Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes

This study investigates organizational learning culture and perceived organizational support as antecedents of employees’ job related outcome. The study includes two types of outcomes i.e. behavioral and attitudinal. In this study, attitudinal outcomes include job satisfaction, organizational commit...

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Main Author:	Islam, Talat
Format:	Thesis
Language:	English
Published:	2014
Subjects:	HD28 Management Industrial Management
Online Access:	http://eprints.utm.my/id/eprint/87147/1/TalatIslamPFM2014.pdf
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id	my-utm-ep.87147
record_format	uketd_dc
spelling	my-utm-ep.871472020-11-30T08:56:51Z Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes 2014 Islam, Talat HD28 Management. Industrial Management This study investigates organizational learning culture and perceived organizational support as antecedents of employees’ job related outcome. The study includes two types of outcomes i.e. behavioral and attitudinal. In this study, attitudinal outcomes include job satisfaction, organizational commitment and turnover intention, while behavioral outcome includes organizational citizenship behavior. In addition, this study also investigates the mediation effect of these job related outcomes on the relationship between organizational learning culture and turnover intention and on the relationship between perceived organizational support and turnover intention. Based on a sample of 1340 banking employees of Pakistan, 758 employees responded to the questionnaires. The sample was selected using a multi stage sampling technique. A structural equation modeling was applied to analyze the data. Organizational learning culture was found as an antecedent of job satisfaction, affective commitment, normative commitment and continuance commitment, while perceived organizational support was found as an antecedent of job satisfaction, affective and normative commitment. Additionally, job satisfaction, affective commitment, normative commitment and organizational citizenship behavior towards organization were found to perform the role of mediator between organizational learning culture and turnover intention and perceived organizational support and turnover intention. The results highlight that both organizational learning culture and perceived organizational support are essential in reducing employees’ turnover intention in Pakistani banking sector. 2014 Thesis http://eprints.utm.my/id/eprint/87147/ http://eprints.utm.my/id/eprint/87147/1/TalatIslamPFM2014.pdf application/pdf en public http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:131703 phd doctoral Universiti Teknologi Malaysia, Faculty of Management Faculty of Management
institution	Universiti Teknologi Malaysia
collection	UTM Institutional Repository
language	English
topic	HD28 Management Industrial Management
spellingShingle	HD28 Management Industrial Management Islam, Talat Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
description	This study investigates organizational learning culture and perceived organizational support as antecedents of employees’ job related outcome. The study includes two types of outcomes i.e. behavioral and attitudinal. In this study, attitudinal outcomes include job satisfaction, organizational commitment and turnover intention, while behavioral outcome includes organizational citizenship behavior. In addition, this study also investigates the mediation effect of these job related outcomes on the relationship between organizational learning culture and turnover intention and on the relationship between perceived organizational support and turnover intention. Based on a sample of 1340 banking employees of Pakistan, 758 employees responded to the questionnaires. The sample was selected using a multi stage sampling technique. A structural equation modeling was applied to analyze the data. Organizational learning culture was found as an antecedent of job satisfaction, affective commitment, normative commitment and continuance commitment, while perceived organizational support was found as an antecedent of job satisfaction, affective and normative commitment. Additionally, job satisfaction, affective commitment, normative commitment and organizational citizenship behavior towards organization were found to perform the role of mediator between organizational learning culture and turnover intention and perceived organizational support and turnover intention. The results highlight that both organizational learning culture and perceived organizational support are essential in reducing employees’ turnover intention in Pakistani banking sector.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Islam, Talat
author_facet	Islam, Talat
author_sort	Islam, Talat
title	Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
title_short	Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
title_full	Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
title_fullStr	Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
title_full_unstemmed	Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
title_sort	organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes
granting_institution	Universiti Teknologi Malaysia, Faculty of Management
granting_department	Faculty of Management
publishDate	2014
url	http://eprints.utm.my/id/eprint/87147/1/TalatIslamPFM2014.pdf
_version_	1747818527391219712

Organizational learning culture and perceived organizational support as antecedents of employees' job related outcomes

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