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Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support

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  • Sajjad Nazir

    (Department of Management and HR, Business School, Hohai University, Nanjing 211100, China)

  • Wang Qun

    (Department of Management and HR, Business School, Hohai University, Nanjing 211100, China
    Jiangsu Provincial Collaborative Center of World Water Valley and Water Ecological Civilization, Nanjing 211100, China)

  • Li Hui

    (Department of Management and HR, Business School, Hohai University, Nanjing 211100, China
    Jiangsu Provincial Collaborative Center of World Water Valley and Water Ecological Civilization, Nanjing 211100, China)

  • Amina Shafi

    (Department of Management and HR, Business School, Hohai University, Nanjing 211100, China)

Abstract

The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.

Suggested Citation

  • Sajjad Nazir & Wang Qun & Li Hui & Amina Shafi, 2018. "Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support," Sustainability, MDPI, vol. 10(12), pages 1-20, November.
    • Handle: RePEc:gam:jsusta:v:10:y:2018:i:12:p:4418-:d:185614
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    16. Mavis Agyemang Opoku & Suk Bong Choi & Seung-Wan Kang, 2019. "Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences," IJERPH, MDPI, vol. 17(1), pages 1-20, December.
    17. Bin Du & Bin He & Luxiaohe Zhang & Nan Luo & Xuan Yu & Ai Wang, 2022. "From Subordinate Moqi to Work Engagement: The Role of Leader–Member Exchange in the Sustainability Context," Sustainability, MDPI, vol. 15(1), pages 1-17, December.
    18. Aneeq Inam & Jo Ann Ho & Hina Zafar & Unaiza Khan & Adnan Ahmed Sheikh & Usama Najam, 2021. "Fostering Creativity and Work Engagement Through Perceived Organizational Support: The Interactive Role of Stressors," SAGE Open, , vol. 11(3), pages 21582440211, September.

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