Safety supports on employee safety voice

This study is based on the results of a survey research conducted by JobStreet Indonesia on its members, which has surprisingly found that more than 70% of employees lack clarity on the goals of their career. Drawing from the social exchange theory, employees tend to show positive work attitudes when they perceive that their organization paid attention to them. The objective of this study is to assess how significant the influence of Perceived Organizational Support (POS) is on career satisfaction, organizational commitment, and turnover intention. Besides organizational perspective, as stated by the social comparison theory, the way individuals perform both upward and downward comparisons could be expected to affect career satisfaction. Also, this research uses career commitment as a moderator variable that can strengthen or weaken the influence among variables, which is the employee’s commitment towards their organization and competitiveness within their respective work group. The research has found some interesting results. It was shown that there is no significant relationship between POS and career satisfaction, career satisfaction and turnover intention, organizational support and turnover intention, and both upward and downward social comparison and turnover intention. The moderating effects of career commitment were not proven. In comparison, all of the moderating effects of a competitive work group were proven together with the relationship between upward social comparison and turnover intention.

DeLone and McLean (1992) model of information systems success has received much attention amongst researchers. This study aimed to respecify and validate the DeLone and McLean model (2003) by proposing a social exchange theory for underlying changes in the direction of perceived quality and adding perceived value variables suggested by Wang (2008). The purpose of this study was to obtain a better understanding of information system of the user perception when using organization’s information systems. Therefore, a model for testing the information systems success was formed.
The primary data used in this study were collected from 102 respondents who apply accounting software in their companies (end-user computing). Companies that were used as samples in this study were the ones that created or developed accounting software by themselves. 27 questionnaires were obtained by mail survey accompanied with a contact-person approach.
All of the hypotheses tested were found to be significantly supported. The model provided strong support for the relationships between perceived quality, perceived value, user satisfaction, and net benefits. Information and system quality has been shown as a proxy that affects service quality. Information quality, system quality, and service quality cause the formation of perceived value and, then, this perceived value will affect user satisfaction and net benefits. The characteristics of information systems are an important aspect that researchers should concern when testing the information systems success.

Changes in the economy, politics, competitors, customers, and even the weather affect the trust relationship between employers and employees. Most organizations are striving to strengthen such relationships by focusing on psychological contract fulfillment that allows for trust leading to job stability and career advancement. An integrated framework was used to investigate the role of psychological contract fulfillment on academic employees in two Jordanian universities (Yarmouk and Jadara Universities). The research area is determined in universities due to a breach of psychological contracts. Using a quantitative method, responses from academic employees were collected to examine their perception of the influence of psychological contract fulfillment on job outcomes. Hypotheses were tested using the partial least square structural equation modeling (PLS-SEM) method on data gathered from 90 academic employees. The findings indicated that psychological contract fulfillment positively influences both employee productivity and satisfaction. In addition, the results revealed that psychological contract fulfillment negatively influences employee turnover. Furthermore, the study findings have managerial implications through enhancing organizational citizenship behavior that leads to increased employee productivity and satisfaction.