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首页> 外文期刊>Journal of managerial psychology >Accountability and satisfaction: organizational support as a moderator
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Accountability and satisfaction: organizational support as a moderator

机译：问责制和满意度：作为主持人的组织支持

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摘要

Purpose - The purpose of this paper is to investigate how perceived organizational support (POS) moderates accountability's relationship with job satisfaction. Design/methodology/approach - Self-report data were collected from one organizational sample from the USA and one organizational sample from Sweden. Findings - The results support the hypothesis that POS moderates the relationship between accountability and job satisfaction in the two samples. Specifically, the findings show that accountability relates positively to satisfaction under high support conditions and, in one sample, negatively to satisfaction under low support condition. Research limitations/implications - The current results suggest that social context is vital to a more informed evaluation of how accountability relates to work outcomes. Organizations should show their employees that they care about them. This can be achieved through starting, maintaining, and nurturing those initiatives that are interpreted positively by the employees. Social implications - Scandals represent examples of accountability failures. The implications of these scandals are not merely limited to individual companies and their employees. The wellbeing of the employees is part of the wellbeing of the society. Originality/value - This study offers new insights on the relationship between accountability and job satisfaction. First, it demonstrates how organizational support perception functions as a moderator of this relationship. Second, it reports replicable results from two organizational samples - one from North America and one from Europe.
机译：目的-本文的目的是调查感知的组织支持（POS）如何减轻问责制与工作满意度之间的关系。设计/方法/方法-自我报告数据来自美国的一个组织样本和瑞典的一个组织样本。结果-结果支持以下假设：POS缓和了两个样本中的责任感与工作满意度之间的关系。具体而言，研究结果表明，责任感与高支持条件下的满意度呈正相关，而在一个样本中，负支持与低支持条件下的满意度呈负相关。研究的局限性/意义-当前的结果表明，社会背景对于更可靠地评估问责制与工作成果的关系至关重要。组织应向员工表明他们关心他们。这可以通过启动，维护和培养员工积极评价的举措来实现。社会影响-丑闻代表了责任追究失败的例子。这些丑闻的含义不仅限于单个公司及其员工。员工的福祉是社会福祉的一部分。原创性/价值-这项研究提供了关于责任感和工作满意度之间关系的新见解。首先，它演示了组织支持感知如何充当这种关系的调节者。其次，它报告了来自两个组织样本的可复制结果-一个来自北美，另一个来自欧洲。

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