Perceived organizational support and risk taking

By P. Neves, R. Eisenberger. 2014

177 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/bc68cede154ef59f67958dc9d91fb49a6e034f43

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Gaëtane Caesens
2. Géraldine Marique
3. Florence Stinglhamber
4. Dorothée Hanin
5. R. Gigliotti
6. Husam Rjoub
7. A. Alnaimi
8. K. Jung

In Sociology and Political Science

1. R. Gigliotti
2. Husam Rjoub
3. A. Alnaimi
4. K. Jung
5. David R. Marshall
6. Suk Bong Choi
7. James M. Vardaman
8. Katerina Gonzalez

In Strategy and Management

1. Husam Rjoub
2. A. Alnaimi
3. Suk Bong Choi
4. James M. Vardaman
5. Seung-Wan Kang
6. Géraldine Marique
7. Florence Stinglhamber

Citations in the corpus

• Perceived organizational support, psychological entitlement, and extra-role behavior: The mediating role of knowledge hiding behavior (2019, background): “…entitlement is positively related to knowledge hiding behavior POS, knowledge hiding behavior, and extra-role behavior POS seems to affect the way employees accommodate demands and valuate rewards, which aid the promotion of adaptive and positive organizational outcomes (Neves & Eisenberger, 2014).”
• Empowering Leadership, Risk-Taking Behavior, and Employees’ Commitment to Organizational Change: The Mediated Moderating Role of Task Complexity (2020, background): “Although innovation and change, like development of a new product-development or processes, present a risk associated with failure [63], individuals who take risks tend to focus on a positive outcome rather than failure and perceive risk as an opportunity [64].”
• The relationship between perceived organizational support and proactive behaviour directed towards the organization (2016, background): “More importantly, Neves and Eisenberger (2014) have shown that employees’ failure-related trust (a similar concept to employees’ psychological safety), acts as a mediator of the positive relationship between perceived organizational support and employees’ risk taking.”
• The Role of Perceived Organizational Support in Individual Change Readiness (2019, background): “Third, POS has been linked to greater comfort with risk-taking (Neves & Eisenberger, 2014), suggesting it fosters greater psychological safety when individuals are faced with uncertainty, such as during organizational changes.”