Test of a Mediation Model of Perceived Organizational Support.

By Z. Chen, S. Aryee, Cynthia Lee. 2005

296 citations recorded by the source corpus.

Subfields: Communication, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/81ba140a02f9b8bb86d9bcdc3c76462a2c38742f

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In Communication

In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Frontline hotel employees’ psychological capital, trust in organization, and their effects on nonattendance intentions, absenteeism, and creative performance (2018, background): “Evidence reveals that trust in organization stimulates organizational commitment, task performance, job satisfaction, and organizational citizenship behaviors (Chen et al., 2005; Karatepe et al., 2018; Lee, Song, Lee, Lee, & Bernhard, 2013; Wong, Wong, & Ngo, 2012; Yoon et al., 2016).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, background): “Given that forms of organizational support such as POS (Chen et al., 2005; Ferris et al., 2009) and organizational care (McAllister & Bigley, 2002) have been reported to relate to OBSE, it is unclear why POFS was unrelated to OBSE in our best-fitting model, especially as the bivariate correlations s”
Work engagement as mediator between job characteristics and positive and negative extra-role behaviors (2012, background): “Fortunately, at work there are also various job resources that stimulate positive extra-role behavior, such as organizational citizenship behavior (OCB) (Chen et al., 2005).”
The role of technology readiness in customers' perception and adoption of self‐service technologies (2006, methodology): “suggested, can perform better or at least as good as the alternative “exact factor scores” modeling approach when the sample size is not small, and has been commonly used in many marketing and organization studies ( Chen et al. , 2005”
The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance (2010, background): “According to Chen, Aryee and Lee ( 2005 ) an organization's concern about the well-being of its employees will may be perceived as a benevolence evidence of the organization's trustworthiness.”
Servant leadership, organisational trust, and bank employee outcomes (2019, background): “Employees who find that the organisation cares about employees in the form of various human resource practices develop TIO and repay the organisation through positive outcomes (cf. Chen et al., 2005).”