1. Perceived organizational support and work engagement: the role of psychosocial variables
- Author
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Bonaiuto, F., Fantinelli, S., Milani, A., Cortini, M., Vitiello, M. C., and Bonaiuto, M.
- Subjects
Social support ,Organizational Behavior and Human Resource Management ,Work engagement ,Social Psychology ,Psychosocial risks ,Organizational identification ,Perceived organizational support ,Development - Abstract
PurposeThis study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario.Design/methodology/approachOn a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables).FindingsThe mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals.Originality/valueThe findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.
- Published
- 2022