Li Mingxing, Jameel Arif, Ma Zhiqiang, Sun Hongzheng, Hussain Abid, Mubeen Sidra
School of Management, Jiangsu University, Zhenjiang, 212013, People's Republic of China.
GC University, Faisalabad, Pakistan.
Psychol Res Behav Manag. 2022 Apr 20;15:965-976. doi: 10.2147/PRBM.S346697. eCollection 2022.
The purpose of this paper is to develop a theoretical framework for testing the perceived organizational support (POS)-employee performance relationship with a mediating effect of intrinsic motivation. To combine the concepts from perceived organizational support (POS) and employee performance, secondary data have been collected from different research papers to provide a literature-based analysis. The present study found positive relationships between POS, intrinsic motivation, and employees' performance. The study further realized the intrinsic motivation as a potential mediator between POS and performance relationship. From this framework, numerous areas of research can be pursued to be used to research and practice human resource management. The theoretical framework which is developed in this paper is based upon literature that can be proved empirically. To improve theory, research, and practice in the field of human resource management, this paper conceptualizes the concept of POS through the means of internal support.
本文的目的是建立一个理论框架，以检验感知到的组织支持（POS）与员工绩效之间的关系，并探讨内在动机在其中的中介作用。为了整合感知到的组织支持（POS）和员工绩效的相关概念，我们从不同的研究论文中收集了二手数据，以进行基于文献的分析。本研究发现，POS、内在动机和员工绩效之间存在正相关关系。该研究进一步认识到内在动机是POS与绩效关系之间的潜在中介变量。基于这个框架，可以开展许多研究领域，用于人力资源管理的研究和实践。本文所构建的理论框架基于可通过实证验证的文献。为了改进人力资源管理领域的理论、研究和实践，本文通过内部支持的方式对POS概念进行了概念化。
