Examines how perceived organizational support affects task performance in university faculty, suggesting implications for management practices.
This study draws on social exchange theory to examine the mediating role of self-efficacy (SE) and the moderating role of transformational leadership (TL) in the relationship between perceived organizational support (POS) and task performance (TP). Using a two-wave time-lagged survey, the samples were drawn from 300 faculty and staff from two Chinese universities and tested using structural equation model. The results showed that SE partially mediating the effect of POS on TP. Additionally, POS positively influenced SE and TP of faculty. However, TL had a negative moderating effect, indicating that at high levels of TL, the positive relationship between POS and SE became weaker. Based on the research findings, this study is not only of theoretical significance, but also provides concrete practical suggestions for enhancing staff performance, strengthening internal organizational relationships and optimizing management strategies in Chinese universities.
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Ren et al. (2025) studied this question.
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