Recognition of effective factors on Supportive Organization emphasis on human resources in Red Crescent society of Islamic Republic of Iran

Document Type : Research Paper

Abstract

Recently, organizations perceived that human resources is the most important resource for access competitive advantages.organizations compete for human resources employment and maintain .according to competition on human resource , organizations invest on implement and development of supportive programs for employees and trying to provide proper welfare programs. In this conditions , traditional management is not responsible and organization most get a new behavioral face and be a supportive. This study is aimed to recognize the factors having related to supportive organization in red crescent society .The current study is a descriptive study in which 945 personnel are selected as the sample. Data was gathered by use of structural equations model and then it was analyzed using Lisrel software. Due to the results, the supportive organization is related to some variables including perceived organizational support, organizational justice , superior support , suitable pay , promotion , job security , autonomy , training , Islamic belief , organizational empathy and participative management . supportive organization, also related to individual and organizational outcome including: job satisfaction , commitment , organizational citizenship behavior and performance.

Keywords

Main Subjects

References

حقایق ، سیروس و ارکیان ، سهیلا( 1384)؛ چگونه نظام مدیریت مشارکتی را در سازمان خود اجرا کنیم، شیراز؛ انتشارات نوید شیراز.
دانایی­فرد، حسن(1387)؛ چالش­های مدیریت دولتی در ایران، مرکز تحقیق و توسعه علوم انسانی، انتشارات سمت.
طالقانی، غلام­رضا؛ دیواندری، علی و شیرمحمدی ،ملیکا (1388)، «تأثیر حمایت ادراک­شده از سوی سازمان  بر تعهد کارکنان و عملکرد سازمانی، مطالعه­ای در شعب بانک ملت» ،فصلنامه علوم مدیریت ایران، زمستان 1388، 4(16): 1-25، تهران.
Ali, A., Ur- Rehman., M. UlHaq,.I. Jam.,F, Ghafoor.,& M. Azeem. M. (2010).“Perceived Organizational Support and Psychological EmpowermentEuropean”,Journal of Social Sciences, Vol. 17, No 2 .
Allen, D., Shore, L., &Griffeth, R. (1999).“A model of perceived organizational support”,Unpublished manuscript, University of Memphis and Georgia State University.
Aquino, K., &Griffeth, R. W. (1999).“An exploration of the antecedents and consequences of perceived organizational support: A longitudinal study”,Unpublished manuscript, University of Delaware and Georgia State University.
Armeli, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998).“Perceived organizational support and police performance: The moderating influence of socioemotional needs”,Journal of Applied Psychology,Vol 83, PP 288–297.
Aselage, J., &Eisenberger, R,.(2003 ).“ Perceived organizational support and psychological contracts: a theoretical integration”, Journal of Organizational Behavior,Organiz. Behav,Vol24,PP 491–509 Published online in Wiley InterScience   (www.interscience.wiley.com). DOI: 10.1002/job.211 .
Bateman, T. S., & Organ, D. W. (1983).“ Job satisfaction and the good soldier: The relationship between affect and employee citizenship”,Academy of Management Journal, Vol26, PP 587–595.
Blanchard, K., Carlos, J. P. & Randolph, A. (2001).The 3 keys to empowerment: Release the power within people for astonishing results, San Francisco: Berrett-Koehler Publishers, Inc.
Blau, P. M. (1964). Exchange and power in social life, New York: Wiley.
Brief, A. P., &Motowidlo, S. J. (1986).Prosocial organizational behaviors, Academy of Management Review, 11, 710–725.
Chien, M.-H. (2007).“ A study of human resource development and organizational change in Taiwan”,Journal of American Academy of Business, Vol11(1), PP 309-314.
Cotterell, N., Eisenberger, R., &Speicher, H. (1992).“Inhibiting effects of reciprocation wariness on interpersonal relationships”,Journal of Personality and Social Psychology,Vol 62,PP 658–668.
Cropanzano, R., Howes, J. C., Grandey, A. A., &Toth, P. (1997).“The relationship of organizational politics and support to work behaviors, attitudes, and stress”,Journal of Organizational Behavior, Vol22,PP 159–180.
 
Crozier, M. (1964).The bureaucratic phenomenon, Chicago: University of Chicago Press.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). “Reciprocation of perceived organizational support”,Journal of Applied Psychology, Vol86, PP 42–51.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997).  “Perceived organizational support, discretionary treatment, and job satisfaction”,Journal of Applied Psychology,Vol 82, PP 812–820.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986).“ Perceived organizational support”,Journal of Applied Psychology, Vol71,PP 500–507.
Eisenberger, R., Rhoades, L., & Cameron, J. (1999).“Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? ”,Journal of Personality and Social Psychology, Vol77, PP 1026–1040.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I., & Rhoades, L. (2002).“Perceived supervisor support: Contributions to perceived organizational support and employee retention”, Journal of Applied Psychology, Vol87, PP 565-573.
Etzioni, A. (1961).A comparative analysis of complex organizations,NewYork: Free Press.
Geller, L. (1982).“The failure of self-actualization therapy: A critique of Carl Rogers and Abraham Maslow”,Journal of Humanistic Psychology, Vol22,PP 56–73.
George, J. M., & Brief, A. P. (1992).“ Feeling good–doing good: A conceptual analysis of the mood at work–organizational spontaneity relationship”,Psychological Bulletin, Vol112, PP 310–329.
George, J. M., Reed, T. F., Ballard, K. A., Colin, J., & Fielding, J. (1993).“ Contact with AIDS patients as a source of work-related distress: Effects of organizational and social support”,Academy of Management Journal, Vol36, PP 157–171.
Ghani .N.,Hussin. T. (2009).“ Antecedents of Perceived Organizational Support”, Canadian Social Science , Canadian Academy of Oriental and Occidental Culture  Vol.5 PP.6 .
Gould, S. (1979).“ An equity-exchange model of organizational involvement”,Academy of Management Review, Vol4, PP 53–62.
Gouldner, A. W. (1960). “The norm of reciprocity: A preliminary statement”,American Sociological Review, Vol25, PP161–178.
Greenberg, J. (1990).“ Organizational justice: Yesterday, today and tomorrow”,Journal of Management,Vol 16,PP 399–432.
Guzzo, R. A., Noonan, K. A., &Elron, E. (1994).“ Expatriate managers and the psychological contract”,Journal of Applied Psychology, Vol79,PP 617–626.
Hekman, D.R., Steensma, H.K., Bigley, G.A.,& Hereford, J.F.(2009). “Combined Effects of Organizational and Professional Identification on the Reciprocity Dynamic for Professional Employees,” Academy of Management Journal. Vol 52, No 3.
Hogan, R. (1975). “Theoretical egocentrism and the problem of compliance”,American Psychologist, Vol30,PP 533–540.
Khazanchi, S. (2005).A SocialExhange Model of Creativity”,Phd thesis. University of Cincinnati.
Kottke, J. L., &Sharafinski, C. E. (1988).“Measuring perceived supervisory and organizational support”,Educational and Psychological Measurement, Vol48, PP 1075–1079.
Lamastro,V.(2000).“Commitment and Perceived Organizational Support”, NationalForum, Vol13, No 3.
Levinson, H. (1965).“ Reciprocation: The relationship between man and organization”,Administrative Science Quarterly,Vol9, PP 370–390.
March, J. G., & Simon, H. A. (1958).Organizations, New York: Wiley
Mathieu, J. E., &Zajac, D. (1990).“ A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment”,Psychological Bulletin,Vol 108, PP 171–194.
Meyer, J. P., & Allen, N. J. (1997).Commitment in the workplace: Theory, research and application, Thousand Oaks, CA: Sage.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982).Organizational linkages: The psychology of commitment, absenteeism, and turnover, San Diego, CA: Academic Press.
Nye, L. G., & Witt, L. A. (1993).“ Dimensionality and construct-validity of the Perceptions of Organizational Politics Scale (POPS) ”,Educational and Psychological Measurement, Vol53,PP 821–829.
Organ, D. W., &Konovsky, M. (1989).“Cognitive versus affective determinants of organizational citizenship behavior”,Journal of Applied Psychology, Vol74, PP 157–164.
Rhoades,  L., Eisenberger,  R. (2002).“ Perceived Organizational Support: A Review of the Literature”,Journal of Applied Psychology  , Vol 87, No. 4,PP 698–714. 
Robblee, M. (1998).Confronting the threat of organizational downsizing: perceived organizational support 713 Coping and health, Unpublished master’s thesis, Carleton University, Ottawa, Ontario, Canada.
Seth, A.,&Simo, S.(2007).“ Workplace Safety Perceptions and Perceived Organizational Support: Do Supportive Perceptions Influence Safety Perceptions? ”,International Journal of Occupational Safety and Ergonomics (JOSE), Vol. 13, No. 2,PP 189–200.
Settoon, R. P., Bennett, N. &Liden, R. L. (1996).“Social exchange in organization: Perceived organizational support, leader-member exchange, and employee reciprocity”,Journal of Applied Psychology,Vol 81, PP 219-227.
Shore, L. M., & Shore, T. H. (1995).Perceived organizational support and organizational justice, In R. S. Cropanzano& K. M. Kacmar (Eds.),Organizational politics, justice, and support: Managing the social climate of the workplace (pp. 149–164). Westport, CT: Quorum.
Spreitzer, G. M. & Quinn, R. E. (2001).A company of leaders: Five disciplines for unleashing the power in your workforce, San Francisco: Jossey-Bass.
-Tek -Yew Lew. )2009). “ The Relationships between Perceived Organizational  Support, Felt Obligation, Affective Organizational Commitment and Turnover Intention of Academics working with Private Higher Educational Institutions in Malaysia”, European Journal of Social Sciences,Vol 9, No 1 .
Walton, R. (1985).“ From control to commitment in the workplace”,Harvard Business Review,Vol63(2).PP 77-84.
Wayne, S. J., Shore, L. M., &Liden., R. C. (1997).“ Perceived organizational support and leader-member exchange: A social exchange perspective”, Academy of Management Journal,Vol 40,PP 82–111.
West-Burnham, J. & O’Sullivan, F. (1998).Leadership & professional development in schools: How to promote techniques for effective professional learning, London: Pearson Education Ltd.
Witt, L. A. (1991).“ Exchange ideology as a moderator of job-attitudes– organizational citizenship behaviors relationships”,Journal of Applied Social Psychology,Vol 21,PP 1490 1501.

Files

Share

How to cite

Statistics