The Relationship between Affective Commitment, Perceived Organizational Support and Organizational Citizenship Behavior in Private Enterprises
Organisational citizenship behavior (OCB) continues to be a significant and fascinating phenomenon for organisations in the face of swift changes within dynamic business environment. This study examines the factors influencing (OCB) among employees in private high-tech enterprises in Guangzhou, Chin...
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| Format: | Thesis |
| Language: | English English English |
| Published: |
Universiti Malaysia Sarawak
2024
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| Online Access: | http://ir.unimas.my/id/eprint/47376/6/DSVA%20Yang%20Yiting.pdf http://ir.unimas.my/id/eprint/47376/4/Yang%20Yiting%20%2824%20pgs%29.pdf http://ir.unimas.my/id/eprint/47376/5/Yang%20Yiting%20Fulltext.pdf http://ir.unimas.my/id/eprint/47376/ |
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| Summary: | Organisational citizenship behavior (OCB) continues to be a significant and fascinating phenomenon for organisations in the face of swift changes within dynamic business environment. This study examines the factors influencing (OCB) among employees in private high-tech enterprises in Guangzhou, China. Despite being considered a mature concept, not much is known about the associations of perceived organizational support (POS), affective commitment (AC), and OCB in dynamic fast-paced working environment. Therefore, this study aims to investigate the impact of POS and AC on OCB. It also investigates the effect of POS on AC, and the mediating role of AC between POS and OCB. Employing a quantitative research approach, data were collected from a sample of 398 employees. Data analysis, conducted using SPSS version 27, yielded several key findings. First, both POS and AC positively influence OCB; second, POS has a positive effect on AC; and third, AC partially mediates the relationship between POS and OCB. These findings underscore that strengthening POS and fostering AC among employees enhances job satisfaction and motivation but also reduces turnover rates. This aids in talent attraction and retention, boosting organizational competitiveness, and fostering OCB. These insights offer valuable guidance for human resource practitioners and policymakers in designing effective workplace policies. The study concludes that OCB development remains critical to modern private enterprises’ growth. Future research is encouraged to explore additional dimensions of OCB and their complex interactions with AC, to expand the sample to other major provinces in China, to conduct qualitative studies focusing on OCB among younger employees, and to employ longitudinal methods for deeper insights. |
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