Perceived organizational support and work engagement: the role of psychosocial variables

Purpose This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement an identity change scenario. Design/methodology/approach On a sample of 118 employees Italian company personnel training services sector, multivariate statistical analysis tests pattern where such as support (by supervisors coworkers, independent variables) – moderated by corporate identification (moderating variable) mediated trust (mediating boosts employee lowers psychosocial risks (dependent variables). Findings The mediating effect “organizational trust” is significant relationships “supervisor social support” “coworker with “absence risks.” Moreover, increase supervisor can lead statistically engagement. occurs only for low or medium not highly identified individuals. Originality/value findings from on moderation are primary importance because they show us new perspective guiding practical principle how act organization’s human resources, specifically targeting those lower identification.