a social influence analysis of perceived organizational support

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APPENDIX SURVEY INSTRUMENT Welcome to this study of the (organization name)! This research is sponsored by the office of Admissions and Financial Aid, The College of Business Administration (CBA), and the University Honors College. Thank you for your willingness to participate. Our research looks at the experiences you have and the knowledge you have gained as a member of the (organization name). You will complete a series of questions for which there are no “right” or “wrong” answers. We would like to know honestly how you think about each of these issues. Please do not place your name on this sheet. All information will be provided at the group level, no individual responses will be identified as part of this research. This study is divided into several parts. Each section has specific instructions for you to follow. If at any time you have questions, please see one of the facilitators present. Part 1: Who Do You Know? Instructions: Please indicate the people within the (organization) that you know. We have provided photos for all current (organization members) just in case you need them. You can find the photos on the back pages of your survey booklet. When you get to your own name, please write “SKIP” across the row. Keep in mind that: A friend is someone who you see as a (member of the organization) as well as socially – outside of activities related to the (organization). Provides job-related advice means this person has been a source of information related to your job (in the organization). Have frequent contact means that you interact (in person, via phone, email, letters, etc.) at least once a week. Is a role model for (organization members) means that this person is someone you judge to be an excellent performer and example of the goals and values of the organization. Is this person someone who… Is a friend? (circle one) Name of employee Yes No Name of employee Yes No Provides Job- Related Advice? (circle one) Yes No Yes No 113 You have Frequent Contact? (circle one) Yes No Yes No Is a role model for (organization members)? (circle one) Yes No Yes No
Name of employee Yes Yes No No Name of employee Yes Yes No No Name of employee Yes Yes No No (continued for all employees in the organization) Yes No Yes No Yes No Yes No Yes No Yes No Part II: Attitudes and Experiences about being a (organization member) Instructions: Now, please tell us something about how you feel and think about your work as (a member of this organization). Please use the following scale and circle your response: Strongly Neither Agree Strongly Disagree Disagree nor Disagree Agree Agree 1 2 3 4 5 Question Scale 1. The organization values my contribution to its wellbeing. 1 2 3 4 5 2. The organization fails to appreciate any extra effort from me. (R) 1 2 3 4 5 3. The organization would ignore any complaint from me. (R) 1 2 3 4 5 4. The organization really cares about my well-being. 1 2 3 4 5 5. Even if I did the best job possible, the organization would fail to notice. (R) 1 2 3 4 5 6. The organization cares about my general satisfaction at work. 1 2 3 4 5 7. The organization shows very little concern for me. (R) 1 2 3 4 5 8. The organization takes pride in my accomplishments at work. 1 2 3 4 5 (R) indicates that the item will be reverse-scored Part III: Information About You Instructions: Please provide us with some information about you. This information will be kept confidential. Sex: Male Female Age: ____________ years Year in School: _______ Major: ___________________________ 114
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TITLE PAGE A SOCIAL INFLUENCE ANALY
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Copyright by Thomas J. Zagenczyk 20
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with the expectation that reciproca
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LIST OF TABLES Table 1: Hypothesize
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PREFACE Thank you to my chair, Audr
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epresentatives of the organization
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Researchers also consider the conte
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Exploring the effects of social inf
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CHAPTER TWO: LITERATURE REVIEW Orga
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Levinson’s work explained the lar
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Eisenberger and colleagues (1986) a
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In subsequent studies, researchers
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the organization is based on percei
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esearch exploring the antecedents o
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a manager with high formal status s
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to carry out tasks on their own, an
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occurs because the norm of reciproc
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on their daily tasks. Examining thi
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coworkers are able to provide infor
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when forming perceptions and evalua
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identifies with and interacts with
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Miles, and Grover (2003) showed tha
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instance, a researcher may find a p
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likely to discuss sensitive issues
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it does not require that the role m
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among tellers. In one branch, no se
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eside outside of the focal individu
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To test the effects of social influ
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disseminating organizational inform
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less positive. Thus, the POS of the
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ties (and other combinations of str
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Research Setting Hypotheses were te
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network data concerning recurring i
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I explored these different requirem
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or not the employees with whom they
Page 71 and 72: frequent contact with person j, or
Page 73 and 74: employee held a leadership position
Page 75 and 76: correlation analysis has two steps.
Page 77 and 78: Organizational Support was .84, whi
Page 79 and 80: Table 5: Descriptive Statistics for
Page 81 and 82: Correlations. Two different types o
Page 83 and 84: Control Variables Table 7: Pearson
Page 85 and 86: Control Variables Table 9: Pearson
Page 87 and 88: Results of Hypotheses Tests using Q
Page 89 and 90: positions had perceptions of organi
Page 91 and 92: CHAPTER FIVE: DISCUSSION AND CONCLU
Page 93 and 94: elationship may not have been consi
Page 95 and 96: social learning theory (Bandura, 19
Page 97 and 98: to provide false information is les
Page 99 and 100: Fourth, when studying social influe
Page 101 and 102: theoretical foundation of POS is so
Page 103 and 104: consistent with past research (Ibar
Page 105 and 106: employees who were widely regarded
Page 107 and 108: etween employees, only strong frien
Page 109 and 110: of structure and behavior. Academy
Page 111 and 112: organizational support. In J. A-M.
Page 113 and 114: Hammer, M. (1985). Implications of
Page 115 and 116: Kohlberg, L. (1963). Moral developm
Page 117 and 118: Mehra, A., Kilduff, M., & Brass, D.
Page 119 and 120: Rogers, E.M. (1995). Diffusion of i
Page 121: networks: An introduction to Markov
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