Perceived organizational support and affective commitment: the mediating role of organization‐based self‐esteem in the context of job insecurity

By Jae-won Lee, R. Peccei. 2007

314 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/ef3140a2e7ef9618b7e8780d84b243b7b94613cd

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

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, methodology): “Furthermore, SET has been widely used to explain not only the relationship between POS and affective commitment but also the antecedents of organizational commitment in general [80].”
Consumers' decisions in social commerce context: An empirical investigation (2015, background): “This is because the emotional reactions such as caring and love obviously satisfy the member's needs of esteem, affiliation, and social concern, which enable members to identify themselves as belonging to the community and feeling emotionally bounded to the community [50,51].”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, unknown): “…employees and supervisors have been linked to a number of positive individual and organizational outcomes (Armeli, Eisenberger, Fasolo, & Lynch, 1998; Eisenberger, Armeli, Rexwinkel, Lynch, & Rhoades, 2001; Kinnunen, Feldt, & Makikangas, 2008; Lee & Pecce, 2007; Rhoades & Eisenberger, 2002).”
Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator (2014, background): “…empirical studies on the relationship between POS and outcomes are based on the social exchange perspective (e.g., Muse & Stamper, 2007; Settoon et al., 1996), yet some scholars also argued that other mechanisms should be considered when explaining POS-outcomes relations (e.g., Lee & Peccei, 2007).”
Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment. (2010, unknown): “…Armeli, Rexwinkel, Lynch, & Rhoades, 2001), job satisfaction (Rhoades & Eisenberger, 2002), organization-based self-esteem (Chen, Aryee, & Lee, 2005; Lee & Pecce, 2007), reduced stress (Rhoades & Eisenberger, 2002), work–family enhancement (Wadsworth & Owens, 2007), greater job involvement…”
Authoritarian leadership and employee silence in China (2017, background): “Similarly, employees’ perception of self-value is negatively affected when there is less managerial recognition and appreciation (Lee & Peccei, 2007).”
The supervisor POS–LMX–subordinate POS chain: Moderation by reciprocation wariness and supervisor's organizational embodiment (2014, unknown): “…outcomes related to employees’ well-being, including positive mood at work (Eisenberger et al., 2001), job satisfaction (Eisenberger, Cummings, Armeli, & Lynch, 1997), organization-based self-esteem (Lee & Peccei, 2007), and reduced psychological strain (Cropanzano, Howes, Grandey, & Toth, 1997).”
How transformational leadership predicts employees’ affective commitment and performance (2018, background): “…work environment (House, 1996) and the employees' perception of being valued and cared about by the organization influence their emotional attachment to the organization (Allen et al., 2003; Battistelli et al. 2016; Kim et al. 2016; Lee and Peccei, 2007; Lew, 2009; Sharma and Dhar, 2016).”
How the Perceptions of Five Dimensions of Corporate Citizenship and Their Inter-Inconsistencies Predict Affective Commitment (2010, background): “Thus, H7 is supported, addressing Maignan and Ferrell’s (2001a) recommendation for studying how employees treat such discrepancies.”
Perceptions of Negative Workplace Gossip: A Self-Consistency Theory Framework (2018, background): “…negative workplace gossip and OCB is the organization, it is therefore logical to align interpersonal experiences at work (i.e., negative workplace gossip) with a self-perceived value that is specific to these organizational experiences (OBSE)—the principle of compatibility (Lee & Peccei, 2007).”