Antecedents and Outcomes of Employee Felt Role Obligation and Felt Reciprocal Obligation
| Autor: | Ha Viet Hung, 河越雄 |
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| Rok vydání: | 2014 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 102 Obligations play an important role in society and organizations. However, past studies have paid little attention to obligations, particularly felt obligations in organizations. This study is the first attempt to assess two distinct concepts of employee felt obligations—role and reciprocal obligations― and to investigate their antecedents and outcomes. The first aim of this study is to investigate employee felt role obligation in organizations, which is an important but has been neglected variable in previous studies. The second aim is to investigate the effects of perceived supervisor support, perceived high pay, and perceived training opportunity on employee felt reciprocal obligation. The third aim is to explore the effects of role ambiguity and role conflict on employee felt role obligation. The fourth aim is to investigate the effects of employee felt role obligation on innovative behavior and in-role performance. Finally, this study explores the effect of employee felt reciprocal obligation on innovative behavior and in-role performance. This study is driven theoretically by the role theory, social exchange theory, the norm of reciprocity, the organizational support theory and the other relevant literature in the human resource management and organizational behavior research. By which, this research contributes to the limited body of knowledge about the psychological processes underlying the formation of employee felt obligation and the effects of employee felt obligation. This study presents empirical results based on a data set of 401 employees collected from a variety of organizations in Vietnam. Structural equation modelling (SEM) approach is used to assess the reliability and validity of constructs measurements, and test proposed hypotheses. The results show that the measures are reliable and valid in psychometrics and most hypotheses are supported. The two constructs, felt role obligation and felt reciprocal obligation, can be theoretically and statistically separated. Role ambiguity is negatively associated with felt role obligation; however, contrary to our expectations, role conflict is not significant negative related to felt role obligation. There exist positive relationships of perceived supervisor support and perceived training opportunity with felt reciprocal obligation; however, the result shows no significant relationship between perceived high pay and felt reciprocal obligation. Felt reciprocal obligations is positively related to employees' innovation behavior but this study does not find a reliable relationship between felt role obligation and innovation behavior. Finally, both felt role obligation and felt reciprocal obligation have positive relationships with in-role performance. Based on the findings, theoretical and managerial implications are discussed. Keywords: felt role obligations, felt reciprocal obligation, innovative behaviors, in-role performance, perceived supervisor support, perceived training opportunity, role ambiguity, role conflict. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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