Perceived organizational support and job satisfaction: a moderated mediation model of proactive personality and psychological empowerment

Future Business Journal

Table 2 Fit statistics from measurement model comparison

Models	χ²	df	χ²/df	TLI	IFI	AGFI	CFI	SRMR	RMSEA	AIC	Δχ²	Δ df
Full measurement model	1798.21	529	3.49	0.98	0.99	0.98	0.99	0.05	0.05	2000.21
Model A	1281.09	509	2.52	0.93	0.94	0.91	0.94	0.04	0.04	1523.09	517.21	28
Model B	4255.26	557	7.64	0.68	0.70	0.72	0.71	0.06	0.08	4401.26	2974.17	20
Model C	4385.14	557	7.87	0.67	0.69	0.72	0.69	0.06	0.08	4531.14	129.88	0
Model D	6168.18	560	11.05	0.52	0.55	0.62	0.55	0.08	0.10	6327.18	629.54	1

All models are compared with full measurement model, i.e., five-factor model which includes (perceived organizational support, proactive personality, psychological empowerment, and thriving at work is divided into learning and vitality), where job satisfaction is excluded as it is a global measure. A. Three-factor model, where perceived organizational support and proactive personality are taken as a combined factor and psychological empowerment as a separate factor. B. Two-factor model, where psychological empowerment and perceived organizational support are combined into one factor and proactive personality as a separate factor. C. One-factor model, where psychological empowerment and proactive personality are combined into one factor and perceived organizational support as a separate factor. D. One-factor model in which all four constructs are combined into one factor
χ² Chi-square, df degrees of freedom, TLI Tucker–Lewis index, IFI incremental fit index, CFI comparative fit index, AGFI adjusted goodness-of-fit index, RMSEA root-mean-square error of approximation, SRMR standardized root-mean-square residual
n = 936; **p < 0.05