Perceived supervisor support climate, perceived investment in employee development climate, and business‐unit performance

By Anders Dysvik, B. Kuvaas. 2012

96 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1f0ec929b7d53c84ccaebfd412c16bd4eac36e93

How researchers see this paper

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

In General Health Professions

1. E. Marescaux
2. B. Kuvaas
3. Anders Dysvik
4. Robert Buch
5. Sophie Anna De Winne
6. Anneleen Forrier
7. Nele de Cuyper
8. Hans De Witte

In Organizational Behavior and Human Resource Management

1. Robert Buch
2. Anders Dysvik
3. B. Kuvaas
4. Sophie Anna De Winne
5. E. Marescaux
6. Anneleen Forrier
7. Marylène Gagné
8. Christina G. L. Nerstad

Citations in the corpus

• Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (2014, background): “In addition, a few quantitative studies have revealed a positive relationship between employees’ perceptions of supportive or relational LMs and employees’ perceptions of HR practices (Dysvik and Kuvaas, 2012; Gilbert et al., 2011; Kuvaas and Dysvik, 2010; Purcell and Hutchinson, 2007).”
• Developmental HRM, employee well-being and performance: the moderating role of developing leadership (2019, background): “…are typically considered a vital part of a well-developed HRM system and a potentially strong catalyst for creating a social exchange relationship as such investments show care for employees and feed their sense of being valued and appreciated (Dysvik and Kuvaas, 2012; Posthuma et al., 2013).”