Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support

Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support

This paper presents the relative impact of supervisor support, pay level satisfaction & career growth opportunities on the development of perceived organizational support (POS) of employees. Survey data were collected from banking sector professionals working in the branches of four major private commercial banks of Pakistan in Hazara Division. The findings of this study highlighted that “career growth opportunities” is a stronger predictor of POS than supervisor support and pay level satisfaction. The results suggest that organizational leaders must adequately address employee needs through the effective use of different human resource practices including fair rewards, effective leader-member relationship and proper career growth opportunities. These programs bring about perceived organizational support which in turn can lead to positive organizational outcomes

___

Alderfer, C. P. (1972). Existence, relatedness and growth. New York: Free Press.

Allen, D. G., Shore, L. M. & Griffeth, R. W. (2003). ‘The role of perceived organizational support and supportive human resource practices in the turnover process’. Journal of Management, 29, 99–118.

Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.

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

Bordia, P. & Blau, G. (2003) Moderating Effect of Allocentrism on the Pay Referent Comparison–Pay Level Satisfaction Relationship. Applied Psychology 52 (4), 499−514

Dawley, D. D., Andrews, C. M., Bucklew, S. N. (2008). Mentoring, supervisor support, and perceived organizational support: what matters most? Leadership & Organization Development Journal, 29, 235-247.

Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39, 949-969.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.

Eisenberger, R., Rhoades, L., & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.

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

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

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

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

Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in organizational behavior, 9, 175-208. Greenwich, CT: JAI Press.

Henaman, H. G. III., & Schwab, D. R. (1985). Pay satisfaction: Its multidimensional nature and measurements. International Journal of Psychology, 20, 129-141.

Jackson, S. E., Schuler, R., & Rivero, J. C. (1989). Organizational characteristics as predictors of personnel practices. Personnel Psychology, 42, 727-736.

Kuvaas, B. (2008) An Exploration of How the Employee-Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes. Journal of Management Studies 45 (1), 1–25

Lapierre, L., Hackett, D. R., Taggar, S. (2006) A Test of the Links between Family Interference with Work, Job Enrichment and Leader-Member Exchange, Applied Psychology 55 (4), 489–511

Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: Inferior versus superior performance by wary employees, Journal of Applied Psychology, 84, 467-483

Maslow, A. H. (1954). Motivation and personality. New York: Harper & Row.

Meyer, J. P. and Smith, C. A. (2000). ‘HRM practices and organizational commitment: test of a mediation model’. Canadian Journal of Administrative Sciences, 17, 319–331

Moideenkutty, U. G., Kumar R., Nalakath, A. (2001) Perceived Organisational Support as a Mediator of the Relationship of Perceived Situational Factors to Affective Organisational Commitment. Applied Psychology 50 (4) , 615–634

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

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

Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.

Shore, L. M., Tetrick, L. E., Lynch, P. and Barksdale, K. (2006). ‘Social and economic exchange: construct development and validation’. Journal of Applied Social Psychology, 36, 837–67.

Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78, 774-780.

Snell, S. A., & Dean, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, 467-504.

Tsui, A. S., Pearce, J. L, Porter, L. W., & Hite, J. P. (1995). Choice of employee organization relationship: Influence of external and internal organizational factors. Research in personnel and human resource management, 13, 117-151.

Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employeeorganization relationship: Does investment in employees pay off? Academy of Management Journal, 40, 1089-1121.

Uhl-Bien, M., Graen, G. B., & Scandura, T. A. (2000). Implications of leader-member exchange (LMX) for strategic human resource management systems: Relationships as social capital for competitive advantage. Research in personnel and human resources management, 18, 137-185.

Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320.

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, 82-111

___

Bibtex @araştırma makalesi { jyasar203018, journal = {Yaşar Üniversitesi E-Dergisi}, issn = {1305-970X}, address = {}, publisher = {Yaşar Üniversitesi}, year = {2010}, volume = {5}, number = {19}, pages = {3264 - }, title = {Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support}, key = {cite}, author = {Hasnu, Muhammed WASEEM SAF} }
APA Hasnu, M. W. S. (2010). Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support . Yaşar Üniversitesi E-Dergisi , 5 (19) , .
MLA Hasnu, M. W. S. "Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support" . Yaşar Üniversitesi E-Dergisi 5 (2010 ): <
Chicago Hasnu, M. W. S. "Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support". Yaşar Üniversitesi E-Dergisi 5 (2010 ):
RIS TY - JOUR T1 - Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support AU - Muhammed WASEEM SAF Hasnu Y1 - 2010 PY - 2010 N1 - DO - T2 - Yaşar Üniversitesi E-Dergisi JF - Journal JO - JOR SP - 3264 EP - VL - 5 IS - 19 SN - 1305-970X- M3 - UR - Y2 - 2022 ER -
EndNote %0 Yaşar Üniversitesi E-Dergisi Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support %A Muhammed WASEEM SAF Hasnu %T Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support %D 2010 %J Yaşar Üniversitesi E-Dergisi %P 1305-970X- %V 5 %N 19 %R %U
ISNAD Hasnu, Muhammed WASEEM SAF . "Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support". Yaşar Üniversitesi E-Dergisi 5 / 19 (Haziran 2010): 3264- .
AMA Hasnu M. W. S. Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support. Yaşar Üniversitesi E-Dergisi. 2010; 5(19): 3264-.
Vancouver Hasnu M. W. S. Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support. Yaşar Üniversitesi E-Dergisi. 2010; 5(19): 3264-.
IEEE M. W. S. Hasnu , "Relative Importance of Pay Level Satisfaction, Career Development Opportunities, and Supervisor Support in Perceived Organizational Support", Yaşar Üniversitesi E-Dergisi, c. 5, sayı. 19, ss. 3264, Haz. 2010