Purpose: This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario. Design/methodology/approach: On a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables). Findings: The mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals. Originality/value: The findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.

Perceived organizational support and work engagement: the role of psychosocial variables / Bonaiuto, F.; Fantinelli, S.; Milani, A.; Cortini, M.; Vitiello, M. C.; Bonaiuto, M.. - In: JOURNAL OF WORKPLACE LEARNING. - ISSN 1366-5626. - 34:5(2022), pp. 418-436. [10.1108/JWL-11-2021-0140]

Perceived organizational support and work engagement: the role of psychosocial variables

Milani A.
;
Bonaiuto M.
2022

Abstract

Purpose: This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario. Design/methodology/approach: On a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables). Findings: The mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals. Originality/value: The findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.
2022
Organizational identification; Perceived organizational support; Psychosocial risks; Social support; Work engagement
01 Pubblicazione su rivista::01a Articolo in rivista
Perceived organizational support and work engagement: the role of psychosocial variables / Bonaiuto, F.; Fantinelli, S.; Milani, A.; Cortini, M.; Vitiello, M. C.; Bonaiuto, M.. - In: JOURNAL OF WORKPLACE LEARNING. - ISSN 1366-5626. - 34:5(2022), pp. 418-436. [10.1108/JWL-11-2021-0140]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11573/1631515
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