EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON FACULTY’S INNOVATIVE WORK BEHAVIOR: A MEDIATING ROLE OF ORGANIZATIONAL PRIDE

Abstract

In the higher education sector, where faculty members are essential to promoting academic and institutional success, perceived organizational support (POS) is a substantial factor inducing employees' innovative work behavior (IWB). This study examines the connection between POS and IWB, focusing on the mediating role of organizational pride. Drawing from the Conservation of Resources (COR) theory and the Job Demands-Resources (JD-R) model, this study proposes that faculty members who experience strong organizational support grow to feel proud of their organization, which in turn encourages them to act in more creative ways. Faculty members of HEC-accredited business institutes in Peshawar, Pakistan, were surveyed using structured questionnaires as part of a cross-sectional quantitative approach. The findings indicate that POS and IWB have a significant positive correlation with organizational pride serving as a partial mediating factor. These findings highlight how crucial it is to create a positive work atmosphere and boost organizational pride in order to stimulate innovation in higher education. The necessity for institutions to put in place policies that enhance faculty support, acknowledge contributions, and foster a culture of pride and dedication are among the practical implications. Future studies should examine this relationship in a wider geographic setting and take into account more mediating factors.