Perceived Organizational Support as a Mediator between Relational Exchange and Organizational Identification.

By David M. Sluss, M. Klimchak, J. Holmes. 2008

278 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d5e3b187bb10942d3d4960fdd6fba4c3317913f2

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Linking ethical leadership to employee performance: The roles of leader-member exchange, self-efficacy, and organizational identification (2011, background): “For example, Sluss, Klimchak, and Holmes (2008) argued that LMX and perceived organizational support are precursors to identification, suggesting that identification mediates the influence of LMX. Similarly, van Knippenberg, van Dick, and Tavares (2007; see also Hogg et al., 2005) argued that…”
The influence of internal communication on employee engagement: A pilot study (2015, background): “It appears that internal communication from an organization’s team of supervisors occurs more frequently as they are in contact with employees more than the organization (i.e. chief executive officer and senior management teams) (Sluss et al., 2008).”
Linking organizational identification and employee performance in teams: the moderating role of team-member exchange (2011, background): “2006 ) and with their leaders (Sluss, Klimchak and Holmes 2008 ).”
The Relationship Between Perceived Organizational Support and Affective Commitment (2013, background): “Yet employees’ perceptions of their own status within the organization may be conceptualized in terms of perceived organizational support since, precisely, perceived organizational support informs employees about their value and their informal status in the organization (e.g., Eisenberger & Stinglha”
Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice (2016, unknown): “This is consistent with what David and Malayka concluded through the empirical study of the company’s employees that employees perceived support from the organization has significantly positive impact on organizational identification [11].”
Intergroup Leadership in Organizations: Leading Across Group and Organizational Boundaries (2012, background): “Sluss et al.’s [2010] discussion of generalized role expectations and role identity; see also Sluss & Ashforth, 2007).”
Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “Although social exchange and identity greatly influence one’s organizational experience, these two perspectives on the psychological relationship between individuals and organization has long been developed largely in isolation of one another (e.g., Sluss et al., 2008; Van Knippenberg et al., 2007).”