||The Effects of Perceived Organizational Support, Job Satisfaction, and Organizational Commitment on Job Performance in Bulk Shipping
||Institute of International Management (IIMBA--Master)(on the job class)
Perceived Organizational Support
The bulk shipping industry is an international industry and the market is extremely competitive. Seafarers are an important human resource for shipping companies. However, an empirical investigation of seafarers’ perceptions of organizational support, job satisfaction, organizational commit, job performance, and the relationships between them is lack. Hence, the objective of this study is to examine the relationships between perceived organizational support, job satisfaction, organizational commitment, and job performance from a seafarer’s perspective in the bulk shipping context.
Data collected of this study was based on a questionnaire survey, collected from 133 seafarers those who working in bulk shipping companies in Taiwan. A regression analysis was used to examine the effects of perceived organizational support, job satisfaction and organizational commitment on job performance. Results indicated that that perceived organizational support positively affect job satisfaction and organizational commitment, while job satisfaction and organizational commitment positively affect job performance. The findings implications for increasing seafarer job performance in bulk shipping operations and their contribution to the development of human resource management are discussed.
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES IX
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objectives of this Study. 4
1.3 Research Organization. 5
CHAPTER TWO LITERATURE REVIEW 7
2.1 Introduction to Bulk Shipping. 7
2.2 Perceived Organizational Support (POS). 14
2.3 Job Satisfaction. 15
2.4 Organizational Commitment. 17
2.5 Job Performance. 18
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 20
3.1 The Conceptual Model. 20
3.2 Construct Measurement. 27
3.2.1 Perceived Organizational Support. 27
3.2.2 Job Satisfaction. 27
3.2.3 Organizational Commitment. 28
3.2.4 Job Performance. 30
3.3 Data Analysis Methods. 31
3.3.1 Descriptive Statistics Analysis. 31
3.3.2 Factor Analysis and Reliability Test. 31
3.3.3 Simple Linear Regressions Analysis. 32
CHAPTER FOUR RESULTS OF EMPIRICAL ANALYSES 34
4.1 Descriptive Analysis. 34
4.1.1 Data Collection. 34
4.1.2 Characteristics of Respondents. 35
4.1.3 Measurement Results for Relevant Research Variables. 36
4.2 Factor Analysis and Reliability Test. 39
4.2.1 Perceived Organizational Support. 40
4.2.2 Job Satisfaction. 42
4.2.3 Organizational Commitment. 44
4.2.4 Job Performance. 46
4.3 Regression Analysis. 48
4.3.1 Relationship between POS and Job Satisfaction. 48
4.3.2 Relationship between POS and Organizational Commitments. 49
4.3.3 Relationship between POS and Job Performance. 52
4.3.4 Relationship between Job Satisfaction and Job Performance. 53
4.3.5 Relationship between Organizational Commitments and Job Performance. 54
CHAPTER FIVE CONCLUSIONS AND IMPLICATIONS 57
5.1 Conclusions. 57
5.2 Managerial Implications. 60
5.3 Research Limitations and Suggestions for Future Research. 62
APPENDIX SURVEY QUESTIONNAIRE 69
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