Work engagement and job performance: the moderating role of perceived organizational support
By Yongxing Guo, Hongfei Du, Baoguo Xie, Mo Lei. 2017
134 citations recorded by the source corpus.
The present research was aim to examine whether the relationship between work engagement and objective task performance is moderated by perceived organizational support (POS). Based on the existing literature, perceived organizational support is hypothesized to strengthen the positive association between employees’ work engagement and their objective task performance. The hypotheses were tested on a sample of 1049 employees. Results of hierarchical regression analysis show that: (1) work engagement is positively related to objective task performance, and (2) the relationship between work engagement and objective task performance is moderated by POS, such that the positive relationship is more significant when POS higher than lower. In the end, theoretical and practical implications, and suggestions for future research are discussed.
Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/4d6483d7c4e0384904ed51f04a6f09a5bb17b46d
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Clinical Psychology
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- How work engagement relates to performance and absenteeism: a meta-analysis (2021, background): “…or an objective performance score including independent quality ratings by experts, customers as well as objective indicators such as total calls per month and total number of problems resolved (Guo et al., 2017) showing that objective measurement methods can also cover many areas of performance.”