Perceived supervisor support: contributions to perceived organizational support and employee retention.

By R. Eisenberger, Florence Stinglhamber, Christian Vandenberghe, I. L. Sucharski, Linda Rhoades. Journal of Applied Psychology, 2002

2,963 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/40d35ce2024b7316ccd7c8715b9db4f48fb68069

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Citations in the corpus

The Effects of Perceived Organisational Support on Employees' Affective Outcomes: Evidence from the Hotel Industry (2010, background): “…Eisenberger, 2002; Riggle et al., 2009), role ambiguity and role conflict, and intent to remain (Stamper and Johlke, 2003), loyalty, performance (Eisenberger et al., 2002; Rhoades and Eisenberger, 2002), trust (Chen et al., 2005), lessened intention to leave an organisation (Rhodes and…”
The impact of compensation, supervision and work design on internship efficacy: implications for educators, employers and prospective interns (2017, background): “Studies have shown significant relationships between supervisor support and employee retention, organisational commitment and turnover among newcomers (Fisher 1985; Eisenberger et al. 2002).”
The Relationships between Perceived Organizational Support, Felt Obligation, Affective Organizational Commitment and Turnover Intention of Academics working with Private Higher Educational Institutions in Malaysia (2009, methodology): “Hence, following the findings of Tansky & Cohen (2001), Meyer and Smith (2001), Rhoades et al. (2001) and Eisenberger et al. (2002) and Allen at al.”
Work engagement, job design and the role of the social context at work: Exploring antecedents from a relational perspective (2013, methodology): “Consistent with Eisenberger et al. (2002), eight adapted items from the Perceived Organizational Support (POS) scale were used after replacing the word organization with supervisor.”
Organizations and supervisors as sources of support and targets of commitment: a longitudinal study (2003, neutral): “According to Eisenberger et al. (1986), the development of”
Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages (2017, background): “Supervisor support, which explained as the degree of perceiving of values, contributions and cares about well-being by employees, has a critical role to create a supporting workplace (Eisenberger et al., 2002).”
Examining the Mechanisms Linking Transformational Leadership, Employee Customer Orientation, and Service Performance: The Mediating Roles of Perceived Supervisor and Coworker Support (2010, background): “Similarly, employees who perceive support from their supervisors often feel obligated to pay back supervisors’ favors or kindness by helping supervisors to reach their stated goals (Eisenberger et al. 2002).”
Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support (2013, positive): “Other research shows that POS is related to high organizational commitment, high satisfaction and lower turnover (Eisenberger, Stinglhamber, Vandenberghe, Sucharski and Rhoades 2002 ; Rhoades and Eisenberger 2002 ).”
Mentoring functions and turnover intention: the mediating role of perceived organizational support (2016, result): “They are also consistent with prior work that shows effective working relationships with senior members of the organization may lead employees to reciprocate in the form of positive attitudes toward the organization due to enhanced POS (Baranik et al., 2010; Eisenberger et al., 2002).”