The Reciprocation of Perceived organizational support on Work engagement and Extra-role performance
Keywords:
Exchange Ideology, Extra-Role Performance, Norm of Reciprocity, Perceived Organizational Support, Work EngagementAbstract
To reciprocate favourable treatment from perceived organisational support provided by the organisation, employees may adopt a positive job attitude e.g. work engagement and productive behaviour e.g. extra-role performance. Conversely, exchange ideology could decrease social exchange between employees and the organisation. This study therefore investigated the mediatory role of work engagement and moderating role of exchange ideology on perceived organizational support and extra-role performance among employees of various organisations in Ibadan, Oyo State, Nigeria. This study adopted the cross-sectional survey design for data collection. A cluster sampling technique was used to select participants from three local government areas. These were 250, comprising males: 119 (57.6%) and females: 131 (52.4%). The majority 211 (84.4%) are at least 30 years of age (Mean = 36.34 years, SD = 8.08). Participants were employees from consenting organizations. Data were collected using structured psychological scales while Pearson correlation analysis was used to analyse intercorrelation among variables. This study utilized Analysis of Moment of Structure (AMOS) version 21 to perform the Structural Equation Model (SEM) for the test of mediation of the effect of work engagement on perceived organizational support and extra-role performance. Again, for the test of mediation effect of work engagement on exchange ideology and extra-role performance. Also, for the test of moderation effect of exchange ideology on perceived organizational support and work engagement. The results of regression weights showed that there is a negative relationship between exchange ideology and extra-role performance; and between perceived organizational support and exchange ideology. There is a significant relationship between perceived organizational support and extra-role performance mediated by work engagement. It is therefore recommended that organizations should be intentional in giving care for welfare, support and to fulfil the needs of the employees. Work engagement is an important job attitude that should be encouraged from employees.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Author

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.