Perceived Organizational Support: Reducing the Negative Influence of Coworker Withdrawal Behavior

By Paul Eder, R. Eisenberger. 2008

340 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6f9b7c25012705438831ecfbe244faffc35eab10

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity (2015, background): “When the organization provides benefits to its employees, those employees reciprocate (Eder and Eisenberger 2008).”
Perceived workplace racial discrimination and its correlates: A meta‐analysis (2015, background): “For example, the costs to the organization from voluntary turnover (Griffeth , Hom, & Gaertner, 2000; Mitra, Jenkins, & Gupta, 1992) and the resulting losses in productivity (Eder & Eisenberger, 2008) are estimated to be as high as $200bn per year (Murphy, 1993).”
The role of justice and social exchange relationships in workplace deviance: Test of a mediated model (2010, background): “2002), absenteeism (Rhoades and Eisenberger, 2002), and tardiness (Eder and Eisenberger, 2008).”
Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? (2017, methodology): “Contents lists available at ScienceDirect Personality and Individual Differences j ourna l homepage: www.e lsev ie r .com/ locate /pa id with reduced employee absenteeism (Rhoades & Eisenberger, 2002; Eisenberger et al., 1986) and withdrawal behaviors (Eder & Eisenberger, 2008).”
The Effects of Perceived Supervisor Support, Perceived Organizational Support, and Organizational Justice on Turnover among Salespeople (2009, background): “A similar fi nding was reported by Eder and Eisenberger (2008).”
Transformational leadership climate: Performance linkages, mechanisms, and boundary conditions at the organizational level (2011, background): “…their colleagues spend working (Brett & Stroh, 2003; Eastman, 1998), that the frequency of group member absenteeism is related to individual employee absenteeism (Mathieu & Kohler, 1990), and that group members' tardiness impacts the probability for individual tardiness (Eder & Eisenberger, 2008).”
The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions (2013, background): “Perceived organizational support is the degree to which employees believe that their organization values their contributions and cares about their well-being (Eder & Eisenberger, 2008 ; Eisenberger, Huntington, Hutchison, & Sowa, 1986 ).”
Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support (2010, background): “Applying this to the workplace, when the organization acts in a positive way towards their employees, employees feel that they need to reciprocate, and generally do so in positive ways that are beneficial to the organization ( Eder, 2008”
Support, trust, satisfaction, intent to leave and citizenship at organizational level (2010, background): “Hypotheses development POS and trust in an organization Eisenberger et al. (1986) defined POS as an employee’s perception of the way the organization values his or her contribution and cares about his or her well-being.”
Effects of stress, LMX and perceived organizational support on service quality: Mediating effects of organizational commitment (2014, background): “Perception of support from organization leads individuals to feel obligated for making contributions to their organization (Eder & Eisenberger, 2008).”
Turnover Contagion: How Coworkers' Job Embeddedness and Job Search Behaviors Influence Quitting (2009, background): “And Eder and Eisenberger (2008) demonstrated that the average tardiness of work group members is related to individual tardiness.”
The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels (2017, background): “…support will have more positive feelings about their organizations (e.g. increasing job satisfaction, positive spiritual status, and decreasing stress) and will contribute to their organizations more (increasing perceived organizational support and performance) (Eder & Eisenberger, 2008).”
Implications of Family Business Employment for Employees’ Innovative Work Involvement (2015, background): “…commitment and organizational citizenship, as well as to more specific behavioral outcomes including, for instance, tardiness and absenteeism (e.g., Cropanzano, Howes, Grandey, & Toth, 1997; Eder & Eisenberger, 2008; Eisenberger et al., 1986; Rhoades & Eisenberger, 2002; Wayne et al., 1997).”