Perceived Support as a Mediator of the Relationship Between Justice and Trust

By Florence Stinglhamber, David de Cremer, Liesbeth A. G. Mercken. 2006

225 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/399d2ed14fe25b6a1a3b3168a846a6b3a21e2e81

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In Management Information Systems

In Organizational Behavior and Human Resource Management

Citations in the corpus

Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain (2015, background): “In times of stress, perceived organizational support is likely to instil a belief that the organization will engage in compassionate behaviours that benefit rather than hurt employees (Stinglhamber et al., 2006).”
The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance (2010, background): “Our study supports the link observed in previous research between PJ and trust in previous research (e.g., Konovsky and Pugh 1994; Tyler and Degoey 1996; Pillai et al. 1999; Tyler 2003; Stinglhamber et al. 2006).”
Support, trust, satisfaction, intent to leave and citizenship at organizational level (2010, background): “Indeed, while some researchers chose four items (Stinglhamber et al., 2006), others chose six (Eder and Eisenberger, 2008), eight (Settoon et al., 1996) or nine items (Wayne et al., 1997).”
Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia (2017, background): “addition to being an outcome of justice perceptions (e.g. Fang & Chiu, 2010; Stinglhamber et al., 2006), trust in the organization has repeatedly been reported as an antecedent of AOC (Colquitt et al.”
Relationships of Organizational Justice and Organizational Identification: The Mediating Effects of Perceived Organizational Support in Hong Kong (2008, background): “Moreover, our results have similar findings as that of the study of Stinglhamber et al. (2006), which perceived that the supportive work environment is partially mediated by the relationship between the fairness of interpersonal interactions and reasonable explanations, and work attitudes, such as…”