The Relationship between Perceived Support and Innovative Behavior: Analyzing the Mediating Role of Work Engagement

This study reconnoiters the relationship between perceived support and individual innovative behavior at the workplace built on Social Exchange Theory and Job Demands-Resources model. In this research, perceived support was measured via organizational, supervisor, peer support through a multilevel lens. Furthermore, the mediator role of work engagement was questioned in the link between perceived support and work engagement. To achieve these, data obtained from a total number of 203 employees in five different firms operating in two separate Technoparks located in Ankara, Turkey. According to the results, perceived support of organization, supervisor and peer have significant positive effects on innovative behavior. Among the dimensions, most important affect was recorded by perceived organizational support. Also, it was indicated that work engagement had a partial mediator effect on the relationship between perceived support and innovative behavior.

___

Ancona, D. & Caldwell, D. (1987). Management issues facing new product teams in high technology companies. In D. Lewin, D. Lipsky & D. Sokel (Eds.), Advances in industrial and labor relations, 4, 191-221. Greenwich, CT: JAI Press.

Anderson, N.R., Potočnik, K. & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the science review, prospective commentary and guiding framework. Journal of Management, 40 (5), 1297-1333.

Arokiasamy, L., Marimuthu, M. & Moorthy, M.K. (2010). A study on the perceived organisational support in the financial industry in Malaysia, a literature review. Interdisciplinary Journal of Contemporary Research in Business, 2 (7), 438-451.

Bakker, A.B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.

Bakker, A.B., Schaufeli, W.B., Leiter, M.P. & Taris, T.W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22 (3), 187-200.

Baron, R.M. & Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 6, 1173-1182.

Baruch-Feldman, C., Brondolo, E., Ben-Dayan D. & Schwartz, J. (2002). Sources of social support and burnout, job satisfaction and productivity. Journal of Occupational Health Psychology, 7 (1), 84-93.

Bates, R.A., Holton, E.F. III., Seyler, D. L., Carvalho, M.A. (2000). The role of interpersonal factors in the application of computer-based training in an industrial setting. Human Resource Development International, 3 (1), 19-42.

Beehr, T.A., Jex, S.M., Stacy, B.A. & Murray, M.A. (2000). Work stressors and coworker support as predictors of individual strain and job performance. Journal of Organizational Behavior, 21(4), 391-405.

Blau, P.M. (1964). Exchange and power in social life. New York: John Wiley.

Bos-Nehles, A.C. and Veenendaal, A.A.R. (2017). Perceptions of hr practices and ınnovative work behavior: the moderating effect of an ınnovative climate, The International Journal of Human Resources Management, DOI: 10.1080/09585192.2017.1380680.

Brislin, R.W. (1986). The wording and translation of research instruments. In W.J. Lorner and J.W. Berry (Eds). Cross-cultural research and methodology series, 8. Field methods in cross-cultural research, 137-154. Thousand Oaks, CA, US: Sage Publications, Inc.

Bunce, D.& West, M.A. (1995). Self perceptions and perceptions of group climate as predictors of individual innovation at work. Applied Psychology: An International Review, 44, 199-215.

Chen, T., Li, F. and Leung, K. (2016). When does supervisor support encourage innovative behavior? Opposite moderating effects of general self-efficacy and internal locus of control. Personnel Psychology, 69, 123-158.

Cohen, S. & Wills, T.A. (1985). Stress, social support, and the buffering hypothesis. Psychological Bulletin, 98, 310-357.

Cropanzano, R., Howes, J.C., Grandey A.A. & Toth, P. (1997). The link of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior, 22, 159-180.

Černe, M., Hernaus, T., Dysvik, A. & Škerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior. Human Resource Management Journal, 27(2), 281-299.

Demerouti, E., Bakker, A. B., Nachreiner, F. & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86 (3), 499- 512.

Ducharme, L.J & Martin, J.K. (2002). Unrewarding work, coworker support and job satisfaction: A test of the buffering hypothesis. Work and Occupations, 27, 223- 243.

Edwards, M. R. (2009). HR, perceived organisational support and organizational identification: An analysis after organisational formation. Human Resource Management Journal, 19 (1), 91-115.

Eisenberger, R., Fasolo, P. & Lamastro, V.D. (1990). Perceived organizational support and employee diligence, commitment and innovation, Journal of Applied Psychology, 75 (1), 51-59.

Eisenberger, R., Huntington, R., Hutchison S. & Sowa D. (1986). Perceived organizational support. Journal of Applied Psychology, 71 (3), 500-507.

Eisenberger, R., Cummings, J., Armeli, S. & Lynch P. (1997). Perceived organizational support, discretionary treatment and job satisfaction, Journal of Applied Psychology, 82 (5), 812-820.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I.L., and Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87 (3), 565-573.

Ferguson, E. & Cox, T. (1993). Exploratory factor analysis: A user’s guide. International Journal of Selection and Assessment, 1(2), 84-94.

Ghani, N.A. & Hussin, T.A.B. (2009). Antecedents of perceived organizational support. Canadian Social Science, 5 (6), 121-130.

Gouldner, A.W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25 (2), 161-178.

Homans, G.C. (1958). Social behavior as exchange. American Journal of Sociology, 63, 597-606.

Hu, L. & Bentler, P. (1999). Cut off criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural Equation Modeling A Multidisciplinary Journal, 6 (1), 1-55.

Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73(3), 287-302.

Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25, 201-215.

Janssen, O. & Van Yperen, N.W. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of organizational Behavior, 25, 129-145.

Jawahar, I. M. & Hemmasi, P. (2006). Perceived organizational support for women’s advancement and turnover intentions: The mediating role of job and employer satisfaction. Women in Management Review, 21 (8), 643-661.

International Labour Office, (2017). World Employment and Social Outlook 2017: Sustainable enterprises and jobs: Formal enterprises and decent work. Geneva: International Labour Organization.

Kanter, R. (1988). When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations. In B.M. Staw and L.L. Cummings (Eds.) Research in organizational behavior, 10, 169-211. Greenwich: JAI Press.

Kottke, J. L. and Sharafinski, C. E. (1988). Data analysis in social psychology. In D. T. Gilbert, S. Fiske and G. Lindzey (Eds.), The handbook of social psychology. New York: McGraw-Hill.

Leonard-Barton, D. (1992). Core capabilities and core rigidities: A paradox in managing new product development. Strategic Management Journal, 13, Special Issue: Strategy Process: Managing Corporate Self-Renewal (Summer,1992), 111- 125.

Levinson, H. (1965). Reciprocation: The link among man and organization. Administrative Science Quarterly, 9, 370-390.

Macey, W.H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.

Malinowski, B. (1922). Argonauts of the western pacific: An account of native enterprise and adventure in the archipelagoes of Melansian New Guine. London: Routledge.

Nazir, S., Shafi, A. and Qun, W. (2017). Impact of organizational justice and perceived organizational support on employees’ innovative behavior. Australian & New Zealand Academy of Management 2017 Conference, Melbourne, Australia.

O’Driscoll, M.P., & Randall, D.M. (1999). Perceived organisational support, satisfaction with rewards, and employee job involvement and organisational commitment. Applied Psychology: An International Review, 48, 197–209.

Rhoades, L., Eisenberger, R. (2002). Perceived organizational support: A review of literature. Journal of Applied Psychology, 87 (4), 698-714.

Rhoades, L., Eisenberger, R. & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836.

Salanova, M., Llorens, S., Cifre, E., Martínez, I. & Schaufeli, W.B. (2003). Perceived collective efficacy, subjective well-being and task performance among electronic work groups: An experimental study. Small Group Research, 34, 43-73.

Schaufeli, W.B. (2017). Applying the job demands-resources model: A ‘how to’ guide to measuring and tackling work engagement and burnout. Organizational Dynamics, 46, 120-132.

Schaufeli, W.B. & Bakker, A.B. (2004). Job demands, job resources and their link with burnout and engagement. Journal of Organizational Behavior, 25, 293-315.

Schaufeli, W.B., Salanova, M., González-Romá, V. & Bakker, A.B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.

Scott, S.G. & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37 (3), 580-607.

Shore, L.M., & Shore, T.H. (1995). Perceived organizational support and organizational justice. In R. Cropanzano and K. Kacmar (Eds.), Organizational Politics, Justice, and Support. Westport, CT: Quorum. 149–164.

Stamper, C.L. & Johlke, M.C. (2003). The impact of perceived organizational support on the link among boundary spanner role stress and work outcomes. Journal of Management, 29 (4), 569-588.

Tekleab, A.G., Takeuchi R. & Taylor, M.S. (2005). Extending the chain of links among organizational justice, social exchange and employee reactions: The role of contract vioalitions. Academy of Management Journal, 48, 146-157.

Thibault, J.W. & Kelley, H.H. (1959). The social psychology of groups. New York: John Wiley.

Tukey, J. W. (1980). We need both exploratory and confirmatory, The American Statistician, 34 (1), 23-25.

Van de Ven, A. H. (1986). Central problems in the management of innovation. Management Science, 32, 590-607.

Wayne, S.J., Shore, L.M., Bommer, W.H. and Tetrick, L.E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leadermember exchange. Journal of Applied Psychology, 87 (3), 590-598.

Wayne, S. J., Shore, L.M. & Liden, R.C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40 (1), 82-111.

Woo, B. & Chelladurai, P. (2012). Dynamics of perceived support and work attitudes: The case of fitness club employees. Human Resource Management Research, 2 (1), 6-18.

Xanthopolou, D., Bakker, A.B., Demerouti, E. & Schaufeli, W.B. (2009). Reciprocal links among job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74, 235-244.

Xerri, M.J. (2012). Workplace links and the innovative behaviour of nursing employees: a social exchange perspective. Asia Pacific Journal of Human Resources, 51 (1), 103-123.

Yoon, J. & Lim, J. C. (1999). Organizational support in the workplace: The case of Korean hospital employees. Human Relations, 52, 923-945.

Yoon J. & Thye S. (2000). Supervisor support in the work place: Legitimacy and positive affectivity. Journal of Social Psychology, 140, 295-316.

Yuan, F. & Woodman, R.W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53 (2), 323-342.
İşletme Araştırmaları Dergisi-Cover
  • ISSN: 1309-0712
  • Yayın Aralığı: Yılda 4 Sayı
  • Başlangıç: 2009
  • Yayıncı: Melih Topaloğlu