The Buffering Effect of Perceived Organizational Support on the Relationship Between Work Engagement and Behavioral Outcomes

By Amanda Shantz, Kerstin Alfes, Gary P. Latham. 2016

184 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/15813811618c151ab55e64347d743f19d006f8d7

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. G. McLean
2. Pawinee Petchsawang
3. Isthofaina Astuty
4. Udin Udin

In Social Psychology

1. Pawinee Petchsawang
2. G. McLean

In Sociology and Political Science

1. Pawinee Petchsawang
2. Isthofaina Astuty
3. G. McLean
4. Udin Udin

Citations in the corpus

• The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance (2020, background): “Employees with high organizational support perform greater and superior creativity (Shantz et al., 2016), higher commitment (Gupta et al.”
• Workplace spirituality, mindfulness meditation, and work engagement (2017, background): “…Saks 2006); emotional exhaustion (Klusmann et al. 2008); actual turnover (Lange et al. 2008); turnover intention and employee deviant behaviors (Shantz, Alfes, and Latham 2016); employees’ occupational success (Vincent-Höper et al. 2012); innovative work behavior, and intention to quit…”