In this study, we analyzed if the effects of perceived organizational support (Eisenberger, Huntington, Hutchison & Sowa, 1986) on citizenship behaviors (Organ, 1988), job burnout (Maslach, 1982), and intentions to leave the company are, totally or partly, mediated by organizational commitment (Meyer & Allen, 1991). Participants were 355 employees of a shipyard; a questionnaire was applied. The mediation hypothesis was tested using structural equation models. Findings confirm the hypothesis of mediation for the affective component of commitment: identification with the company, in fact, totally mediates the effects of perceived organizational support on prosocial behaviors, intentions to leave, and burnout perceptions.
Effetti di mediazione dell'impegno con l'organizzazione nella relazione tra sostegno percepito e comportamenti organizzativi
FALVO, ROSSELLA;CAPOZZA, DORA
2003
Abstract
In this study, we analyzed if the effects of perceived organizational support (Eisenberger, Huntington, Hutchison & Sowa, 1986) on citizenship behaviors (Organ, 1988), job burnout (Maslach, 1982), and intentions to leave the company are, totally or partly, mediated by organizational commitment (Meyer & Allen, 1991). Participants were 355 employees of a shipyard; a questionnaire was applied. The mediation hypothesis was tested using structural equation models. Findings confirm the hypothesis of mediation for the affective component of commitment: identification with the company, in fact, totally mediates the effects of perceived organizational support on prosocial behaviors, intentions to leave, and burnout perceptions.Pubblicazioni consigliate
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