Perceived organizational support and its outcomes

Ahmed, Ishfaq; Nawaz, Muhammad Musarrat; Ali, Ghulam; Islam, Talat

doi:10.1108/mrr-09-2013-0220

Cited by 58 publications

(39 citation statements)

References 48 publications

(101 reference statements)

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“…The findings implied an organization's favorable treatment of employees resulted in beneficial outcomes for the organization that may have included an employee's obligation to assist the organization in achieving its objectives, increased concern for the organization's welfare, retention of employees, and increased productivity (Rhoades & Eisenberger, 2002;Wnuk, 2017). These results strengthened previous research on the positive relationship between perceived organizational support, organizational commitment, and job satisfaction (e.g., Ahmed et al, 2015;Wnuk, 2017).…”

Section: Introductionsupporting

confidence: 88%

The Graduate Student Research Conference in Business and Economics: Volume 1

Çobanoğlu¹,

Çorbacı²

2018

The Graduate Student Research Conference in Business and Economics

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GLOSERV 2018 conference is co-produced with The Institute for Research on Innovation and Services for Development (IRISS), Italy. We thank IRISS for their great contribution to GLOSERV 2018. As GLOBE 2018 was a peer-reviewed, double blind conference, we would like to thank each and every reviewer who ensured that the paper review process was a high quality and smooth. We also would like to thank the awards committee for their hard work in selecting the recipients of this year's award winners. We would like to thank University of South Florida Sarasota-Manatee for sponsoring and hosting GLOBE 2018. Without their support, this conference would have not been possible. In addition, we would like to thank Bradenton Area CVB for being the presenting sponsor.

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Section: Introductionsupporting

confidence: 88%

The Graduate Student Research Conference in Business and Economics: Volume 1

Çobanoğlu¹,

Çorbacı²

2018

The Graduate Student Research Conference in Business and Economics

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“…Trouble at the next level: Effects of differential leader-member exchange on group-level processes and justice climate. Ahmed, Nawaz, Ali, and Islam (2015). c Lee, Park, and Koo (2015).…”

Section: Practical Implicationsmentioning

confidence: 99%

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Chamberlin

Newton

LePine

2016

Personnel Psychology

360

552

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This article reports meta‐analyses intended to clarify and enhance our understanding of voice and its promotive and prohibitive forms. We find that undifferentiated constructive voice is associated with a wide range of antecedents that fit in Morrison's (2014) five categories: (a) dispositions, (b) job and organizational attitudes and perceptions, (c) emotions, beliefs, and schemas, (d) supervisor and leader behavior, and (e) contextual factors. However, relative weight analyses reveal a highly dominant variable within each category (personal initiative, felt responsibility, engagement, leader–member exchange, and positive workplace climate). We also find that undifferentiated constructive voice has a moderate zero‐order association with job performance that is nonsignificant when task performance and organizational citizenship behavior are also considered. Finally, we explore how associations vary as a function of whether voice is promotive or prohibitive. First, there are significant differences in associations with over a third of the antecedents (core self‐evaluations, felt responsibility, organizational commitment, detachment, psychological safety, ethical leadership, and leader openness). Second, although promotive voice has a positive association with job performance, the opposite is true for prohibitive voice. We conclude with suggestions to enhance our understanding of voice, especially with respect to efforts needed to clarify and distinguish promotive and prohibitive voice.

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“…Three meta-analyses have examined the associations between POS and well-being [ 4 , 17 ], and two papers are based on the same review [ 18 , 19 ]. The meta-analyses found moderate to large meta-correlations between POS and: indicators of well-being (0.28 to 0.61, indicators included affective experience, strain, and job satisfaction); small but statistically reliable to moderate meta-correlations, with indicators of in-role and extra-role performance (0.16 to 0.42); and, small but statistically reliable to moderate meta-correlations with indicators of withdrawal behaviors, including turnover intentions, turnover, and absence (0.11 to 0.49).…”

Section: Introductionmentioning

confidence: 99%

Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies

Daniels

Watson

Gedikli

2017

IJERPH

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There is consistent evidence that a good social environment in the workplace is associated with employee well-being. However, there has been no specific review of interventions to improve well-being through improving social environments at work. We conducted a systematic review of such interventions, and also considered performance as an outcome. We found eight studies of interventions. Six studies were of interventions that were based on introducing shared social activities into workgroups. Six out of the six studies demonstrated improvements in well-being across the sample (five studies), or for an identifiable sub-group (one study). Four out of the five studies demonstrated improvements in social environments, and four out of the five studies demonstrated improvements in indicators of performance. Analysis of implementation factors indicated that the interventions based on shared activities require some external facilitation, favorable worker attitudes prior to the intervention, and several different components. We found two studies that focused on improving fairness perceptions in the workplace. There were no consistent effects of these interventions on well-being or performance. We conclude that there is some evidence that interventions that increase the frequency of shared activities between workers can improve worker well-being and performance. We offer suggestions for improving the evidence base.

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Perceived organizational support and its outcomes

Cited by 58 publications

References 48 publications

The Graduate Student Research Conference in Business and Economics: Volume 1

The Graduate Student Research Conference in Business and Economics: Volume 1

A Meta‐Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions

Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies

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