Date of Award

1-1-2017

Language

English

Document Type

Master's Thesis

Degree Name

Master of Arts (MA)

College/School/Department

Department of Psychology

Program

Industrial/Organizational Psychology

Content Description

1 online resource (ii, 36 pages) : illustrations (some color)

Dissertation/Thesis Chair

Michael T Ford

Committee Members

Sylvia Roch

Keywords

Attributional Heuristic, Moral Emotion, Organizational Psychology, Perceived Organizational Support, Supervision of employees, Employees, Employee motivation, Organizational behavior, Quality of work life

Subject Categories

Psychology

Abstract

A growing body of evidence suggests that perceived organizational support (POS) associates with varies outcomes (employee well-being, performance, orientation toward organization). Current study contributes to the growing literature on perceived organizational support by proposing and testing the possible attributional heuristics employee engaged in to develop perceived organizational support. Study tests the indirect effect of supervisor supportive behaviors on employee attitudes toward supervisor and organization mediated by perceived supervisor support and perceived organizational support in sequence as well as the moderation effects of supervisor power, workload, and organization environmental turbulence on the relationship between supervisor supportive behaviors and perceived support. The results indicate that perceived supervisor support and perceived organizational support mediates the supervisor supportive behavior – affective commitment relationship in sequence. Results of the moderation effect suggest supervisor workload and environmental turbulence but not supervisor power have a moderation effect on the relationship between supervisor supportive behaviors and perceived supervisor supports, indicating initial support of the attributional heuristic idea. Implications and limitations of the results of the study are discussed.

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