MODERATING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT IN THE RELATIONSHIP BETWEEN THRIVING AT WORK AND WORK PERFORMANCE

Abstract

Numerous organizational elements exert both direct and indirect influence on an individual's work performance. Abrupt shifts in the organizational milieu, particularly those associated with psychological factors, significantly influence employee performance. The constructive correlation between perceived organizational support and workplace flourishing is instrumental. Moreover, thriving at work exhibits a positive association with life satisfaction, thereby directly influencing an individual's overall work performance within the organizational context. The current investigation seeks to explore the association between workplace thriving and work performance within higher education institutes (HEIs). Additionally, the study aims to scrutinize the moderating influence of perceived organizational support on the link between thriving at work and work performance within the context of HEIs. In this investigation, a modified questionnaire inclusive of statements pertaining to all three variables under consideration has been employed. The data set comprises responses from 216 employees and their direct supervisors within the higher education institute (HEI) context. The analytical procedures encompassed correlation analysis and regression analysis, executed through SPSS version 23.0 and Amos. The findings indicate that supervisors perceive heightened job performance among employees who exhibit enthusiasm for learning and diligence in their responsibilities within educational institutions. Furthermore, it has been deduced that the moderating effect of perceived organizational support influences the association between thriving at work and work performance. Perceived organizational support in HEIs has been identified as a moderator in the relationship between thriving at work and work performance. A meticulous and comprehensive comprehension of the concepts of thriving, perceived organizational support, and work performance within higher education institutes enables an in-depth analysis of their profound impact on cultivating trust, fostering loyalty, promoting positive communication among employees, and subsequently yielding heightened levels of employee engagement, positive work culture, and talent retention within the organizational framework.