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Abstract
The purpose of this study is to verify the relationship between the perceived supervisor support and workplace friendship on organizational citizenship behavior. Employees at 14 different sport centers in Taiwan are selected to be research respondents. A total of 500 questionnaires are distributed and 405 questionnaires are collected, with valid response rate of 88.2%. The results show that the perceived supervisor support and the workplace friendship have a positive impact on organizational citizenship behavior. The perceived supervisor support has a positive impact on the workplace friendship. The Workplace friendship has partially mediated effect. The study results can be used as a theoretical foundation for sport center management.
Keywords: Civil Sports Center, Concern of Supervisors, Friendship, Citizenship Behavior
Introduction
In recent years Taiwan government has taken huge steps to encourage sports. In recognition of the importance of sports, the government has built sport centers in metropolitan areas to motivate and encourage local citizens to participate in sports of their choice. Sport centers primarily comprise of indoor facilities, and serve as a focal point for community. Indoor facilities typically include swimming pool, indoor sport court (for badminton, table tennis, and basketball), fitness classes, aerobic classes, indoor climbing facilities and combative sport programs (ex. taekwondo and karate). Local sports competitions are sometimes held in sports centers (Chou, Kang, & Kao, 2012). Since most sport centers are publicly owned and privately managed, citizens have easy access to the facility due to lower entry fee (Kuo, Hsieh, & Lee, 2016).
In fact, more and more enterprises start to believe that improved employees' organizational citizenship behaviors result in capabilities and competence for sustainable businesses (Lamm, TostiKharas, & King, 2015). According to Norris-Watts and Levy (2004), employees' organizational citizenship behaviors are not learned through individual work achievement, but through teamwork and altruistic behaviors. Bratu (2015) further stated that demonstrable organizational citizenship behaviors tend to increase work efficiency, reduce production cost, and generate more profits.
Organizational research discovered that employees' high perceived supervisor support contributes positive work attitude toward the management and organization (Chi, 2014). Moreover, management concerns about employee welfare increase employees' sense of responsibility at work and employees are thus more likely to give back to the organization (Othman & Nasurdin, 2013). As a result, the perceived supervisor support...