Perceived organizational support: Evidence for a mediated association with work performance
By Lori A. Muse, Christina L. Stamper. 2007
139 citations recorded by the source corpus.
View Paper: https://www.semanticscholar.org/paper/69c4c8fad2067350984f65accc4d7c0686d2b67b
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
- Christian Vandenberghe
- Andries de Grip
- Michel Tremblay
- Denis Chênevert
- J. Cloutier
- D. Fouarge
- Gilles Simard
- F. Koster
Citations in the corpus
- The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance (2010, background): “This result parallels the findings’ of Muse and Stamper (2007) which show that AOC fails to mediate between POS and performance when job satisfaction is included in the model.”
- The Effects of Coworker and Perceived Organizational Support on Hotel Employee Outcomes (2012, background): “…organizational support on service recovery performance is in line with the study prediction and provides support for other studies, which have reported a positive relationship between perceived organizational support and in-role performance (Rhoades & Eisenberger, 2002; Muse & Stamper, 2007).”
- Does perceived support in employee development affect personnel turnover? (2011, background): “Third, we combine research on perceived organizational support (POS) (Eisenberger et al., 1986) with research on perceived investment in employee development, in order to investigate the role of employee perceptions on a supportive climate regarding their development.”
- Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “For instance, Muse and Stamper (2007) evidenced that POS has an influence on work performance through the mediating role of job satisfaction.”
- Employee development and turnover intention: theory validation (2013, background): “Introduction It has widely been agreed that appropriate training and development practices are decisive for a firm’s success (Lips-Wiersma and Hall, 2007; Maertz et al., 2007; Muse and Stamper, 2007).”