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Perceived organizational support.
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The article was published on 1986-01-01 and is currently open access. It has received 4625 citations till now. The article focuses on the topics: Perceived organizational support & Extra role performance.read more
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Day-level fluctuations in stress and engagement in response to workplace incivility: A diary study
Larissa Beattie,Barbara Griffin +1 more
TL;DR: The authors examined the effect of experiences of incivility at work on two outcomes, stress and engagement, at a within-person level, and found that participants were found to have higher levels of stress on the days when they experienced more incvility, but high supervisor support reduced this effect.
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Do high-performance human resource practices help corporate entrepreneurship? The mediating role of organizational citizenship behavior
Zhe Zhang,Difang Wan,Ming Jia +2 more
TL;DR: In this paper, the authors developed a mediation model in which high-performance human resource practices affect corporate entrepreneurship (CE) through organizational citizenship behavior (OCB), and found that HR practices are positively related to CE and this relationship is mediated by the OCB of employees.
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Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior
TL;DR: In this article, the authors investigated direct and interactive relationships between perceived organizational support (POS), leader-member exchange (LMX), gender, locus of control, and practice of career self-management behaviors.
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The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation
TL;DR: In this article, the authors tested a mediation model consisting of organizational commitment, in-role performance, and turnover intention as dependent variables and POS as independent variable, with felt obligation as its mediator.
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The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction
TL;DR: In this paper, the authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature, and draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric features of the scale, assess the discriminant validity with respect to existing measures of the employer-employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs.