The impact of organizational support on employee performance

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The impact of organizational support on employee performance. / Chen, Taibao; Hao, Shuaikang; Ding, Kaifang; Feng, Xiaodong; Li, Gendao; Liang, Xiao.

In: Employee Relations, Vol. 42, No. 1, 06.01.2020, p. 166-179.

Research output: Contribution to journalArticle

Harvard

Chen, T, Hao, S, Ding, K, Feng, X, Li, G & Liang, X 2020, 'The impact of organizational support on employee performance', Employee Relations, vol. 42, no. 1, pp. 166-179. https://doi.org/10.1108/ER-01-2019-0079

APA

Author

Chen, Taibao ; Hao, Shuaikang ; Ding, Kaifang ; Feng, Xiaodong ; Li, Gendao ; Liang, Xiao. / The impact of organizational support on employee performance. In: Employee Relations. 2020 ; Vol. 42, No. 1. pp. 166-179.

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@article{a85f2f1acfbe428dbbb6fd1ebab3c3a5,
title = "The impact of organizational support on employee performance",
abstract = "Purpose – Building on organizational support theory and social exchange theory, this paper studies the impact of organizational support on employee performance in the context of flexible manufacturing. In particular, we aimed to investigate the mediating role of employee attitude between organizational support and employee performance, and the moderating role of organizational justice.Design/methodology/approach – A total of 180 participants from 36 work teams employed in 7 large automotive manufacturing enterprises in China were surveyed using a questionnaire designed by the authors. Multiple linear regressions were used to test the proposed hypotheses.Findings –The results revealed four new performance indicators of frontline workers in the context of flexible manufacturing: continuous learning, teamwork, problem solving, and active work. Organizational support can be divided into reinforcing support and inhibitive support. Reinforcing organizational support has a positive effect on new performance of frontline workers, and a sense of belonging plays a strong mediating role between them. Inhibitive organizational support plays an important role in the sense of awe of employees, but the sense of awe has no influence on new performance of frontline workers. Organizational justice plays a strong moderating role between organizational support and employee attitudes.Originality/value –This study is one of the first attempts to explore the performance of frontline workers in the context of flexible manufacturing and contributes to the existing literature on the relationship between organizational support and employee performance.",
keywords = "organizational support, justice, attitudes, performance, flexible manufacturing, frontline worker",
author = "Taibao Chen and Shuaikang Hao and Kaifang Ding and Xiaodong Feng and Gendao Li and Xiao Liang",
year = "2020",
month = jan,
day = "6",
doi = "10.1108/ER-01-2019-0079",
language = "English",
volume = "42",
pages = "166--179",
journal = "Employee Relations",
issn = "0142-5455",
publisher = "Emerald",
number = "1",

}

RIS (suitable for import to EndNote) - Download

TY - JOUR

T1 - The impact of organizational support on employee performance

AU - Chen, Taibao

AU - Hao, Shuaikang

AU - Ding, Kaifang

AU - Feng, Xiaodong

AU - Li, Gendao

AU - Liang, Xiao

PY - 2020/1/6

Y1 - 2020/1/6

N2 - Purpose – Building on organizational support theory and social exchange theory, this paper studies the impact of organizational support on employee performance in the context of flexible manufacturing. In particular, we aimed to investigate the mediating role of employee attitude between organizational support and employee performance, and the moderating role of organizational justice.Design/methodology/approach – A total of 180 participants from 36 work teams employed in 7 large automotive manufacturing enterprises in China were surveyed using a questionnaire designed by the authors. Multiple linear regressions were used to test the proposed hypotheses.Findings –The results revealed four new performance indicators of frontline workers in the context of flexible manufacturing: continuous learning, teamwork, problem solving, and active work. Organizational support can be divided into reinforcing support and inhibitive support. Reinforcing organizational support has a positive effect on new performance of frontline workers, and a sense of belonging plays a strong mediating role between them. Inhibitive organizational support plays an important role in the sense of awe of employees, but the sense of awe has no influence on new performance of frontline workers. Organizational justice plays a strong moderating role between organizational support and employee attitudes.Originality/value –This study is one of the first attempts to explore the performance of frontline workers in the context of flexible manufacturing and contributes to the existing literature on the relationship between organizational support and employee performance.

AB - Purpose – Building on organizational support theory and social exchange theory, this paper studies the impact of organizational support on employee performance in the context of flexible manufacturing. In particular, we aimed to investigate the mediating role of employee attitude between organizational support and employee performance, and the moderating role of organizational justice.Design/methodology/approach – A total of 180 participants from 36 work teams employed in 7 large automotive manufacturing enterprises in China were surveyed using a questionnaire designed by the authors. Multiple linear regressions were used to test the proposed hypotheses.Findings –The results revealed four new performance indicators of frontline workers in the context of flexible manufacturing: continuous learning, teamwork, problem solving, and active work. Organizational support can be divided into reinforcing support and inhibitive support. Reinforcing organizational support has a positive effect on new performance of frontline workers, and a sense of belonging plays a strong mediating role between them. Inhibitive organizational support plays an important role in the sense of awe of employees, but the sense of awe has no influence on new performance of frontline workers. Organizational justice plays a strong moderating role between organizational support and employee attitudes.Originality/value –This study is one of the first attempts to explore the performance of frontline workers in the context of flexible manufacturing and contributes to the existing literature on the relationship between organizational support and employee performance.

KW - organizational support

KW - justice

KW - attitudes

KW - performance

KW - flexible manufacturing

KW - frontline worker

UR - http://www.scopus.com/inward/record.url?scp=85074652240&partnerID=8YFLogxK

U2 - 10.1108/ER-01-2019-0079

DO - 10.1108/ER-01-2019-0079

M3 - Article

VL - 42

SP - 166

EP - 179

JO - Employee Relations

JF - Employee Relations

SN - 0142-5455

IS - 1

ER -