HR, perceived organisational support and organisational identification: an analysis after organisational formation

By M. R. Edwards. 2009

112 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/def91eb4134e7501ad571973dcb8d71fd0ee4bbb

How researchers see this paper

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

In Gender Studies

1. Andrew D. Brown
2. Raymond Loi
3. Hongwei He
4. Yan Liu
5. L. W. Lam

In Organizational Behavior and Human Resource Management

1. Hongwei He
2. L. W. Lam
3. Qinglin Zhang
4. Yunlai Dou
5. Todd Jackson
6. Lei Zhao
7. Andrew D. Brown
8. Cody Ding

Citations in the corpus

• Organizational Identity and Organizational Identification (2013, background): “…extent to which the organization values employees’ contributions and cares about their well-being and socioemotional needs—tends to have a positive effect on employee OID (Edwards, 2009; Edwards & Peccei, 2010; Gibney, Zagenczyk, Fuller, Hester, & Caner, 2010; Sluss, Klimchak, & Holmes, 2008).”
• Linking organizational identification and employee performance in teams: the moderating role of team-member exchange (2011, background): “…with or belongingness to an organization’ (Mael and Ashforth 1992, p. 104), organizational identification has aroused an increasing interest in the field of human resource (HR) management in the past decade (e.g. Reade 2001a,b; Li, Xin and Pillutla 2002; Marks and Lockyer 2005; Edwards 2009).”
• Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “Similarly, Edwards (2009) found that HR practice can have an impact on POS, and, in turn, influence organizational identification.”