An Examination of Perceived Organizational Support as a Multidimensional Construct in the Context of an Expatriate Assignment

By Maria L. Kraimer, Sandy J. Wayne. 2004

440 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b67b772806115ff7c8cb5a4222951384ba65a669

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Explaining employees' evaluations of organizational change with the job‐demands resources model (2009, methodology): “Following Kraimer and Wayne (2004), we therefore included a work-related source of social support in this study: supervisor support.”
Motivating knowledge sharing through a knowledge management system (2008, neutral): “[45,46]).”
The influences of perceived organizational support and motivation on self-initiated expatriates’ organizational and community embeddedness (2017, methodology): “Similarly, career support initiatives also lead to greater organizational commitment (Bambacas & Bordia, 2009; Kawai & Strange, 2014; Kraimer & Wayne, 2004).”
When Does Cross-Cultural Motivation Enhance Expatriate Effectiveness? A Multilevel Investigation of the Moderating Roles of Subsidiary Support and Cultural Distance (2010, background): “For example, expatriates in supportive subsidiaries receive both formal and informal career- and adjustment-related assistance well into their assignments, which helps them troubleshoot or even avoid problems (Kraimer & Wayne, 2004).”
Antecedents and Consequences of Psychological Workplace Strain During Expatriation: A Cross-Sectional and Longitudinal Investigation (2005, positive): “…a stressor–strain perspective, have examined the effect of role stressors such as role ambiguity, role conflict, role novelty, and role overload on expatriate adjustment (cf. Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black et al., 1991; with few exceptions: e.g., Kraimer & Wayne, 2004).”
Expatriate assignments and intra-organizational career success: implications for individuals and organizations (2007, background): “performing well on the job is often a challenge for those employees who do not return home early (Caligiuri, 2000; Kraimer and Wayne, 2004; Shay and Baack, 2004).”
Theorizing the meaning(s) of ‘expatriate’: establishing boundary conditions for business expatriates (2016, background): “…have been insightful (e.g. Black, 1988; Guzzo, Noonan, & Elron, 1994; Mendenhall & Oddou, 1985; Tung, 1987), with expatriation theory developed (e.g. Kraimer & Wayne, 2004; Yan, Zhu, & Hall, 2002) but often untested, recent changes in our understanding about expatriates require new theorizing.”