Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction

By S. Biswas, Jyotsna Bhatnagar. 2013

289 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ba1bb84a2f4de8c44bb80fe89b28206e78be1ae0

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In Demography

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators (2021, background): “In the context of organizational support theory, when it is perceived by the employees that management value their contribution and their well-being, then as a result they tend to use dedication, vigor, and absorption by using social exchange perspective in fulfilling their responsibilities at work ”
The relationship among job characteristics organizational commitment and employee turnover intentions (2018, background): “…and seek to estimate their role in the formation of employee attitude (Adigun and Stephenson, 1992; McDonald and Makin, 2000; Berg et al., 2001; Guy et al., 2001; Karsh et al., 2005; Camilleri, 2006; Ali Mohammad et al., 2008; Al-Hussami et al., 2011; Goetz et al., 2012; Biwas and Bhatnagar, 2013).”
Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement (2014, unknown): “More recently, Biswas and Bhatnagar (2013) investigated EE as a mediator between the P-O fit and organizational outcomes, such as organizational commitment and job satisfaction.”
Transformational leadership and employee performance: The role of identification, engagement and proactive personality (2019, background): “Likewise, Biswas and Bhatnagar (2013) found that when the association between employees and the organization is high, the employees are more engaged.”
Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions (2020, background): “Biswas and Bhatnagar (2013), for example, argued that engaged employees feel an obligation to be socio-emotionally attached to their organization as the source of their engagement.”