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Impact Of Perceived Organizational Support On Employees’ Creativity In Korean Workplace

Posted on:2015-07-14Degree:MasterType:Thesis
Country:ChinaCandidate:X Y S o o Y e o n W e e WeiFull Text:PDF
GTID:2309330422992374Subject:Business management
Abstract/Summary:PDF Full Text Request
In recent years, because of competition, many companies begin to implement avariety of staff support program, to ensure the survival of organizations andcontinuously improve the business environment in customer requirements. Intensecompetition between companies strive to improve their own competitiveness in therapidly changing business environment. So the employees not only have personnalproblems, but they also have extra work pressure, and as a key factor affecting thecompetitiveness of organizations, this makes the organization member’sresponsibility and performance in more pressure. If the employees are not able toplay to their ability under pressure, it will cause the waste of human resources, andultimately result in a decline of the organization’s competitiveness. Therefore, toseek effective management strategies for employee pressure.The purpose of this study is to examine the impact of perceived organizationalsupport on employee creativity in Korean organizations, and examine the influenceof job stress (challenge and hindrance stress) on the relationship between perceivedorganizational support and employee creativity. Thus, based on the conservation ofresources and theories regarding perceived organizational support, this research wasconducted to find out the moderating effects of job stress on employee’s creativityand their perceived organizational support.The data of this study are based on267Korean employees in6Koreanorganizations through questionnaires. Employees involved is from one state ownedcompany, three private companies, and two wholly foreign owned companies,including employees from upper and lower level in each organization. A surveyquestionnaire began with personal data of the respondents information that consistsof8closed-ended questions are gender, marital status, education, job type,organization type, organization size, working sector, and working hour. For age, jobexperience, and tenure of the respondent, researcher designs opened-endedquestions. Moreover, this survey questionnaire was to measure causes of work stressand organizational support for helping employees stress management whichconsisted of5parts are source of stress, job attitude, communication and creativity,job performance, and working support. The data analysis was done using SPSS20.0.The data was analyzed by using descriptive statistics, which were frequency andpercentage.The results of the study show that perceived organizational support ispositively and significantly correlated with employee creativity. In addition, itconfirms that job stress have moderating effects on the relationship between perceived organizational support and employee creativity. This shows that challengestress positively affect the relationship between perceived organizational supportand employee creativity. Also, hindrance stress negatively affects the relationbetween perceived organizational support and employee creativity. Based on theseresults, we can provide the implications and the future research directions for thestudy of human resource management.
Keywords/Search Tags:Perceived Organizational Support, Employee Creativity, Job Stress, Challenge Stress, Hindrance Stress
PDF Full Text Request
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