Abstract
Social Exchange theorists have argued that human beings exchange monetary and non monetary things to each other. When somebody makes a favor to another, this puts a social obligation on him to reciprocate. The norms of reciprocity is practiced not only in the day to day affairs of the life, rather this is well applicable to the organizations as well. Eisenberger applied the concept of social exchange in the business organization and discussed that employees exchange their loyalty and commitment in return of the organizational support. This perception of the organizational support leads employees to behave in more motivated way and give enhanced productivity. Different antecedents of Perceived organizational Support have been discussed in literature including supervisor’s support, working environment, procedural justice and support in personal issues. However, there are other factors that moderate the relationship between perceived organizational support and employees’ motivation. The current study examines the moderating role of educational qualification, age, gender and designation in relationship of perceived organizational support and employees’ motivation. Cross tab and chi square analysis is used find the relationship. The study is conducted in Lahore Cluster of textile manufacturing sector in Pakistan. The sample is taken using the All Pakistan Textile Mills Association, Pakistan (APTMA) list of textile companies in Lahore Cluster.
Ahmed Qammar, . (2007) Impact of Demographics on Organizational Support and Employees Motivation, Journal of Managerial Sciences, Volume 1, Issue 2.
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