Байгууллагын дэмжлэг, ажлын идэвх оролцоо, сэтгэл ханамжийн хамаарлын судалгаа

A study on the relationship between perceived organizational support, job engagement and job satisfaction

Abstract

Perceived organizational support plays a crucial role in influencing job satisfaction, employee engagement, and retention. This study aimed to explore the intricate relationship between perceived organizational support, job satisfaction, and job engagement.

In this study, perceived organizational support was considered as an independent variable, work engagement as a dependent variable, and job satisfaction as a mediating variable. The participants comprised employees from two companies in the construction industry. A comprehensive analysis was undertaken to ascertain the reliability and correlation among the variables, utilizing covariance-based structural equation modeling (CB-SEM).

The study's results revealed a strong positive effect of organizational support on employee job satisfaction and a positive, moderate effect on job engagement. It demonstrated that job satisfaction and engagement levels increase when employees perceive their organization as valuing their contributions and prioritizing their well-being. Furthermore, the findings indicated that job satisfaction enhances job engagement. In other words, as employees' job satisfaction increases, so does their active participation in their work.

Notably, the study found that job satisfaction fully mediates the relationship between organizational support and work engagement. When an organization appreciates an employee's contributions, cares about their well-being, provides opportunities for career growth, and focuses on improving their knowledge and skills, employee satisfaction increases. Consequently, employees become more proactive and actively engaged in their work.

Perceived organizational support plays a crucial role in influencing job satisfaction, employee engagement, and retention. This study aimed to explore the intricate relationship between perceived organizational support, job satisfaction, and job engagement.

In this study, perceived organizational support was considered as an independent variable, work engagement as a dependent variable, and job satisfaction as a mediating variable. The participants comprised employees from two companies in the construction industry. A comprehensive analysis was undertaken to ascertain the reliability and correlation among the variables, utilizing covariance-based structural equation modeling (CB-SEM).

The study's results revealed a strong positive effect of organizational support on employee job satisfaction and a positive, moderate effect on job engagement. It demonstrated that job satisfaction and engagement levels increase when employees perceive their organization as valuing their contributions and prioritizing their well-being. Furthermore, the findings indicated that job satisfaction enhances job engagement. In other words, as employees' job satisfaction increases, so does their active participation in their work.

Notably, the study found that job satisfaction fully mediates the relationship between organizational support and work engagement. When an organization appreciates an employee's contributions, cares about their well-being, provides opportunities for career growth, and focuses on improving their knowledge and skills, employee satisfaction increases. Consequently, employees become more proactive and actively engaged in their work.