Research On The Relationship Between Organizational Rewards Expectancy, Perceived Organizational Support And Job Satisfaction

Finding ways to raise employees'job satisfaction with certain or variable organizational support, and enhance efficiency and effectiveness, is not only the most concerned and pressing problem for organizations, but also one of important issues in the academic world. Therefore, on the basis of organizational support theory, this study is designed to examine the employee-organization relationship, as well as the causal relation between organizational rewards expectancy and employee job satisfaction. The main ideas of the research, its significance and procedure are addressed consequently.Secondly, after going through literatures about organizational rewards expectancy, job satisfaction, perceived organizational support, exchange ideology and their mutual connections, the foundation and direction of our research are found. That is, upon verifying the relationships among organizational rewards expectancy, perceived organizational support and job satisfaction, it is purposed to demonstrate the mediating role of perceived organizational support and the moderating role of exchange ideology. And hence, six research hypotheses are suggested.Thirdly, survey questionnaire for this paper is developed with the reference of local and international measuring scales, and 238 effective samples targeted at knowledge workers in enterprises are obtained. The data are then run for their reliability and validity analysis, T test, ANOVA, correlation analysis and regression analysis, by using statistic programs such as SPSS 16.0 and LISREL 8.72. The results of these analyses match the initial construct: the four of six hypotheses are completely confirmed, while the rest two are partially supported.Lastly, following theories review and empirical analysis, conclusions are reached. Meanwhile, there are some implications and instructions for human resource management practices, and limitations of this research are also identified. Several main concluding ideas are as follow:1. The concept of perceived organizational support and unidimensionality measuring methodology are also applied to knowledge workers of organizations with Chinese background.2. Both material rewards expectancy and emotional rewards expectancy have positive effects towards perceived organizational support and job satisfaction, while material rewards expectancy plays a stronger role.3. Perceived organizational support, moderated by exchange ideology, has a positive impact on job satisfaction. Specifically, the higher exchange ideology of the employee, the stronger would be the effect of perceived organizational support on job satisfaction.4. Perceived organizational support mediates the relation between two dimensions of organizational rewards expectancy and job satisfaction. Additionally, the mediating process where perceived organizational support intervenes the indirect effect of material rewards expectancy on job satisfaction is moderated by exchange ideology.5. Apart from some other factors, individual differences in employees have no significant effect on organizational rewards expectancy, perceived organizational support, and exchange ideology or job satisfaction.