한국생산성학회

This study examined the influential process of perceived organizational support on performance of organizational members. First, this study discussed the effects of perceived organizational support on performance of organizational members based on previous studies and social exchange theory. Second, it introduced thriving at work of organizational members as a mediator on the relationships between perceived organizational support and performance based on conservation of resource theory and the broaden-and build theory. Finally, it introduced resilience of organizational members as a moderator on the effects of thriving at work on performance as well as the indirect effects of perceived organizational support on performance through thriving at work. Data was collected from various organizations, including military and business organizations. The results of this study are as follows. First, perceived organizational support is positively related to performance of organizational members. Members with higher perceived organizational support tend to perform better than those with lower perceived organizational support. Second, the effects of perceived organizational support on performance is positively mediated by thriving at work of organizational members. Members with higher perceived organizational support tend to increase the level of thriving at work of organizational members, and in turn, they tend to perform better than those with lower perceived organizational support. Third, the effects of thriving at work on performance is positively moderated by the level of resilience of organizational members. The effects of thriving at work on performance is stronger for those with higher level of resilience of organizational members than those with lower level of resilience. Finally, the indirect effects of perceived organizational support on performance through thriving at work is also moderated by the level of resilience of organizational members. The results of this study provide several theoretical and practical implications. First, this study expand the extant studies on perceived organizational support by showing potential influential process of perceived organizational support on performance. Second, it also expand the understanding of previous studies on thriving at work by explaining the relationships with perceived organizational support and performance. It also emphasizes the importance of organizational efforts to make their employees positively perceive their supports since it facilitates performance of organizational members. It is also important for organizations to strive to increase the level of thriving at work and resilience of organizational members in order to achieve better performance.