Purpose In this paper we contribute to the study of the effects of Community-Focused Climate on employee willingness to support their organization. More specifically, we examine whether Perceived Organizational Support (POS) and organizational identification mediate the relationship between perceived Community-Focused Climate and employees' willingness to support their organization. Leader Member Exchange Social Comparison (LMXSC) and Supervisor Perceived Disinterested Support (SPDS) are examined as moderators of the direct and indirect (through POS and organizational identification) relationship between perceived Community-Focused Climate and employees' willingness to support the organization. Design/methodology/approach Two hundred and fifty nine (259) employees working in various organizations of the country took part in a field study. Findings The results indicated that both POS and organizational identification mediate the examined relationship. Moreover, a three-way interaction was detected in which LMXSC and SPDS jointly moderated the relationship between perceived Community-Focused Climate and organizational identification, thus affecting the mediating power of organizational identification (moderated mediation). Originality/value In this study, we aim to contribute and expand the literature on the factors and mechanisms that explain employees' positive reactions to socially responsible organizations.
Tsachouridi et al. (Thu,) studied this question.
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