Rubel Mohammad Rabiul Basher, Kee Daisy Mui Hung, Daghriri Yahya Qasim, Rimi Nadia Newaz
Department of Business Administration in Management Studies, Bangladesh University of Professionals, Dhaka, Bangladesh.
School of Management, University of Science Malaysia, Penang, Malaysia.
Front Psychol. 2023 Jan 11;13:837481. doi: 10.3389/fpsyg.2022.837481. eCollection 2022.
The current research aims to investigate the connection between supervisors' perceived high-commitment performance management (HCPM) and their performances (in-role, extra-role, and deviant work behavior). In addition, this paper aims to examine how perceived organizational support (POS) mediates the above relationship. The paper employs the social exchange theory as the theoretical lens to develop and suggest a positive motivational work environmental model. Our model is tested on a sample of 430 supervisors from ready-made garment (RMG) organizations, Bangladesh. Using the PLS-SEM, our model examines the direct and indirect effects of HCPM and POS on job performances. We find supports for the existence of a positive relationship from HCPM to job performance through POS mediating such a relationship. Future studies may investigate the prospective of HCPM and POS to create ideal work environments that boost employee productivity and benefit enterprises.
当前的研究旨在调查管理者所感知到的高承诺绩效管理（HCPM）与其绩效（角色内绩效、角色外绩效和偏差工作行为）之间的联系。此外，本文旨在研究感知到的组织支持（POS）如何在上述关系中起中介作用。本文采用社会交换理论作为理论视角来构建并提出一个积极的激励性工作环境模型。我们的模型在来自孟加拉国成衣（RMG）组织的430名管理者样本上进行了测试。使用偏最小二乘结构方程模型（PLS-SEM），我们的模型检验了HCPM和POS对工作绩效的直接和间接影响。我们发现支持通过POS中介这种关系而存在从HCPM到工作绩效的正向关系。未来的研究可以调查HCPM和POS在创造提升员工生产力并使企业受益的理想工作环境方面的前景。
