Impact of Perceived Organizational Support and Psychological Capital on Organizational Commitment among University’s Employees

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引用次数: 1

Abstract

The aim of this study was to find out the impact of perceived organizational support and psychological capital on organizational commitment among university’s employees. The target population for this study was the employees of the Muhammad Nawaz Sharif University of Agriculture Multan, Pakistan (MNSUAM). The study was based on a correlational research design, and total of 128 employees were sampled through a simple random sampling technique. Survey method was used for data collection. The instruments used for data collection included the Perceived Organizational Support Scale (POSS) Psychological Capital Questionnaire and Organizational Commitment Questionnaire The data was collected from 128 employees analyzed through Statistical Package for Social Sciences (SPSS). The results of this study revealed a significant correlation between dependent and independent variables. The regression analysis indicated significant impact of perceived organizational support on organizational commitment. Further, it was also indicated a significant impact of psychological capital on organizational commitment among university employees. No significant gender differences were found in terms of perceived organizational support and psychological capital and organizational commitment. However, the results indicated a difference in Job status in terms of perceived organizational support. The findings of this study suggest a significant role of study variables which would be helpful to conduct future studies in the area of public management, psychology, and more particularly, organizational psychology. Moreover, this study is also useful for designing an encouraging and supportive organizational environment for employees.
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大学员工组织支持感和心理资本对组织承诺的影响
本研究旨在探讨大学员工组织支持感和心理资本对组织承诺的影响。本研究的目标人群是巴基斯坦木尔坦穆罕默德·纳瓦兹·谢里夫农业大学(MNSUAM)的雇员。本研究采用相关研究设计,采用简单的随机抽样方法对128名员工进行抽样。数据收集采用调查法。数据收集工具包括组织支持感知量表(POSS)、心理资本问卷(Psychological Capital Questionnaire)和组织承诺问卷(Organizational Commitment Questionnaire)。本研究结果揭示了因变量和自变量之间的显著相关性。回归分析显示组织支持感对组织承诺有显著影响。此外,本研究还发现心理资本对大学员工组织承诺有显著影响。在组织支持感、心理资本和组织承诺方面,性别差异不显著。然而,结果显示工作状态在感知组织支持方面存在差异。本研究的结果表明,研究变量的重要作用,将有助于开展公共管理,心理学,尤其是组织心理学领域的未来研究。此外,本研究也有助于设计一个鼓励和支持员工的组织环境。
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