This research aims to investigate the effect of perceived organizational support on employee organizational citizenship behavior in the case of academic staffs of Arba Minch University. For the sake of achieving the objectives of this study, the information gathered through questionnaire from 282 respondents were analyzed using statistical analysis. The respondents were selected using stratified sampling followed by a simple random sampling technique. The most important findings of this study is that perceived organizational support has a positive and significant effect on organizational citizenship behavior. Results revealed that there is a significant difference between male and female academic staffs towards exhibiting organizational citizenship behavior and insignificance difference found on dimensions of perceived organizational support. Moreover, there is a significant difference in the perception of supervisory support, procedural justice, career development opportunities, decision-making involvement and exhibition of organizational citizenship behavior based on education level.
The result of the Pearson correlation coefficient analysis showed that perceived organizational support dimensions have a significant and positive relationship with organizational citizenship behavior. The results of multiple linear regression showed that the best predictor of organizational citizenship behavior had been supervisory support. Based on findings, recommendations to Arba Minch university management and suggestions for other researchers are forwarded.
Keywords; perceived organizational support, organizational citizenship behavior
Table of Contents
1. INTRODUCTION
1.1 Background of the Study
1.2 Statement of the problem
1.3 Objective of the Study
1.3.1 General Objective
1.3.2 Specific Objectives
1.4 Scope of the Study
1.5 Significance of the Study
1.6 Operational Definition of Terms
1.7 Organization of the Paper
2. LITERATURE REVIEW
2.1 Perceived Organizational Support
2.1.1 Dimensions of Perceived Organizational Support
2.1.2 Effect of Perceived Organizational Support
2.2 Nature of Organizational Citizenship Behaviour
2.3.1 Dimensions of Organizational Citizenship Behaviour
2.3.2 Social Psychological Theories as Explanations for OCB
2.3.3 OCB and Related Concepts: Delimiting the Boundary
2.3.4 Nature of OCB in Educational Organizations and Role of Teachers
2.3 Perceived Organizational Support and Organizational Citizenship Behaviour
2.4 Conceptual Framework of POS
3. METHODOLOGY
3.1 Background of the Study Area
3.2 Research Design
3.3 Sources of Data
3.4 Sampling Design
3.4.1 Target Population
3.4.2 Sample Size Determination
3.4.3 Sampling Method
3.4.4 Sampling Technique
3.5 Variables of the Study
3.6 Questionnaires Design
3.6.1 Perceived Organizational Support Questionnaires
3.6.2 Organizational Citizenship Behaviour Questionnaire
3.7 Pilot Test
3.8 Validity and Reliability Test
3.9 Data Analysis
3.8.1 Descriptive Statistics
3.9.2 Inferential Statistics
4. RESULTS AND DISCUSSION
4.1 Introduction
4.2 Demographic Characteristics of Respondents
4.3 Descriptive Statistics of POS and Organizational Citizenship Behaviour
4.3.1 Employees Perception of Organizational Support
4.3.2 Employees Level of Organizational Citizenship Behaviour
4.4 t-Test result on POS dimensions and OCB based on gender
4.5 One-way ANOVA result on POS dimensions and OCB based on age group, education level, marital status and work experience
4.5.1 A One-way ANOVA results on POS dimensions and exhibition of OCB among various age groups
4.5.2 A One-way ANOVA results on POS dimensions and Exhibition of OCB based on marital status
4.5.3 A One-way ANOVA results on POS dimensions and Exhibition of OCB based on educational level
4.5.3 A One-way ANOVA results on POS dimensions and Exhibition of OCB based on work experience of the respondents
4.6 Association between POS and organizational citizenship behaviour
4.7 Regression Analysis
4.7.1 Predicting organizational citizenship behaviour by POS dimensions
5. CONCLUSION AND RECOMMENDATION
5.1 Conclusion
5.2 Recommendations
Research Objectives and Core Themes
This study aims to investigate the influence of perceived organizational support (POS) on organizational citizenship behaviour (OCB) among the academic staff at Arba Minch University. By analyzing how factors such as supervisory support, organizational rewards, procedural justice, career development opportunities, and decision-making involvement impact employee willingness to engage in extra-role behaviors, the study seeks to understand how institutional support structures can foster a more effective and committed academic workforce.
- Analysis of perceived organizational support dimensions within the academic environment.
- Examination of the relationship between organizational support and employee OCB.
- Identification of the primary predictors of organizational citizenship behavior.
- Evaluation of demographic differences in the perception of organizational support and exhibition of citizenship behaviors.
Excerpt from the Book
1. Supervisory Support
Supervisory support is the degree to which employees form impressions that their supervisors care about their interest and well-being, value their efforts and contributions and are supportive with encouragement (Eisenberger, Stinglhamber, Vandenberghe, Sucharski, & Rhoades, 2002). The immediate supervisor is playing a critical role in organizations. The encouragement and support from immediate supervisor are deemed to be important as past studies revealed that they are closest to the employee. Therefore, immediate supervisor is able to effectively managing their own respective subordinate’s emotions (Dawley, Andrews & Bucklew, 2008).
Supervisor support can strengthen the perceived organizational support through creating trust and confidence in the organization since supervisor of administrators are often seen as the representative of the entire organization. Therefore, if the supervisors to provide the staff with the necessary support in the right time and to win their trust then through replication the employees feel that they are supported on the part of the organization (Arizi, and Golparvar, 2011). That the superiors value the contribution of the staff and care for their welfare will have a huge impact on their views about the support they receive from the organization. Sometimes, employees consider the support they receive from their direct superiors as the support provided by the organization and therefore generalizing the superior’s support to the whole organization. Accordingly, the superior support can play a great role in the creation of the employees' perceived support (Taleghani, et.al., 2009).
Summary of Chapters
1. INTRODUCTION: Outlines the research background, statement of the problem, and specific objectives regarding the impact of organizational support on academic staff behavior.
2. LITERATURE REVIEW: Explores existing theories on perceived organizational support and organizational citizenship behavior, establishing a conceptual framework for the study.
3. METHODOLOGY: Describes the mixed-methods approach, sampling design, and data collection tools used to analyze the academic staff at Arba Minch University.
4. RESULTS AND DISCUSSION: Presents the statistical findings from surveys, including descriptive analysis, correlation, and regression results regarding the relationship between POS dimensions and OCB.
5. CONCLUSION AND RECOMMENDATION: Summarizes key research findings and provides strategic recommendations for university management to improve organizational support and promote citizenship behaviors.
Keywords
Perceived Organizational Support, POS, Organizational Citizenship Behaviour, OCB, Arba Minch University, Supervisory Support, Organizational Reward, Procedural Justice, Career Development, Decision Making, Social Exchange Theory, Academic Staff, Higher Education, Regression Analysis, Correlation
Frequently Asked Questions
What is the core focus of this research?
The research investigates how perceived organizational support affects the organizational citizenship behavior of academic staff at Arba Minch University.
What are the key thematic areas addressed?
The study covers five main dimensions of support: supervisory support, organizational rewards, procedural justice, career development opportunities, and decision-making involvement.
What is the primary research objective?
The goal is to determine the impact of these support dimensions on employee citizenship behavior and identify which factors serve as the strongest predictors for such behaviors.
Which methodology was employed for this study?
The study utilized a quantitative research approach, collecting data via structured questionnaires from 282 respondents and applying descriptive and inferential statistics, including correlation and regression analysis.
What does the main body of the work cover?
It includes a comprehensive literature review of organizational support theories, a detailed methodology section, and a thorough analysis of results comparing perceptions across different demographic variables like gender, age, and education.
What defines the study's primary keywords?
The study is characterized by terms such as Perceived Organizational Support (POS), Organizational Citizenship Behaviour (OCB), Social Exchange Theory, and specific HRM practices within higher education.
How did the researcher ensure the validity of the findings?
The researcher conducted a pilot test and used Cronbach's alpha to measure instrument reliability, ensuring consistency and stability in the gathered data.
What was the main finding regarding supervisory support?
The regression results indicated that supervisory support is the most significant predictor, holding the highest Beta value and showing a strong positive influence on the exhibition of citizenship behavior.
What does the study suggest for management at Arba Minch University?
The study recommends that management should strengthen fairness policies, create target-oriented reward systems, and actively involve staff in decision-making to foster a more supportive environment and increase OCB.
- Citar trabajo
- Tezana Bekele (Autor), 2019, Investigating the effect of perceived organizational support on organizational citizenship, Múnich, GRIN Verlag, https://www.grin.com/document/496481
