Skip to content
University of Maryland LibrariesDigital Repository at the University of Maryland
    • Login
    View Item 
    •   DRUM
    • Theses and Dissertations from UMD
    • UMD Theses and Dissertations
    • View Item
    •   DRUM
    • Theses and Dissertations from UMD
    • UMD Theses and Dissertations
    • View Item
    JavaScript is disabled for your browser. Some features of this site may not work without it.

    PERCEIVED ORGANIZATIONAL SUPPORT: LINKING HUMAN RESOURCE MANAGEMENT PRACTICES WITH IMPORTANT WORK OUTCOMES

    Thumbnail
    View/Open
    umi-umd-1658.pdf (192.4Kb)
    No. of downloads: 28346

    Date
    2004-06-16
    Author
    Liu, Wei
    Advisor
    Bartol, Kathryn M.
    Metadata
    Show full item record
    Abstract
    It is widely believed that the implementation of progressive HR practices that affect employee skills, motivation, and behaviors can create strategic advantage for the organization (e.g., Arthur, 1994; Delaney and Huselid, 1996; Snell & Dean, 1992). However, the intervening mechanisms of this effect are yet to be examined. Given the strategic value of HR in successfully cultivating organizational culture and social relationships that cannot be readily replicated (Becker & Gerhart, 1996), researchers have pointed to the need to investigate the role of social relationships in the HR literature (Uhl-Bien, Graen, & Scandura, 2000). Drawing on social exchange theory (Blau, 1964) and organizational support theory (Eisenberger, Huntington, Hutchinson, & Sowa, 1986), this dissertation aims to meet this need by examining the role of perceived organizational support (POS) in linking employee perceptions of HR practices and important work outcomes. It is hypothesized that employee perceptions of the HR practices implemented that demonstrate organizational recognition of employee contribution and caring about employee well-being will increase employee POS, which in turn, will lead to positive employee attitudes and behaviors. Further, it is also proposed that employees' professional commitment will interact with POS to influence the outcomes. Survey data were collected from 193 information technology workers and their direct supervisors within a large corporation. Structural equation modeling was used to examine the hypothesized model, and hierarchical regression analysis was conducted to test the interaction effects. As expected, it was found that employee perceptions of HR practices, including pay level, career development opportunities, work-family support, and relationships with the leader, are positively related to their POS. Higher levels of POS, in turn, resulted in lower turnover intention, and a sense of obligation within the individuals to reciprocate the organization with better job performance and increased OCBs, as well as stronger organizational commitment. In addition, the effects of POS on turnover intention, felt obligation, and organizational commitment were found to be moderated by professional commitment. The findings of this study shed some light on the process through which the implementation of appropriate HR practices may influence employee attitudes and behaviors.
    URI
    http://hdl.handle.net/1903/1688
    Collections
    • Management & Organization Theses and Dissertations
    • UMD Theses and Dissertations

    DRUM is brought to you by the University of Maryland Libraries
    University of Maryland, College Park, MD 20742-7011 (301)314-1328.
    Please send us your comments.
    Web Accessibility
     

     

    Browse

    All of DRUMCommunities & CollectionsBy Issue DateAuthorsTitlesSubjectsThis CollectionBy Issue DateAuthorsTitlesSubjects

    My Account

    LoginRegister
    Pages
    About DRUMAbout Download Statistics

    DRUM is brought to you by the University of Maryland Libraries
    University of Maryland, College Park, MD 20742-7011 (301)314-1328.
    Please send us your comments.
    Web Accessibility