- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
In light of Signaling theory, this study investigates the mediating role of perceived organizational support (POS) in the relationship between high-performance work practices (HPWPs) and counterproductive work behavior (CWB). Judgmental sample of flight attendants in Iran was used to asses this relationship. The results of multiple regression analysis indicate that empowerment, reward and promotion as indicators of HPWPs are negatively related to CWB. Further, the results support the mediating role of POS in this relationship. Specifically, results indicate that POS acts as the partial mediator in the relationships between empowerment, reward and CWB. Moreover, results support full mediating role of POS in the relationships between promotion and CWB. This study advances our understanding of organizational level antecedents of CWB and mediating role of POS as the social mechanism through which HPWPs predict employees’ behavioral outcomes.
Despite the raising research interest in the CWB in the literature, still there is a dearth of research pertaining to this phenomenon in the Asian countries (Xie and Johns, 2000; LasisiOlukayode et al., 2014). According to Smithikrai (2008), Eastern countries are facing CWB as an important aspect of job performance in their organizations. The purpose of this study was to investigate the mediating role of POS in the HPWPs-CWB relation based on data gathered from flight attendants in Iran. Configuration of HPWPs as manifested by empowerment, reward and promotion is consistent with the current research among flight attendants (Karatepe and Vatankhah, 2015). Moreover, such practices are founded to be imperative for service quality in the leading airline companies such as Southwest airline and Singapore airline. The result of this study suggests that empowerment, reward and promotion-as the significant indicators of HPWPs in the organization-boost the perception of organizational support among flight attendants. Empowerment, reward and promotion signal organization's care about flight attendants' well-being and further career advancement opportunities. Based on signaling theory, result of this study further suggest that, flight attendants respond positively to the support they receive from the organization by showing behavioral outcome which is in line with organizational goal. In other words, POS leads to lower propensity to commit any act of CWB. Finally, the result of this study fill the research gap by showing POS as the full mediator of the effects of HPWPs on CBW as an employee level behavioral outcome (Mostafa and Gould-Williams, 2014; Alfes et al., 2013).