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首页> 外文期刊>Journal of organizational behavior >Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence
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Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence

机译：感知的组织支持和有效的组织承诺：调节感知的组织能力的影响

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摘要

Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well-being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational competence, or POC) may enhance this relationship by more effectively fulfilling socioemotional needs. We conducted three studies with employees in the United States and South Korea to assess the interactive relationship between POS and POC and their distinctive antecedents. Our hierarchical linear modeling and ordinary least squared regression results showed that POC strengthened the relationship between POS and AC and that this association carried over to extra-role performance. Further, leader initiating structure contributed more to POC than to POS, whereas leader consideration contributed more to POS than to POC. These findings suggest POC plays an important role in moderating the relationship between POS and AC. Copyright (C) 2016 John Wiley & Sons, Ltd.
机译：组织感知支持（POS）涉及员工对组织重视自己的贡献并关心自己的福祉的看法，这被认为是与他们与组织的情感纽带最密切相关的工作经历（情感组织承诺或AC） ）。我们建议员工对组织实现其目标和能力（感知的组织能力或POC）的看法可以通过更有效地满足社会情感需求来增强这种关系。我们与美国和韩国的员工进行了三项研究，以评估POS和POC及其独特的前身之间的互动关系。我们的分层线性建模和普通最小二乘回归结果表明，POC加强了POS和AC之间的关系，并且这种关联延续到了角色以外的性能上。此外，领导者发起结构对POC的贡献大于对POS的贡献，而领导者考虑对POS的贡献大于对POC的贡献。这些发现表明POC在调节POS和AC之间的关系中起着重要作用。版权所有（C）2016 John Wiley＆Sons，Ltd.

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