The effects of perceived external prestige, ethical organizational climate, and leader‐member exchange (LMX) quality on employees' commitments and their subsequent attitudes

115 citations recorded by the source corpus.

How researchers see this paper

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

The effects of the perceived external prestige of the organization on employee deviant workplace behavior: The mediating role of job satisfaction (2016, background): “Thus, individuals obtain the information about the organization from outside and make sense of it, and in light of the information, they form an opinion as to what outsiders think of the organization where they work (Kang et al., 2011).”
Ethical Climates in Organizations: A Review and Research Agenda (2017, background): “2006), intention to participate in training (Kang et al., 2011), and career commitment (Kang et al.”
Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality (2017, background): “Even though previous research has emphasized the significance of the role of supervisors in influencing turnover intention and other job-related dimensions, such as commitment (Elanain, 2014; Islam et al., 2013; Kang et al., 2011) and work engagement (Agarwal et al.”