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Moderating Effect of Perceived Organizational Support on the Relationship Between Employee Performance and Its Determinants: A Case of Entrepreneurial Firms in UAE

Aptisi Transactions on Technopreneurship (ATT) · Vol. 6 No. 2 (2024) · hlm. 199–212

DOI
10.34306/att.v6i2.425
ISSN
2656-8888, 2655-8807
Terbit
2024-07-15
Penerbit
Pandawan
Bahasa
en
Lisensi
creativecommons.org/licenses/by/4.0

Abstrak

Considering the organizational success, employees performance has been accepted as among the fundamental role players. However, several organizational factors like abusive supervision, job stress, turnover intention, and agile leadership have been accepted as among the most critical determinants of such performance outcomes. The objective of this study is to assess the moderating effect of perceived organizational support on the relationships among abusive supervision, job stress, turnover intention, and agile leadership on employee performance in public firms in the UAE. A valid sample of 211 respondents from the public sector firms in UAE has been collected. The present study applies the measurement model and structural model assessment using the Smart PLS version 4. The findings confirm the presence of the internal consistency reliability, convergent validity, and discriminant validity of the latent constructs when examined through their relative items. Moreover, the structural equation modelling reveals that there is a significant impact of agile leadership, abusive supervision, and job stress on the employee performance among the public firms of UAE. Additionally, the findings state that there is a significant moderating effect of perceived organizational support on the relationship between agile leadership and employee performance, between abusive supervision and employee performance, and between job stress and employee performance, respectively. Based upon the given findings, several policy implications have also been suggested for the policymakers specifically at the public firms in UAE.

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  • Universiti Sains Malaysia
  • Universitas Raharja
  • Indonesia Open University
  • Abu Dhabi National Oil (United Arab Emirates)
  • Universitas Pasundan
  • Afiliasi tidak diketahui
  • Organisasi berbeda
  • Organisasi sama
  • Afiliasi tidak diketahui
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Rekan penulisOrganisasiArtikel bersama
Marwa AhliUniversiti Sains Malaysia4
Yanti MustaphaAfiliasi tidak diketahui2
Andriyansah AndriyansahIndonesia Open University1
Rasyid TarmiziUniversitas Raharja1
Yuce SariningsihUniversitas Pasundan1
Richard Henry EvansAfiliasi tidak diketahui1
Rashed Essa Almas Abdulla AlsalhiUniversiti Sains Malaysia1
Khalid Mhasan AlshammaryAfiliasi tidak diketahui1
Siti Haslina Md HarizanUniversiti Sains Malaysia1
Zainil Hanim SaidinUniversiti Sains Malaysia1
Sipho DlaminiAfiliasi tidak diketahui1
Mohamad RakhmansyahUniversitas Raharja1
Ira GeraldinaIndonesia Open University1
Mohammad MiftahUniversitas Raharja1
Sipho DlaminiAfiliasi tidak diketahui1
April LansoniaAfiliasi tidak diketahui1
April LansoniaAfiliasi tidak diketahui1
Januri FerdiansyahUniversitas Raharja1

Afiliasi berasal dari OpenAlex; metadata OAI-PMH jurnal tidak memuatnya. Penulis tanpa ID OpenAlex dicocokkan berdasarkan nama, sehingga dua orang bisa tergabung atau satu orang bisa terpisah.

Sumber metadata: OAI-PMH (metadata jurnal) https://att.aptisi.or.id/index.php/att/oai, pertama di-harvest 6 Nov 2026, terakhir terlihat 8 Nov 2026.
Metadata asli (oai_dc) 
<oai_dc:dc xmlns="http://www.openarchives.org/OAI/2.0/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:oai_dc="http://www.openarchives.org/OAI/2.0/oai_dc/" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance" xsi:schemaLocation="http://www.openarchives.org/OAI/2.0/oai_dc/  http://www.openarchives.org/OAI/2.0/oai_dc.xsd">
	<dc:title xml:lang="en">Moderating Effect of Perceived Organizational Support on the Relationship Between Employee Performance and Its Determinants: A Case of Entrepreneurial Firms in UAE</dc:title>
	<dc:creator xml:lang="en">Ahli, Reem</dc:creator>
	<dc:creator xml:lang="en">Hilmi, Mohd Faiz</dc:creator>
	<dc:creator xml:lang="en">Abudaqa, Anas</dc:creator>
	<dc:subject xml:lang="en">Customer Satisfaction</dc:subject>
	<dc:subject xml:lang="en">Ethical Sales Behaviour</dc:subject>
	<dc:subject xml:lang="en">Customer Loyalty</dc:subject>
	<dc:subject xml:lang="en">Green Experience</dc:subject>
	<dc:subject xml:lang="en">Perceived Trust</dc:subject>
	<dc:description xml:lang="en">Considering the organizational success, employees performance has been accepted as among the fundamental role players. However, several organizational factors like abusive supervision, job stress, turnover intention, and agile leadership have been accepted as among the most critical determinants of such performance outcomes. The objective of this study is to assess the moderating effect of perceived organizational support on the relationships among abusive supervision, job stress, turnover intention, and agile leadership on employee performance in public firms in the UAE. A valid sample of 211 respondents from the public sector firms in UAE has been collected. The present study applies the measurement model and structural model assessment using the Smart PLS version 4. The findings confirm the presence of the internal consistency reliability, convergent validity, and discriminant validity of the latent constructs when examined through their relative items. Moreover, the structural equation modelling reveals that there is a significant impact of agile leadership, abusive supervision, and job stress on the employee performance among the public firms of UAE. Additionally, the findings state that there is a significant moderating effect of perceived organizational support on the relationship between agile leadership and employee performance, between abusive supervision and employee performance, and between job stress and employee performance, respectively. Based upon the given findings, several policy implications have also been suggested for the policymakers specifically at the public firms in UAE.</dc:description>
	<dc:publisher xml:lang="en">Pandawan</dc:publisher>
	<dc:date>2024-07-15</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:type xml:lang="en">Peer-reviewed Article</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://att.aptisi.or.id/index.php/att/article/view/425</dc:identifier>
	<dc:identifier>10.34306/att.v6i2.425</dc:identifier>
	<dc:source xml:lang="en">Aptisi Transactions on Technopreneurship (ATT); Vol. 6 No. 2 (2024): July; 199-212</dc:source>
	<dc:source xml:lang="id">Aptisi Transactions On Technopreneurship (ATT); Vol 6 No 2 (2024): July; 199-212</dc:source>
	<dc:source>2656-8888</dc:source>
	<dc:source>2655-8807</dc:source>
	<dc:source>10.34306/att.v6i2</dc:source>
	<dc:language>en</dc:language>
	<dc:relation>https://att.aptisi.or.id/index.php/att/article/view/425/265</dc:relation>
	<dc:rights xml:lang="en">Copyright (c) 2024 Reem Ahli, Mohd Faiz Hilmi, Anas Abudaqa</dc:rights>
	<dc:rights xml:lang="en">https://creativecommons.org/licenses/by/4.0</dc:rights>
</oai_dc:dc>