiens syfte var att undersöka sambandet mellan upplevelsen av hot bland socialsekreterare och självskattad utmattning. Samt påverkan som organisatoriskt stöd och självomsorg har på dessa. Denna studie använde sig av kvantitativ metodologi med deduktiv teoribildning. Genom slumpmässigt urval kontaktades 86 kommuner i Sverige. Urvalet för studien bestod av 294 (N=294) socialsekreterare i Sverige. Det empiriska instrumentet bestod av en elektronisk enkät med likertskalor, uppdelad i: bakgrundsfrågor, upplevelse av hot, organisatoriskt stöd mot hot, självskattning av utmattning, organisatoriskt stöd mot utmattning och självomsorg. Studiens slutsats visade på samband mellan upplevelse av hot på arbetsplatsen och självskattad utmattning. Även visade studiens slutsats på att upplevelsen av starkt organisatoriskt stöd mot utmattning minskar den upplevda utmattningen. Dock visade studien att det inte finns någon betydande påverkan av det organisatoriska stödet mot hot, vid upplevelse av hot. Aktiv självomsorg vid hantering av upplevt hot och utmattning visade sig inte minska den självskattade utmattningen. Studiens slutsats visade även att kön, ålder och yrkeserfarenhet inte hade en större betydelse om en individ upplever sig vara utmattad. / The purpose of the study was to investigate the correlation between the experience of threats among social workers and self-rated burnout. As well as the impact that organizational support and self-care have on these. This study used quantitative methodology with deductive theory building. Through random sampling, 86 municipalities in Sweden were contacted. The sample for the study consisted of 294 (N=294) social workers in Sweden. The empirical instrument consisted of an electronic survey with Likert scales, divided into: background questions, experience of threat, organizational support against threat, self-estimation of burnout, organizational support against burnout and self-care. The study's conclusion showed a correlation between the experience of threats in the workplace and self-rated burnout. Also, the study's conclusion showed that the experience of strong organizational support against burnout reduces the perceived burnout. However, it was shown that there is no significant influence of the organizational support against threats, when experiencing threats. Active self-care in dealing with perceived threat and burnout was not found to reduce self-rated burnout. The study's conclusion also showed that gender, age and professional experience did not have a greater significance for an individual experiencing burnout. / <p>Stavningsvarierad titel på engelska: The correlation between authorithy excercising social workers experiences of threats, self-rated burnout, organizational support and self-care</p>