a social influence analysis of perceived organizational support

Results of Hypotheses Tests using QAP Regression Analysis. Table 10 presents the
results of QAP regression analysis used to test the hypotheses for the reciprocated ties and non-
reciprocated ties analyses.
Hypothesis 1 states that an employee’s perceived organizational support will be
positively related to the perceived organizational support of coworkers with whom that employee
has strong advice relationships. QAP regression analysis provided marginal support for this
hypothesis (ß = .009, p ≤ .10) when reciprocated ties were utilized, indicating that employees do
have similar perceptions of support to those of coworkers with whom they maintain strong,
reciprocated advice ties. However, the relationship between these variables was not as strong as
expected, as the beta coefficient was not significant at the p ≤ .05 level. In the analysis which
utilized non-reciprocated ties, in which frequent contact was the only requirement for strong ties,
this hypotheses was not supported (ß = .087, p = n.s.). This suggests that when one-way advice
ties were considered in the analysis, employees’ beliefs are not similar to those of their strong
advice contacts.
Hypotheses 2 states that an employee’s perceived organizational support will be
positively related to the perceived organizational support of role models with whom that
employee has strong advice relationships. Results of regression analysis provided support for
this hypotheses when reciprocated ties were considered, as strong role-model advice ties were
positively and significantly related to similarity in perceived organizational support (ß = .231, p
≤ .01). This indicates that employees have similar perceptions of organizational support to those
of their coworkers with whom they 1) consider to be role models; and 2) frequently share advice.
However, in the non-reciprocated ties analysis, no support was found for this hypothesis (ß =
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