Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
This study investigates organizational learning culture and perceived organizational support as antecedents of employees’ job related outcome. The study includes two types of outcomes i.e. behavioral and attitudinal. In this study, attitudinal outcomes include job satisfaction, organizational commit...
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| フォーマット: | 学位論文 |
| 言語: | English |
| 出版事項: |
2014
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| オンライン･アクセス: | http://eprints.utm.my/id/eprint/87147/1/TalatIslamPFM2014.pdf http://eprints.utm.my/id/eprint/87147/ http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:131703 |
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| 要約: | This study investigates organizational learning culture and perceived organizational support as antecedents of employees’ job related outcome. The study includes two types of outcomes i.e. behavioral and attitudinal. In this study, attitudinal outcomes include job satisfaction, organizational commitment and turnover intention, while behavioral outcome includes organizational citizenship behavior. In addition, this study also investigates the mediation effect of these job related outcomes on the relationship between organizational learning culture and turnover intention and on the relationship between perceived organizational support and turnover intention. Based on a sample of 1340 banking employees of Pakistan, 758 employees responded to the questionnaires. The sample was selected using a multi stage sampling technique. A structural equation modeling was applied to analyze the data. Organizational learning culture was found as an antecedent of job satisfaction, affective commitment, normative commitment and continuance commitment, while perceived organizational support was found as an antecedent of job satisfaction, affective and normative commitment. Additionally, job satisfaction, affective commitment, normative commitment and organizational citizenship behavior towards organization were found to perform the role of mediator between organizational learning culture and turnover intention and perceived organizational support and turnover intention. The results highlight that both organizational learning culture and perceived organizational support are essential in reducing employees’ turnover intention in Pakistani banking sector. |
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