The Relationship between Employees’ Perceived Organizational Support, Workload and Work Outcomes-Personality Traits as moderators

• Main Authors: Mu-Yun Huang, 黃睦芸
• Other Authors: 陸洛
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/30421596047352159303

碩士 === 國立臺灣大學 === 商學研究所 === 99 === The purposes of this study are to explore (a) the potential impact of “work load” on work outcomes (e.g., organizational citizenship behavior, work performance and job satisfaction); (b) the facilitator effect of “perceived the organizational support” on employees’ work attitude and performance; (c) the possible moderating effect of “perceived organizational support” on the relationship between workload and work outcomes; and finally (d) the roles of personality traits (e.g., conscientiousness and proactive personality) as moderators on the relationships between situational factors (e.g., workload and organizational support) and work outcomes. Using structured questionnaires, a diverse sample of 466 full-time employees drawn from a variety of organizations was surveyed. Hierarchical regression analyses showed that "perceived organizational support" was positively associated with all of the work outcomes (e.g., organizational citizenship behavior, work performance and job satisfaction) in this study. However, “perceived organizational support” could not moderate the relationship between workload and work outcomes. Besides, "work load" was also found to be positively associated with "work performance" and "organizational citizenship behavior" whereas it was not significantly related to "job satisfaction". Finally, as for the moderating effects of conscientiousness and proactive personality traits, neither of these personality traits could moderate the relationships between workload/perceived organizational support and work outcomes in this study. However, "proactive personality" could moderate the relationship between "workload" and "organizational citizenship behavior". Specifically, proactive personality could strengthen the positive relationship between workload and organizational citizenship behavior. Putting findings of this study in the context of management practices, we propose that it is important for enterprises to create a supportive organizational atmosphere and to give employees challenging opportunities at work. Meanwhile, it would also be helpful for enterprises to enhance their operating efficiency through making the best use of talents of employees who have high proactive personality traits.