Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

By P. Neves, R. Eisenberger. 2012

214 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f4674db1753faa37fc648ed5bbedcd2387ca3af5

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. Ade Riandi Virgiawan
6. Endri Endri
7. S. Riyanto
8. Christian Vandenberghe

In Social Psychology

1. Florence Stinglhamber
2. Gaëtane Caesens
3. Endri Endri
4. Dorothée Hanin
5. Géraldine Marique
6. S. Riyanto

Citations in the corpus

• Organizational Culture as a Mediator Motivation and Transformational Leadership on Employee Performance (2021, result): “…to have a greater obligation to help the organization achieve its goals, stronger affective commitment to the organization, increased expectations of rewards for high performance, and all of these results were consistently found with increased performance in extra roles (Neves & Eisenberger, 2012).”
• Engaging and retaining customers with AI and employee service (2020, unknown): “Role conflict and lack of management support can affect employee service performance, hence customer experience and perception (Neves and Eisenberger, 2012; Van Sell et al., 1981).”
• The relationship between perceived organizational support and proactive behaviour directed towards the organization (2016, background): “…Caesens, Stinglhamber, & Luypaert, 2014; Eisenberger, Cummings, Armeli, & Lynch, 1997; Eisenberger & Stinglhamber, 2011; Kurtessis et al., 2015; Marique, Stinglhamber, Desmette, Caesens, & De Zanet, 2013; Neves & Eisenberger, 2012; Rhoades & Eisenberger, 2002; Rhoades, Eisenberger, & Armeli, 2001).”
• Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement (2021, background): “…organizational support (POS) indicate that they have a greater responsibility which collectively helps the organization achieve its goals, increases rewards for key performance, and such employees are highly committed to the organization (Neves & Eisenberger, 2012; Silitonga et al., 2020).”