The formulae for attenuation correction in meta-analysis treat reliabilities as if they were independent of each other. The current study puts this assumption of independence to the test by empirically examining the correlation among predictor and criterion reliability estimates across studies. Interdependence of reliabilities would result in either overestimation or underestimation of population correlations depending on the direction of the relationship between the reliabilities. We conducted two studies to examine the extent to which predictor and criterion reliabilities correlate across studies. Study 1 is based on 628 pairs of reliability estimates from 518 studies published in the Academy of Management Journal and the Journal of Applied Psychology between 2004 and 2011, while Study 2 is based on 564 pairs of reliability estimates from 347 studies included in a meta-analysis on perceived organizational support (POS) and some of its antecedents and outcomes. The findings in both studies show substantial correlations between predictor and criterion reliability coefficients across studies. Our article discusses important implications from these findings for future research and for the future conduct of meta-analyses.
AguinisH.DaltonD. R.BoscoF. A.PierceC. A.DaltonC. M. (2011). Meta-analytic choices and judgment calls: Implications for theory building and testing, obtained effect sizes, and scholarly impact. Journal of Management, 37, 5–38. doi:10.1177/0149206310377113
2.
AguinisH.GottfredsonR. K.JooH. (2013). Best-practice recommendations for defining, identifying, and handling outliers. Organizational Research Methods, 16, 270–301. doi:10.1177/1094428112470848
3.
AguinisH.PierceC. A.BoscoF. A.DaltonD. R.DaltonC. M. (2011). Debunking myths and urban legends about meta-analysis. Organizational Research Methods, 14, 306–331. doi:10.1177/1094428110375720
4.
American Psychological Association. (2008). Reporting standards for research in psychology: Why do we need them? What might they be?American Psychologist, 63, 839–851. doi:810.1037/0003-1066X.1063.1039.1839
5.
AytugZ. G.RothsteinH. R.ZhouW.KernM. C. (2012). Revealed or concealed? Transparency of procedures, decisions, and judgment calls in meta-analysis. Organizational Research Methods, 15, 103–133. doi:10.1177/1094428111403495
6.
BisharaA. J.HittnerJ. B. (2012). Testing the significance of a correlation with nonnormal data: Comparison of Pearson, Spearman, transformation, and resampling approaches. Psychological Methods, 17(3), 399–417. doi:10.1037/a0028087
7.
BoydB. K.BerghD. D.IrelandR. D.KetchenD. J. (2013). Constructs in strategic management. Organizational Research Methods, 16(1), 3–14.
8.
BoydB. K.GoveS.HittM. A. (2005). Construct measurement in strategic management research: Illusion or reality?Strategic Management Journal, 26(3), 239–257.
9.
CapraroM. M.CapraroR. M.HensonR. K. (2001). Measurement error of scores on the Mathematics Anxiety Rating Scale across studies. Educational and Psychological Measurement, 61(3), 373–386. doi:10.1177/00131640121971266
10.
CortinaJ. M. (1993). What is coefficient alpha? An examination of theory and applications. Journal of Applied Psychology, 78(1), 98–104. doi:10.1037/0021-9010.78.1.98
11.
CortinaJ. M. (2003). Apples and oranges (and pears, oh my!): The search for moderators in meta-analysis. Organizational Research Methods, 6(4), 415–439. doi:10.1177/1094428103257358
12.
CortinaJ. M.LandisR. S. (2009). When small effect sizes tell a big story, and when large effect sizes don’t. In LanceC. E.VandenbergR. J. (Eds.), Statistical and methodological myths and urban legends: Doctrine, verity, and fable in the organizational and social sciences (pp. 287–308). New York, NY: Routledge.
13.
CrockerL.AlginaJ. (1986). Introduction to classical and modern test theory. Stamford, CT: Thomson Learning.
14.
CronbachL. H. (1947). Test “reliability”: Its meaning and determination. Psychometrika, 12, 1–16. doi:10.1007/BF02289289
15.
EisenbergerR.CummingsJ.ArmeliS.LynchP. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812–820. doi:10.1037/0021-9010.82.5.812
16.
EisenbergerR.FasoloP.Davis-LaMastroV. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51–59. doi:10.1037/0021-9010.75.1.51
17.
EisenbergerR.HuntingtonR.HutchisonS.SowaD. (1986). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation?Journal of Personality and Social Psychology, 77, 1026–1040. doi:10.1037/0022-3514.77.5.1026
18.
HuffcuttA. I.ArthurW. (1995). Development of a new outlier statistic for meta-analytic data. Journal of Applied Psychology, 80(2), 327–334. doi:10.1037/0021-9010.80.2.327
19.
HunterJ. E.SchmidtF. L. (1990). Methods of meta-analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
20.
HunterJ. E.SchmidtF. L. (2004). Methods of meta-analysis: Correcting error and bias in research findings (2nd ed.). Thousand Oaks, CA: Sage.
21.
JamesL. R.DemareeR. G.MulaikS. A. (1986). A note on validity generalization procedures. Journal of Applied Psychology, 71(3), 440–450. doi:10.1037/0021-9010.71.3.440
22.
JamesL. R.DemareeR. G.MulaikS. A.LaddR. T. (1992). Validity generalization in the context of situational models. Journal of Applied Psychology, 77(1), 3–14. doi:10.1037/0021-9010.77.1.3
23.
JamesL. R.DemareeR. G.MulaikS. A.MumfordM. D. (1988). Validity generalization: Rejoinder to Schmidt, Hunter, & Raju (1988). Journal of Applied Psychology, 73(4), 673–678. doi:10.1037/0021-9010.73.4.673
24.
KurtessisJ.FordM.BuffardiL.StewartK. (2008, April). Perceived organizational support: An updated meta-analytic review. Paper presented at the Society for Industrial and Organizational Psychology annual conference, New Orleans, LA.
25.
LeBretonJ. M.BurgessJ. R. D.KaiserR. B.AtchleyE. K.JamesL. R. (2003). The restriction of variance hypothesis and interrater reliability and agreement: Are ratings from multiple sources really dissimilar?Organizational Research Methods, 6, 80–128. doi:10.1177/1094428102239427
26.
LordF. M.NovickM. R. (1968). Statistical theories of mental test scores. Reading, MA: Addison-Wesley.
27.
MendozaJ. L.MumfordM. (1987). Corrections for attenuation and range restriction on the predictor. Journal of Educational and Behavioral Statistics, 12(3), 282–293. doi:10.3102/10769986012003282
28.
MendozaJ. L.ReinhardtR. N. (1991). Validity generalization procedures using sample-based estimates: A comparison of six procedures. Psychological Bulletin, 110(3), 596–610. doi:10.1037/0033-2909.110.3.596
29.
NovickM. R. (1966). The axioms and principal results of classical test theory. Journal of Mathematical Psychology, 3(1), 1–18. doi:10.1016/0022-2496(66)90002-2
30.
PearlmanK.SchmidtF. L.HunterJ. E. (1980). Validity generalization results for tests used to predict job proficiency and training success in clerical occupations. Journal of Applied Psychology, 65(4), 373–406. doi:10.1037/0021-9010.65.4.373
31.
RajuN. S.AnselmiT. V.GoodmanJ. S.ThomasA. (1998). The effect of correlated artifacts and true validity on the accuracy of parameter estimation in validity generalization. Personnel Psychology, 51, 453–465. doi:10.1111/j.1744-6570.1998.tb00733.x
32.
RajuN. S.BurkeM. J.NormandJ.LangloisG. M. (1991). A new meta-analytic approach. Journal of Applied Psychology, 76(3), 432–446. doi:10.1037/0021-9010.76.3.432
33.
RhoadesL.EisenbergerR. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698–714. doi:10.1037/0021-9010.87.4.698
34.
RiggleR. J.EdmondsonD. R.HansonJ. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of Business Research, 62, 1027–1030. doi:10.1016/j.jbusres.2008.05.003
35.
RozeboomW. W. (1966). Foundations of the theory of prediction. Homewood, IL: Dorsey.
36.
TheronC. C. (1998). The effects of a joint correction for the attenuating effect of criterion unreliability and case 2 restriction of range on the validity coefficient. Journal of Industrial Psychology, 23(3), 32–38. doi:10.4102/sajip.v24i3.659
37.
ThompsonB.Vacha-HaaseT. (2000). Psychometrics is datametrics: The test is not reliable. Educational and Psychological Measurement, 60(2), 174–195. doi:10.1177/0013164400602002
38.
ViswesvaranC.OnesD.SchmidtF. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology, 81(5), 557–574. doi:10.1037/0021-9010.81.5.557
39.
ZimmermanD. W.WilliamsR. H. (1977). The theory of test validity and correlated errors of measurement. Journal of Mathematical Psychology, 16(2), 135–152. doi:10.1016/0022-2496(77)90063-3
40.
Aggarwal-GuptaM.VohraN.BhatnagarD. (2010). Perceived organizational support and organizational commitment: The meditational influence of psychological well-being. Journal of Business and Management, 16, 105–124.
41.
AhmadZ. A.YektaZ. A. (2010). Relationship between perceived organizational support, leadership behavior, and job satisfaction: An empirical study in Iran. Intangible Capital, 6, 162–184.
42.
Al-HussamiM. (2009). Predictors of nurses’ commitment to health care organisations. Australian Journal of Advanced Nursing, 26, 36–48.
43.
Al-HussamiM.SalehM. Y. N.AbdalkaderR. H.MahadeenA. I. (2011). Predictors of nursing faculty members’ organizational commitment in governmental universities. Journal of Nursing Management, 19, 556–566.
44.
AlbrechtS.TravaglioneA. (2003). Trust in public-sector senior management. International Journal of Human Resource Management, 14, 76–92.
45.
AlderS. G.NoelT. W.AmbroseM. L. (2006). Clarifying the effects of internet monitoring on job attitudes: The mediating role of employee trust. Information & Management, 43, 894–903.
46.
AllenD. G.ShoreL. M.GriffethR. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29, 99–118.
47.
AllenM. W. (1992). Communication and organizational commitment: Perceived organizational support as a mediating factor. Communication Quarterly, 40, 357–367.
48.
AmbroseM. L.SchminkeM. (2003). Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust. Journal of Applied Psychology, 88, 295–305.
49.
AnandS.VidyarthiP. R.LidenR. C.RousseauD. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53, 970–988.
50.
AndrewsM. C.KacmarK. M. (2001). Discriminating among organizational politics, justice, and support. Journal of Organizational Behavior, 22, 347–366.
51.
AnnamalaiT.AbdullahA. G. K.AlazidiyeenN. J. (2010). The mediating effects of perceived organizational support on the relationships between organizational justice, trust and performance appraisal in Malaysian secondary schools. European Journal of Social Sciences, 13, 623–632.
52.
Armstrong-StassenM. (1997). The effect of repeated downsizing and surplus designation on remaining managers: An exploratory study. Anxiety, Stress & Coping, 10, 377–384.
53.
Armstrong-StassenM. (1998). Downsizing the federal government: A longitudinal study of managers’ reactions. Canadian Journal of Administrative Sciences, 15, 310–321.
54.
Armstrong-StassenM. (2003). Job transfer during organizational downsizing: A comparison of promotion and lateral transfers. Group & Organization Management, 28, 392–415.
55.
Armstrong-StassenM. (2004). The influence of prior commitment on the reactions of layoff survivors to organizational downsizing. Journal of Occupational Health Psychology, 9, 46–60. doi:10.1037/1076-8998.9.46
56.
Armstrong-StassenM.SchlosserF. (2010). When hospitals provide HR practices tailored to older nurses, will older nurses stay? It may depend on their supervisor. Human Resource Management Journal, 20, 375–390.
57.
ArshadiN. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Social and Behavioral Sciences, 30, 1103–1108.
58.
AsgariA.SilongA. D.AhmadA.SamahB. A. (2008). The relationship between transformational leadership behaviors, organizational justice, leader-member exchange, perceived organizational support, trust in management and organizational citizenship behaviors. European Journal of Scientific Research, 23, 227–242.
59.
AubeC.RousseauV.MorinE. M. (2007). Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy. Journal of Managerial Psychology, 22, 479–495.
60.
BabakusE.CravensD. W.JohnstonM.MoncriefW. C. (1996). Examining the role of organizational variables in the salesperson job satisfaction model. Journal of Personal Selling & Sales Management, 16, 33–46.
61.
BaileyL. C. (2007). Refinement of an instrument to assess readiness for knowledge management(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
62.
BalP. M.ChiaburuD. S.JansenP. G. W. (2010). Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?Journal of Managerial Psychology, 25, 252–273.
63.
BambacasM.BordiaP. (2009). Predicting different commitment components: The relative effects of how career development HRM practices are perceived. Journal of Management & Organization, 15, 224–240.
64.
BaothamS. (2011). Antecedent and consequence of job satisfaction and organizational commitment of Thai employees in RMUTT. Review of Business Research, 11, 89–98.
65.
BaranikL. E.RolingE. A.EbyL. T. (2010). Why does mentoring work? The role of perceived organizational support. Journal of Vocational Behavior, 76, 366–373.
66.
BarnettC. M. (1996). The effects of creativity and perceived support on organizational commitment(Unpublished doctoral dissertation). California State University, Long Beach.
67.
BehsonS. J. (2002). Which dominates? The relative importance of work-family organizational support and general organizational context on employee outcomes. Journal of Vocational Behavior, 61, 53–72.
68.
BernalB. W. (1997). Repatriation adjustment: A study of American employees after return from overseas assignments(Unpublished doctoral dissertation). California State University, Long Beach.
69.
BettencourtL. A.GwinnerK. P.MeuterM. L. (2001). A comparison of attitude, personality, and knowledge predictors of service-oriented organizational citizenship behaviors. Journal of Applied Psychology, 86, 29–41.
70.
BhanthumnavinD. (2003). Perceived social support from supervisor and group members’ psychological and situational characteristics as predictors of subordinate performance in Thai work units. Human Resource Development Quarterly, 14, 79–97.
71.
BishopJ. W.GoldsbyM. G.NeckC. P. (2002). Who goes? Who cares? Who stays? Who wants to? The role of contingent workers and corporate layoff practices. Journal of Managerial Psychology, 17, 298–315.
72.
BishopJ. W.ScottK. D.BurroughsS. M. (2000). Support, commitment, and employee outcomes in a team environment. Journal of Management, 26, 1113–1132.
73.
BishopJ. W.ScottK. D.GoldsbyM. G.CropanzanoR. (2005). A construct validity study of commitment and perceived support variables: A multifoci approach across different team environments. Group & Organization Management, 30, 153–180.
74.
BissoonauthB. (2003). Virtual project work: Investigating critical success factors of virtual project performance(Unpublished doctoral dissertation). Concordia University, Irvine, CA.
75.
BlakelyG. L.AndrewsM. C.FullerJ. (2003). Are chameleons good citizens? A longitudinal study of the relationship between self-monitoring and organizational citizenship behavior. Journal of Business and Psychology, 18, 131–144.
76.
BlauG. (2001). Testing the discriminant validity of occupational entrenchment. Journal of Occupational and Organizational Psychology, 74, 85–93.
77.
BlauG.TatumD. S.Ward-CookK. (2003b). Correlates of work exhaustion for medical technologists. Journal of Allied Health, 32, 148–157.
78.
BleickenL. M. (1990). The retirement-job continuation intention: An application of expectancy theory(Unpublished doctoral dissertation). Georgia State University, Atlanta.
79.
BogleC. A. (2010). An integrative model of the feedback environment(Unpublished doctoral dissertation). Florida Institute of Technology, Melbourne.
80.
BradleyB. L. (1997). The relationships between perceived organizational support, institutional orientation and affective, continuance, and normative commitment in the Canadian military(Unpublished doctoral dissertation). University of Calgary, Calgary, Canada.
81.
BradleyJ. R.CartwrightS. (2002). Social support, job stress, health, and job satisfaction among nurses in the United Kingdom. International Journal of Stress Management, 9, 163–182.
82.
BrandesP.DharwadkarR.WheatleyK. (2004). Social exchanges within organizations and work outcomes: The importance of local and global relationships. Group & Organization Management, 29, 276–301.
83.
BrownD. J.FerrisD. L.HellerD.KeepingL. M. (2007). Antecedents and consequences of the frequency of upward and downward social comparisons at work. Organizational Behavior and Human Decision Processes, 102, 59–75.
84.
BrownL. (1992). Stress and burnout in a sample of Canadian federal public servants(Unpublished doctoral dissertation). Carleton University, Ottawa, Canada.
85.
BurnettM. P. (1997). Perceived organizational support, organizational dependability, and organizational commitment(Unpublished doctoral dissertation). California State University, Long Beach.
86.
BurnstadL. D. (1994). Employer offered family assistance provisions: The moderating effect of perceived organizational support on organizational commitment(Unpublished doctoral dissertation). University of Alberta, Edmonton, Canada.
87.
ButtsM. M.VandenbergR. J.DeJoyD. A.SchafferB. S.WilsonM. G. (2009). Individuals reactions to high-involvement work processes: Investigating the role of empowerment and perceived organizational support. Journal of Occupational Health Psychology, 14, 122–136.
88.
ByrneZ. S.HochwarterW. A. (2006). I get by with a little help from my friends: The interaction of chronic pain and organizational support on performance. Journal of Occupational Health Psychology, 11, 215–227.
89.
ByrneZ. S.HochwarterW. A. (2008). Perceived organizational support and performance: Relationships across levels of organizational cynicism. Journal of Managerial Psychology, 23, 54–72.
90.
ByrneZ.PittsV.ChiaburuD.SteinerZ. (2011). Managerial trustworthiness and social exchange with the organization. Journal of Managerial Psychology, 26, 108–122.
91.
CableD. M.DeRueD. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875–884.
92.
CamermanJ.CropanzanoR.VandenbergheC. (2007). The benefits of justice for temporary workers. Group & Organization Management, 32, 176–207.
93.
CampbellD. J.CampbellK. M. (2003). Global versus facet predictors of intention to quit: Differences in a sample of male and female Singaporean managers and non-managers. International Journal of Human Resource Management, 14, 1152–1177.
94.
CanipeJ. S. (2006). Relationships among trust, organizational commitment, perceived organizational support, and turnover intentions(Unpublished doctoral dissertation). Alliant International University, San Diego, CA.
95.
CaponJ.ChernyshenkoO. S.StarkS. (2007). Applicability of civilian retention theory in the New Zealand military. New Zealand Journal of Psychology, 36, 50–56.
96.
CarlsonS. C. (2005). Ethical leadership: Influences of ethical climate, perceived organizational support, and perceived leader integrity(Unpublished doctoral dissertation). Nova Southeastern University, Fort Lauderdale, FL.
97.
CarverL. L. (2008). Organizational commitment and generational differences in nursing faculty(Unpublished doctoral dissertation). University of Nevada, Las Vegas.
98.
CarverL.CandelaL.GuiterrezA. P. (2011). Survey of generational aspects of nurse faculty organizational commitment. Nursing Outlook, 59, 137–148.
99.
CasperW. J.MartinJ. A.BuffardiL. C.ErdwinsC. J. (2002). Work-family conflict, perceived organizational support, and organizational commitment among employed mothers. Journal of Occupational Health Psychology, 7, 99–108.
100.
CasperW. J.WeltmanD.KwesigaE. (2007). Beyond family-friendly: The construct and measurement of singles-friendly culture. Journal of Vocational Behavior, 70, 478–501.
101.
ChambelM. J.SobralF. (2011). Training is an investment with return in temporary workers: A social exchange perspective. Career Development International, 16, 161–177.
102.
ChanD. (2001). Method effects of positive affectivity, negative affectivity, and impression management in self-reports of work attitudes. Human Performance, 14, 77–96.
103.
ChanS.JepsenD. (2009). Organisational justice: A hospitality shift worker contextual perspective. In 2009 International Employment Relations Association (IERA) Conference—Book of Proceedings (pp. 1–18). Bangkok, Thailand: International Employment Relations Association.
104.
ChauS. L. (2008). Examining the emotional labor process: A moderated model of emotional labor and its effects on job performance and turnover(Unpublished doctoral dissertation). University of Akron, Akron, OH.
105.
ChenZ. X.AryeeS.LeeC. (2005). Test of a mediation model of perceived organizational support. Journal of Vocational Behavior, 66, 457–470.
106.
CheungF. Y. (2005). Employee reciprocation to psychological contract fulfillment: A mediating role focusing on multiple exchange perspectives (China)(Unpublished doctoral dissertation). Hong Kong Polytechnic University.
107.
ChiangH.HanT.ChuangJ. (2011). The relationship between high-commitment HRM and knowledge-sharing behavior and its mediators. International Journal of Manpower, 32, 604–622.
108.
ChoJ.TreadwayD. C. (2011). Organizational identification and perceived organizational support as mediators of the procedural justice-citizenship behaviour relationship: A cross-cultural constructive replication. European Journal of Work and Organizational Psychology, 20, 631–653.
109.
ChoS.JohansonM. M.GuchaitP. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28, 374–381.
110.
ChoiJ. N. (2006). Multilevel and cross-level effects of workplace attitudes and group member relations on interpersonal helping behavior. Human Performance, 19, 383–402.
111.
ChristopherJ. (2000). Organizational justice and employee evaluations of benefit programs(Unpublished doctoral dissertation). Wayne State University, Detroit, MI.
112.
ChuebangP.BoathamS. (2011). Voluntary turnover intentions: Effects on perceived organizational support and organizational commitment of Thai employees in Rajabhat universities. Review of Business Research, 11, 1–12.
113.
ClarkS. W. (2003). The development of an integrated measure of readiness for change instrument and its application on ASC/PK(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
114.
ClevelandJ. N.ShoreL. M. (1992). Self-perspectives and supervisory perspectives on age and work attitudes and performance. Journal of Applied Psychology, 77, 469–484.
115.
ColakogluU.CulhaO.AtayH. (2010). The effects of perceived organisational support on employees’ affective outcomes: Evidence from the hotel industry. Tourism and Hospitality Management, 16, 125–126.
116.
ConnellJ.FerresN.TravaglioneT. (2003). Engendering trust in manager-subordinate relationships: Predictors and outcomes. Personnel Review, 32, 569–587.
117.
Coyle-ShapiroJ.KesslerI. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. Journal of Management Studies, 37, 903–930.
118.
CropanzanoR.HowesJ. C.GrandeyA. A.TothP. (1997). The relationship of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior, 22, 159–180.
119.
DalyC. L. (1999). Explaining the extra-role behavior of part-time and full-time workers: A matter of support?(Unpublished doctoral dissertation). Michigan State University, East Lansing.
120.
DaroliaC. R.KumariP.DaroliaS. (2010). Perceived organizational support, work motivation, and organizational commitment as determinants of job performance. Journal of the Indian Academy of Applied Psychology, 36, 69–78.
121.
DawleyD. D.AndrewsM. C.BucklewN. S. (2008). Mentoring, supervisor support, and perceived organizational support: What matters most?Leadership & Organization Development Journal, 29, 235–247.
122.
DawsonC. L. (1996). Dispositional and attitudinal explanations of counterproductivity in the workplace(Unpublished doctoral dissertation). University of California, Berkeley.
123.
DeConinckJ. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63, 1349–1355. doi:10.1016/j.jbusres.2010.01.003
124.
DeConinckJ. B.JohnsonJ. T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover among salespeople. Journal of Personal Selling & Sales Management, 29, 333–350. doi:10.2753/PSS0885-3134290403
125.
DesrosiersE. I. (2003). Telework and work attitudes: The relationship between telecommuting and employee job satisfaction, organizational commitment, perceived organizational support, and perceived co-worker support(Unpublished doctoral dissertation). Purdue University, West Lafayette, IN.
126.
DionM. J. (2006). The impact of workplace incivility and occupational stress on job satisfaction and turnover intention of acute care nurses(Unpublished doctoral dissertation). University of Connecticut, Storrs.
127.
Dobreva-MartinovaT. (2002). Occupational stress in the Canadian forces: Its association with individual and organizational well-being(Unpublished doctoral dissertation). Carleton University, Ottawa, Canada.
128.
DouriganJ. P. (1995). The effects of organizational change on professionals’ and organizationals’ resistance to work change, organizational loss, and commitment levels(Unpublished doctoral dissertation). California State University, Long Beach.
129.
DravesP. R. (2003). An examination of potential moderating effects of personality on the relationship between job attitudes and organizational citizenship behaviors(Unpublished doctoral dissertation). University of South Florida, Tampa.
130.
DrostE. A.PrabhuV.GreenbergT. (2010). Employee’s intent to remain with an organization: Empirical evidence from Israel. Advances in Management, 3, 47–53.
131.
DuffyR. D.LentR. W. (2009). Test of a social cognitive model of work satisfaction in teachers. Journal of Vocational Behavior, 75, 212–223. doi:10.1016/j.jvb.2009.06.001
132.
DukeA. B.GoodmanJ. M.TreadwayD. C.BrelandJ. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39, 1013–1034. doi:10.1111/j.1559-1816.2009.00470.x
133.
DulacT.Coyle-ShapiroJ. A. M.HendersonD. J.WayneS. J. (2008). Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations. Academy of Management Journal, 51, 1079–1098.
134.
DupreK. E.DayA. L. (2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46, 185–201.
135.
EdwardsM. R. (2009). HR, perceived organisational support, and organisational identification: An analysis after organizational formation. Human Resource Management Journal, 19, 91–115.
136.
EisenbergerR.ArmeliS.RexwinkelB.LynchP. D.RhoadesL. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42–51.
137.
EisenbergerR.CummingsJ.ArmeliS.LynchP. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812–820.
138.
EisenbergerR.FasoloP.Davis-LaMastroV. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51–59.
139.
EisenbergerR.RhoadesL.CameronJ. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation?Journal of Personality and Social Psychology, 77, 1026–1040.
140.
El AkremiA.VandenbergheC.CamermanJ. (2010). The role of justice and social exchange relationships in workplace deviance: Test of a mediated model. Human Relations, 63, 1687–1717. doi:10.1177/0018726710364163
141.
EllisB. A. (2005). Employees’ reaction to the introduction of enterprise resource planning system(Unpublished doctoral dissertation). Regent University, Virginia Beach, VA.
142.
ErdoganB.KraimerM. L.LidenR. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support. Personnel Psychology, 57, 305–332.
143.
ErdwinsC. J.BuffardiL. C.CasperW. J.O’BrienA. S. (2001). The relationship of women’s role strain to social support, role satisfaction, and self-efficacy. Family Relations, 50, 230–238.
144.
EricksonR. A. (2007). Here today but what about tomorrow? Reducing the attrition of downsizing survivors by increasing their organizational commitment(Unpublished doctoral dissertation). Northwestern University, Evanston, IL.
145.
FarhJ. L.HackettR. D.LiangJ. (2007). Individual-level cultural values as moderators of perceived organizational support–employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50, 715–729.
146.
FarrellM. A.OczkowskiE. (2009). Service worker customer orientation, organisation/job fit and perceived organisational support. Journal of Strategic Marketing, 17, 149–167. doi:10.1080/09652540902879276
147.
FauszA. T. (1995). Factors related to supervisory ratings of employees’ customer service orientation (Unpublished doctoral dissertation). University of Tennessee, Knoxville.
148.
FengW. C.AngelineT. (2010). Turnover intention and job hopping behaviour of music teachers in Malaysia. African Journal of Business Management, 4, 425–434.
149.
FerresN.ConnellJ.TravaglioneA. (2004). Co-worker trust as a social catalyst for constructive employee attitudes. Journal of Managerial Psychology, 19, 608–622.
150.
FerresN.ConnellJ.TravaglioneA. (2005). The effect of future redeployment on organizational trust. Strategic Change, 14, 77–91.
151.
FilipovaA. A. (2008). Perceived organizational support and ethical work climates as predictors of turnover intention of licensed nurses in skilled nursing facilities(Unpublished doctoral dissertation). Western Michigan University, Kalamazoo.
152.
FloreyA. T. (1998). Decision to make an accommodation request: Theory and evidence from the perspective of employees with disabilities(Unpublished doctoral dissertation). University of Texas Arlington.
153.
FodchukK. M. (2009). Organizational justice perceptions in China: Development of the Chinese organizational justice scale(Unpublished doctoral dissertation). Old Dominion University, Norfolk, VA.
154.
FoleyS.Hang-yueN.LoiR. (2006). How do cultural types affect work-related attitudes? The mediating role of perceived organisational support. International Journal of Employment Studies, 14, 37–62.
155.
FortunatoV. J. (2004). A comparison of the construct validity of three measures of negative affectivity. Educational and Psychological Measurement, 64, 271–289.
156.
FuF.BolanderW.JonesE. (2009). Managing the drivers of organizational commitment and salesperson effort: An application of Allen’s three-component model. Journal of Marketing Theory and Practice, 17, 335–350. doi:1880709211
157.
FullerJ. B.HesterK.BarnettT.FreyL.RelyeaC. (2006). Perceived organizational support and perceived external prestige: Predicting organizational attachment for university faculty, staff, and administrators. Journal of Social Psychology, 146, 327–347.
158.
GakovicA.TetrickL. E. (2003). Perceived organizational support and work status: A comparison of the employment relationships of part-time and full-time employees attending university classes. Journal of Organizational Behavior, 24, 649–666.
159.
GandolfoC. J. (2006). The role of leader member exchange theory and multi-rater feedback on evaluating the performance appraisal process(Unpublished doctoral dissertation). Southern Illinois University at Carbondale.
160.
GaronzikR. (1993). A multivariate study of expatriate managerial performance: The effects of organizational, environmental, and personal factors(Unpublished doctoral dissertation). Boston University, Boston, MA.
161.
GautamT.van DickR.WagnerU. (2001). Organizational commitment in Nepalese settings. Asian Journal of Social Psychology, 4, 239–248.
162.
GavinoM. (2005). Understanding the impact of HR practices on employee attitudinal and behavioral outcomes: The role of POS(Unpublished doctoral dissertation). University of Illinois at Chicago.
163.
GibneyR.ZagenczykT. J.MastersM. F. (2009). The negative aspects of social exchange: An introduction to perceived organizational obstruction. Group & Organization Management, 34, 665–697. doi:10.1177/1059601109350987
164.
GibsonJ. L. (2006). Employees and work-life resources: Influences on attraction, spillover, and commitment(Unpublished doctoral dissertation). George Mason University, Fairfax, VA.
165.
GoeddekeF. X. (2005). Organizational trust as a mediator of individual union voting intentions in faculty union certification elections(Unpublished doctoral dissertation). University of Florida, Gainesville.
166.
GoeddekeF. X.JrKammeyer-MuellerJ. D. (2010). Perceived support in a dual organizational environment: Union participation in a university setting. Journal of Organizational Behavior, 31, 65–83. doi:10.1002/job.629
167.
GosserandR. H. (2003). An examination of individual and organizational factors relating to emotional labor(Unpublished doctoral dissertation). Louisiana State University, Baton Rouge.
168.
GriffinM. L. (2001). Job satisfaction among detention officers: Assessing the relative contribution of organizational climate variables. Journal of Criminal Justice, 29, 219–232.
169.
GriffinM. L.HepburnJ. R. (2005). Side-bets and reciprocity as determinants of organizational commitment among correctional officers. Journal of Criminal Justice, 33, 611–625.
170.
GyekyeS. A.SalminenS. (2009). Perceived organizational support: An African perspective. Journal of Applied Social Psychology, 39, 2651–2668. doi:10.1111/j.1559-1816.2009.00542.x
171.
HaarJ. M.SpellC. S. (2004). Programme knowledge and value of work-family practices and organizational commitment. International Journal of Human Resource Management, 15, 1040–1055.
172.
HamwiG. A. (2010). The mediating role of ethical decision making in the relationship between job characteristics and job outcomes: An examination of business-to-business salespeople(Unpublished doctoral dissertation). Georgia State University, Atlanta.
173.
HanniganM. A. (2003). Family supportive organization perceptions and the relationship between family-related benefits and organizational attitudes(Unpublished doctoral dissertation). Wayne State University, Detroit, MI.
174.
HarlosK. P.AxelrodL. J. (2005). Investigating hospital administrators’ experiences of workplace mistreatment. Canadian Journal of Behavioural Science, 37, 262–272.
175.
HarrisK. A. (1995). Variables related to supervisory confrontation and referral of employees to employee assistance programs(Unpublished doctoral dissertation). Wayne State University, Detroit, MI.
176.
HarrisR. B.HarrisK. J.HarveyP. (2007). A test of competing models of the relationships among perceptions of organizational politics, perceived organizational support, and individual outcomes. Journal of Social Psychology, 147, 631–655.
177.
HawkinsA. S. (2005). The relationship of perceived learning culture to perceived organizational support and affective commitment(Unpublished doctoral dissertation). Alliant International University, San Diego, CA.
178.
HawkinsW. D. (1998). Predictors of affective organizational commitment among high school principals(Unpublished doctoral dissertation). Virginia Polytechnic Institute and State University, Blacksburg.
179.
HerdaD. N. (2011). Social exchange and post-employment citizenship: Evidence from public accounting (Unpublished doctoral dissertation). University of Texas at Arlington.
180.
HochwarterW. A.WittL. A.TreadwayD. C.FerrisG. R. (2006). The interaction of social skill and organizational support on job performance. Journal of Applied Psychology, 91, 482–489.
181.
HowesJ. C.CropanzanoR.GrandeyA. A.MohlerC. J. (2000). Who is supporting whom? Quality team effectiveness and perceived organizational support. Journal of Quality Management, 5, 207–223.
182.
HuiC.LeeC.RousseauD. M. (2004). Employment relationships in China: Do workers relate to the organization or to people?Organization Science, 15, 232–240.
183.
HuiC.WongA.TjosvoldD. (2007). Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy. Journal of Occupational and Organizational Psychology, 80, 735–751.
184.
HungH.WongY. H. (2007). The relationship between employer endorsement of continuing education and training and work and study performance: A Hong Kong case study. International Journal of Training and Development, 11, 295–313.
185.
HutchisonS. (1997). A path model of perceived organizational support. Journal of Social Behavior and Personality, 12, 159–174.
186.
HutchisonS.GarstkaM. L. (1996). Sources of perceived organizational support: Goal setting and feedback. Journal of Applied Social Psychology, 26, 1351–1366.
187.
HutchisonS.ValentinoK. E.KirknerS. L. (1998). What works for the gander does not work as well for the goose: The effects of leader behavior. Journal of Applied Social Psychology, 28, 171–182.
188.
HylandM. M. (1999). Flexibility in work arrangements: How availability, preferences and use affect business outcomes(Unpublished doctoral dissertation). Rutgers, State University of New Jersey–New Brunswick.
189.
JamesM. (2005). Antecedents and consequences of cynicism in organizations: An examination of the potential positive and negative effects on school systems(Unpublished doctoral dissertation). Florida State University, Tallahassee.
190.
JawaharI. M.CarrD. (2007). Conscientiousness and contextual performance: The compensatory effects of perceived organizational support and leader-member exchange. Journal of Managerial Psychology, 22, 330–349.
191.
JeffersonD. J. (1990). Commitment to work and the organization: The role of social exchange theory(Unpublished doctoral dissertation). University of Delaware, Newark.
192.
Jing-zhouP.Wen-xiaZ. (2011). Under dual perspective of work exchange and social exchange. Nankai Business Review International, 2, 402–417. doi:2485733031
193.
Jing-zhouP.Xiao-xueZ.Xia-qingZ. (2010). The role of leadership between the employees and the organization: A bridge or a ravine? An empirical study from China. Journal of Management & Marketing Research, 5, 51–14.
194.
JohansonM. M.ChoS. (2009). Uncovering the link between organizational behaviors and employment status in the U.S. hotel industry. Journal of Human Resources in Hospitality & Tourism, 8, 184–198.
195.
JonesB.FlynnD. M.KellowayE. K. (1995). Perception of support from the organization in relation to work stress, satisfaction, and commitment. In SaunterS. L.MurphyL. R. (Eds.), Organizational risk factors for job stress (pp. 41–52). Washington, DC: American Psychological Association.
196.
JunakJ. A. (2007). Effects of perceived organizational support on turnover intention through job satisfaction and organizational commitment(Unpublished master’s thesis). Roosevelt University, Chicago, IL.
197.
JungH. H. (2003). An international study of organizational change: A simultaneous analysis of process, context, and individual attributes(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
198.
KangB.TwiggN. W.HertzmanJ. (2009). An examination of social support and social identity factors and their relationship to certified chefs’ burnout. International Journal of Hospitality Management, 29, 168–176. doi:10.1016/j.ijhm.2009.08.004
199.
KeetonK. E. (2008). An extension of the UTAUT model: How organizational factors and individual differences influence technology acceptance(Unpublished doctoral dissertation). University of Houston, Houston, TX.
200.
KehrliS. E. (2008). Repatriates’ organizational commitment and turnover intentions in relation to availability of HR practices and perceptions of organizational and supervisory support(Unpublished doctoral dissertation). Alliant International University, San Diego, CA.
201.
KeoughS. M. (2006). A social exchange perspective of intention to quit(Unpublished doctoral dissertation). Mississippi State University, Starkville.
202.
KernanM. C.WatsonS.ChenF. F.KimT. G. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management, 18, 464–484. doi:10.1108/13527601111179528
203.
KerrV. O. (2005). Influence of perceived organizational support, organizational commitment, and professional commitment on turnover intentions of healthcare professionals in Jamaica(Unpublished doctoral dissertation). Nova Southeastern University, Fort Lauderdale.
204.
KhazanchiS. (2005). A “social exchange” model of creativity(Unpublished doctoral dissertation). University of Cincinnati, Cincinnati, OH.
205.
KhurramS. (2009). Perceived organizational support, antecedents and consequences: Proposing and testing a model in a public sector university of Pakistan. South Asian Journal of Management, 16, 7–26.
206.
KimJ.CunninghamG. B. (2005). Moderating effects of organizational support on the relationship between work experiences and job satisfaction among university coaches. International Journal of Sport Psychology, 36, 50–64.
207.
KimW. G.LeongJ. K.LeeY. K. (2005). Effect of service orientation on job satisfaction, organizational commitment, and intention of leaving in a casual dining chain restaurant. International Journal of Hospitality Management, 24, 171–193.
208.
KirshM. C. (2011). Job satisfaction and intention to quit: A study of health care employees(Unpublished master’s thesis). Northern Illinois University, DeKalb.
209.
KittredgeA. A. (2010). Predicting work and organizational engagement with work and personal factors(Unpublished master’s thesis). San Jose State University, San Jose, CA.
210.
KlammerJ. D. (1997). Speaking up in the workplace: Modeling the implications of procedural justice, perceived organizational support, being heard, and tokenism in the relationship between voice and civic virtue(Unpublished doctoral dissertation). University of Calgary, Calgary, Canada.
211.
KoenigL. D. (1992). Perceived organizational support and employee commitment, work effort, and turnover intent(Unpublished doctoral dissertation). California State University, Long Beach.
212.
KoganL. (2004). Mediating effects of affective commitment and perceived organizational support on the relationship between procedural justice and organizational citizenship behavior(Unpublished doctoral dissertation). Alliant International University, San Diego, CA.
213.
KonikJ. A. (2005). Harassment as a system for policing traditional gender norms in the workplace: The structure and process of sexual harassment and heterosexist harassment(Unpublished doctoral dissertation). University of Michigan, Ann Arbor.
214.
KraimerM. L. (1999). Expatriate adjustment: Integrating the stress management and sensemaking perspectives(Unpublished doctoral dissertation). University of Illinois at Chicago.
215.
KuvaasB. (2008). An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes. Journal of Management Studies, 45, 1–25.
216.
Kyei-PokuI. A. (2009). Toward a better understanding of fairness in the workplace: The role of psychological uncertainty and burnout(Unpublished doctoral dissertation). University of Western Ontario, London, Canada.
217.
LaddD.HenryR. A. (2000). Helping coworkers and helping the organization: The role of support perceptions, exchange ideology, and conscientiousness. Journal of Applied Social Psychology, 30, 2028–2049.
218.
LadeboO. (2004). Employees’ personal motives for engaging in citizenship behavior: The case of workers in Nigeria’s agriculture industry. Current Research in Social Psychology, 9, no pagination specified.
219.
LadeboO. J. (2009). Emotional exhaustion and strain reactions: Perceived organisational support as a moderator. South African Journal of Psychology, 39, 46–58.
220.
LadeboO. J.AbubakarB. Z.AdamuC. O. (2011). Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator. South African Journal of Industrial Psychology, 37, 89–96. doi:10.4102/sajip.v37i1.861
221.
LaMastroV. A. (1995). Factors affecting professional commitment, organizational commitment, and perceived organizational support in a sample of educators(Unpublished doctoral dissertation). University of Delaware, Newark.
222.
LapalmeM.-È.TremblayM.SimardG. (2009). The relationship between career plateauing, employee commitment and psychological distress: The role of organizational and supervisor support. The International Journal of Human Resource Management, 20, 1132–1145. doi:10.1080/09585190902850323
223.
LaschingerH. K.PurdyN.ChoJ.AlmostJ. (2006). Antecedents and consequences of nurse managers’ perceptions of organizational support. Nursing Economics, 24, 20–29.
224.
LavelleJ. J.McMahanG. C.HarrisC. M. (2009). Fairness in human resource management, social exchange relationships, and citizenship behavior: Testing linkages of the target similarity model among nurses in the United States. The International Journal of Human Resource Management, 20, 2419–2434. doi:10.1080/09585190903363748
225.
LazarovaM.CaligiuriP. (2001). Retaining repatriates: The role of organizational support practices. Journal of World Business, 36, 389–401.
226.
LeeJ.PecceiR. (2007). Perceived organizational support and affective commitment: The mediating role of organization-based self-esteem in the context of job insecurity. Journal of Organizational Behavior, 28, 661–685.
227.
LeeJ.PecceiR. (2011). Discriminant validity and interaction between perceived organizational support and perceptions of organizational politics: A temporal analysis. Journal of Occupational and Organizational Psychology, 84, 686–702. doi:10.1348/096317910X511197
228.
LeeS. (2004). Organizational commitment and job satisfaction: The effect of alternative officing strategies on teleworkers’ organizational behavior(Unpublished doctoral dissertation). Michigan State University, East Lansing.
229.
LentR. W.NotaL.SoresiS.GinevraM. C.DuffyR. D.BrownS. D. (2011). Predicting the job and life satisfaction of Italian teachers: Test of a social cognitive model. Journal of Vocational Behavior, 79, 91–97.
230.
LiP. (1999). Effects of sales force control systems on salesperson job outcomes: A psychological climate and contingency perspective(Unpublished doctoral dissertation). University of Missouri–Columbia.
231.
LiaoH.JoshiA.ChuangA. (2004). Sticking out like a sore thumb: Employee dissimilarity and deviance at work. Personnel Psychology, 57, 969–1000.
232.
LiaoH.ToyaK.LepakD. P.HongY. (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influences processes on service quality. Journal of Applied Psychology, 94, 371–391.
233.
LiaoP. (2011). Linking work-family conflict to job attitudes: The mediating role of social exchange relationships. The International Journal of Human Resource Management, 22, 2965–2980.
234.
LidenR. C.WayneS. J.KraimerM. L.SparroweR. (2003). The dual commitments of contingent workers: An examination of contingents’ commitments to the agency and the organization. Journal of Organizational Behavior, 24, 609–625.
235.
LillyJ. D.VirickM. (2006). The effect of personality on perceptions of justice. Journal of Managerial Psychology, 21, 438–458.
236.
LinJ. S.LinS. (2011). Moderating effect of organizational climate on the relationship of organizational support and service-oriented organizational citizenship behaviors. African Journal of Business Management, 5, 582–595.
237.
LiuW. (2004). Perceived organizational support: Linking human resources management practices with important work outcomes(Unpublished doctoral dissertation). University of Maryland, College Park.
238.
LiuY. W. (2009). Perceived organizational support and expatriate organizational citizenship behavior: The mediating role of affective commitment towards the parent company. Personnel Review, 38, 307–19.
239.
LoiC. H. (2006). The roles of perceived organizational support, social exchange, and economic exchange in employment relationships in China(Unpublished doctoral dissertation). Chinese University of Hong Kong.
240.
LoiR.NgoH.-Y. (2010). Mobility norms, risk aversion, and career satisfaction of Chinese employees. Asia Pacific Journal of Management, 27, 237–255. doi:10.1007/s10490-008-9119-y
241.
LoiR.Hang-YueN.FoleyS. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79, 101–120.
242.
LopezY. P. (2008). Re-defining psychological contracts: A network of relationships(Unpublished doctoral dissertation). Texas A&M University, College Station.
243.
LynchP.EisenbergerR.ArmeliS. (1999). Perceived organizational support: Inferior-versus-superior performance by wary employees. Journal of Applied Psychology, 84, 467–483.
244.
MaertzC. P.GriffethR. W.CampbellN. S.AllenD. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28, 1059–1075.
245.
MalatestaR. M. (1996). Understanding the dynamics of organizational and supervisory commitment using a social exchange framework(Unpublished doctoral dissertation). Wayne State University, Detroit, MI.
246.
MalletteC. (2005). Theoretical and nursing implications of employment patterns and social exchange theory: Impact on the individual, organization, and the profession(Unpublished doctoral dissertation). University of Toronto, Toronto, Canada.
247.
MarquardtP. A. (2002). Organizational commitment in long-term outsourcing arrangements: An investigation of a new breed of dual allegiance(Unpublished doctoral dissertation). Kansas State University, Manhattan.
248.
MartinezP. G. (2002). Paternalism in contemporary organizations: A theory and test of organizational benevolence and decision-making control(Unpublished doctoral dissertation). University of California, Irvine.
249.
MastersonS. S. (1998). A “trickle-down” model of organizational justice: Relating employee and customer perceptions of and reactions to organizational fairness(Unpublished doctoral dissertation). University of Maryland, College Park.
250.
MastersonS. S.LewisK.GoldmanB. M.TaylorM. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738–748.
251.
MatsudaY.PierceJ. L.IshikawaR. (2011). Development and validation of the Japanese version of the organization-based self-esteem scale. Journal of Occupational Health, 53, 188–196.
252.
MausethK. B. (2008). The influence of perceived organizational support and school culture on positive workplace outcomes for teachers in private schools (Unpublished doctoral dissertation). Seattle Pacific University, Seattle, WA.
253.
McCookK. D. (2002). Organizational perceptions and their relationship to job attitudes, effort, performance, and organizational citizenship behavior(Unpublished doctoral dissertation). Louisiana State University, Baton Rouge.
254.
McIntyreK. S. (2005). Understanding a climate for customer service(Unpublished doctoral dissertation). Colorado State University, Fort Collins.
255.
MeadorJ. L. (2001). Job satisfaction, perceived organizational support, and organizational commitment: Implications for teacher turnover in small rural schools(Unpublished doctoral dissertation). Stephen F. Austin University, Nacogdoches, TX.
256.
MeikleS. (2011). The physical work environment in relation to the physical and psychological symptoms of sick building syndrome(Unpublished master’s thesis). University of Waikato, Hamilton, New Zealand.
257.
MenassaJ. (2007). Valuing diversity: An examination of diversity climate, work attitudes, and employee racioethnicities(Unpublished master’s thesis). Concordia University, Irvine, CA.
258.
MesserC. O. (2006). Resistance to change in the community college: The influence of participation, open communication, perceived organizational support, and organizational commitment(Unpublished doctoral dissertation). University of Oklahoma, Norman.
259.
MiaoR.KimH. (2010). Perceived organizational support, job satisfaction and employee performance: An Chinese empirical study. Journal of Service Science & Management, 3, 257–264.
260.
MoffittK. R. (2009). Modeling the relationship between traumatic caregiver stress and job satisfaction, organizational commitment, and turnover intentions(Unpublished doctoral dissertation). University of Memphis, Memphis, TN.
261.
MoideenkuttyU. (2000). Correlates and outcomes of organizational citizenship behavior directed toward the organization, the supervisor, and co-workers: A social exchange perspective(Unpublished doctoral dissertation). Temple University, Philadelphia, PA.
262.
MoideenkuttyU.BlauG.KumarR.NalakathA. (2001). Perceived organisational support as a mediator of the relationship of perceived situational factors to affective organisational commitment. Applied Psychology: An International Review, 50, 615–634.
263.
MoormanR. H.BlakelyG. L.NiehoffB. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior?Academy of Management Journal, 41, 351–357.
264.
MowreyM. E. (1998). Inclusion, involvements, and commitment: Comparisons among full-time and part-time workers(Unpublished doctoral dissertation). University of Iowa, Iowa City.
265.
MukherjeeK. (2010). Exploring the mediating effect of perceived organizational support between organizational justice dimensions and affective commitment. Globsyn Management Journal, 4, 9–22.
266.
MuseL. A.StamperC. L. (2007). Perceived organizational support: Evidence for a mediated association with work performance. Journal of Managerial Issues, 19, 517–535.
267.
MuseL.HarrisS. G.GilesW. F.FeildH. S. (2008). Work-life benefits and positive organizational behavior: Is there a connection?Journal of Organizational Behavior, 29, 171–192.
268.
NgC.SarrisA. (2009). Distinguishing between the effect of perceived organisational support and person–organisation fit on work outcomes. Australian & New Zealand Journal of Organisational Psychology, 2, 1–9. doi:10.1375/ajop.2.1.1
269.
NguyenN. T. (2004). The consequences of spatial distance and electronic communication for teleworkers: A multi-level investigation(Unpublished doctoral dissertation). Temple University, Philadelphia, PA.
270.
NguyenV. Q. (2011). Organizational, job, and supervisory antecedents and consequence of job embeddedness: The case of Vietnam(Unpublished doctoral dissertation). Mississippi State University, Starkville.
271.
NixonA. E.YangL.-Q.SpectorP. E.ZhangX. (2011). Emotional labor in China: Do perceived organizational support and gender moderate the process?Stress and Health, 27, 289–305. doi:10.1002/smi.1359
272.
NorrisM. E. (2004). Turnover in the military: Impact of workplace stressors(Unpublished master’s thesis). Saint Mary’s University, Moraga, CA.
273.
NyeL. G.WittL. A. (1993). Dimensionality and construct-validity of the Perceptions of Organizational Politics Scale (POPS). Educational and Psychological Measurement, 53, 821–829.
274.
O’BrienK. E.AllenT. D. (2008). The relative importance of correlates of organizational citizenship behavior and counterproductive work behavior using multiple sources of data. Human Performance, 21, 62–88.
275.
O’DonohueW.DonohueR.GrimmerM. (2007). Research into the psychological contract: Two Australian perspectives. Human Resource Development International, 10, 301–318. doi:10.1080/13678860701515349
276.
PackS. M. (2005). Antecedents and consequences of perceived organizational support for NCAA athletic administrators(Unpublished doctoral dissertation). Ohio State University, Columbus.
277.
PailleP.BourdeauL.GaloisI. (2010). Support, trust, satisfaction, intent to leave and citizenship at organizational level: A social exchange approach. International Journal of Organizational Analysis, 18, 41–58.
278.
PanaccioA.VandenbergheC. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study. Journal of Vocational Behavior, 75, 224–236. doi:10.1016/j.jvb.2009.06.002
279.
PanatikS. A. B. (2010). Impact of work design on psychological work reactions and job performance among technical workers: A longitudinal study in Malaysia(Unpublished doctoral dissertation). University of Waikato, Hamilton, New Zealand.
280.
PazyA.GanzachY. (2009). Pay contingency and the effects of perceived organizational and supervisor support on performance and commitment. Journal of Management, 35, 1007–1025. doi:10.1177/0149206307312505
281.
PeelleH. E. (2007). Reciprocating perceived organizational support through citizenship behaviors. Journal of Managerial Issues, 19, 554–575.
282.
PernicaM. (2011). Organizational change and employee trust: The mediating roles of perceived organizational support and organizational justice(Unpublished master’s thesis). Carleton University,Ottawa, Canada.
283.
PerryerC.JordanC.FirnsI.TravaglioneA. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33, 911–923. doi:10.1108/01409171011070323
284.
PhillipsG. M. (2000). Perceived organizational support: An extended model of the mediating and moderating effects of self-structures(Unpublished doctoral dissertation). University of Akron, Akron, OH.
285.
PianluprasidhP. (2005). The effect of perceived organizational support and organizational commitment on organizational citizenship behavior among nurses in Thailand(Unpublished doctoral dissertation). Alliant International University, San Diego, CA.
286.
PiasentinK. A. (2007). How do employees conceptualize fit? Development of a multidimensional measure of subjective person-organization fit(Unpublished doctoral dissertation). University of Calgary, Calgary, Canada.
287.
PiercyN. F.CravensD. W.LaneN.VorhiesD. W. (2006). Driving organizational citizenship behaviors and salesperson in-role behavior performance: The role of management control and perceived organizational support. Journal of the Academy of Marketing Science, 34, 244–262.
288.
PollyL. M. (2002). Social exchange and customer service: The relationship between perceived organizational support, leader-member exchange, and customer service behavior(Unpublished doctoral dissertation). Louisiana State University, Baton Rouge.
289.
PottsL. N.ReynoldsD. (2010). The effect of supervisor-subordinate language similarity on subordinates’ perceived organizational support in the U.S. lodging industry. Journal of Human Resources in Hospitality & Tourism, 9, 92–102. doi:10.1080/15332840902942792
290.
PreharC. A. (2001). Broadening our perspective of employee-organization linkages: From organizational commitment to organizational attachment(Unpublished doctoral dissertation). Colorado State University, Fort Collins.
291.
PurangP. (2011). Organisational justice and affective commitment: The mediating role of perceived organisational support. Asian Academy of Management Journal, 16, 141–156.
292.
RandallD. M.O’DriscollM. P. (1997). Affective versus calculative commitment: Human resource implications. Journal of Social Psychology, 137, 606–617.
293.
RandallM. L.CropanzanoR.BormannC. A.BirjulinA. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior, 20, 159–174.
294.
ReevesJ. N. (2011). Engagement’s role in the job characteristics model(Unpublished doctoral dissertation). University of Houston, Houston, TX.
295.
ReidM. F.RiemenschneiderC. K.AllenM. W.ArmstrongD. J. (2008). Information technology employees in state government: A study of affective organizational commitment, job involvement, and job satisfaction. The American Review of Public Administration, 38, 41–61.
296.
ReinardyS. (2006). Beyond the games: A study of the effects of life issues and burnout on newspaper sports editors(Unpublished doctoral dissertation). University of Missouri–Columbia.
297.
ReinardyS. (2009). Beyond satisfaction: Journalists doubt career intentions as organizational support diminishes and job satisfaction declines. Atlantic Journal of Communication, 17, 126–139.
298.
Rever-MoriyamaS. D. (1996). Antecedents of organizational citizenship and job search behaviours in university professors(Unpublished master’s thesis). University of Calgary, Calgary, Canada.
299.
ReynoldsK. D. (2009). The effects of abusive supervision and social support on workplace aggression(Unpublished master’s thesis). DePaul University, Chicago, IL.
300.
RheeJ.ParkT.HwangS. H. (2011). Non-regular professionals’ dual commitment in South Korea: Antecedents and consequences. The International Journal of Human Resource Management, 22, 612–631. doi:10.1080/09585192.2011.543638
301.
RhoadesL.EisenbergerR.ArmeliS. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825–836.
302.
RichB. L.LepineJ. A.CrawfordE. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617–635.
303.
RichterL. K. (2001). Factors affecting exchange relationships among subordinates and supervisors: A study of military officers(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
304.
RiddelK. C. (2010). An analysis of factors that influence air force civil engineer company grade officer turnover intentions(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
305.
RiggleR. J. (2008). The impact of organizational climate variables of perceived organizational support, workplace isolation, and ethical climate on salesperson psychological and behavioral work outcomes(Unpublished doctoral dissertation). University of South Florida, Tampa.
306.
RistigK. (2004). Antecedents and consequences of trust within organizations(Unpublished doctoral dissertation). Louisiana Tech University, Ruston.
307.
RochS. G.ShanockL. R. (2006). Organizational justice in an exchange framework: Clarifying organizational justice distinctions. Journal of Management, 32, 299–322.
308.
RuggiereP. J. (1991). Organizational commitment in a self-managing work team environment(Unpublished doctoral dissertation). University of North Texas, Denton.
309.
RutherfordB.BolesJ. S.HamwiG. A.RutherfordL. G. (2010). Perceived organizational support and the seven facets of salesperson job satisfaction. Journal of Selling & Major Account Management, 10, 8–20.
310.
RutherfordB.ParkJ.HanS.-L. (2011). Increasing job performance and decreasing salesperson propensity to leave: An examination of an Asian sales force. Journal of Personal Selling & Sales Management, 31, 171–183. doi:10.2753/PSS0885-3134310205
311.
RutherfordM. W.HoltD. T. (2007). Corporate entrepreneurship: An empirical look at the innovativeness dimension and its antecedents. Journal of Organizational Change Management, 20, 429–446.
312.
SalimL. (2005). Organizational commitment in a health NGO in Pakistan(Unpublished doctoral dissertation). University of Toronto, Toronto, Canada.
313.
SarabiaC. L. (2002). An examination of the relationship between career development and organizational commitment from a human capital perspective(Unpublished doctoral dissertation). University of Georgia, Athens.
314.
ScherS. L. (1991). Psychologists in state psychiatric settings: Attributional style, self-efficacy, and perceived organizational support as correlated of job satisfaction and burnout(Unpublished doctoral dissertation). Hofstra University, Hempstead, NY.
315.
SelfD. R.HoltD. T.SchaningerW. S. (2005). Work-group and organizational support: A test of distinct dimensions. Journal of Occupational and Organizational Psychology, 78, 133–140.
316.
SettoonR. P.BennettN.LidenR. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219–227.
317.
ShafferM. A.HarrisonD. A.GilleyK. M.LukD. M. (2001). Struggling for balance amid turbulence on international assignments: Work-family conflict, support and commitment. Journal of Management, 27, 99–121.
318.
ShalhoopJ. H. (2003). Social-exchange as a mediator of the relationship between organizational justice and workplace outcomes(Unpublished doctoral dissertation). University of Akron, Akron, OH.
319.
ShanockL. R.EisenbergerR. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91, 689–695.
320.
ShermanM. P. (2004). Antecedents of affective commitment among subgroups of part-time workers: All part-timers are not created equal(Unpublished doctoral dissertation). Wayne State University, Detroit, MI.
321.
ShoreL. M.BarksdaleK. (1998). Examining degree of balance and level of obligation in the employment relationship: A social exchange approach. Journal of Organizational Behavior, 19, 731–744.
322.
ShoreL. M.TetrickL. E. (1991). A construct validity study of the Survey of Perceived Organizational Support. Journal of Applied Psychology, 76, 637–643.
323.
ShoreL. M.WayneS. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78, 774–780.
324.
ShoreL. M.TetrickL. E.LynchP.BarksdaleK. (2006). Social and economic exchange: Construct development and validation. Journal of Applied Social Psychology, 36, 837–867.
325.
ShowailS. J. (2007). Foreign workers in Saudi Arabia and their sources of adjustment: The role of supervisor and spouse report(Unpublished doctoral dissertation). Washington University in St. Louis, St. Louis, MO.
326.
Slan JerusalimR. S. (2009). The impact of succession management systems on manager attitudes and organizational outcomes(Unpublished doctoral dissertation). University of Guelph, Guelph, Canada.
327.
SmithM. A. (2002). Reciprocity and social exchange relationships in organizations: Examining why and how individuals contribute to organizational social capital(Unpublished doctoral dissertation). University of Pittsburgh, Pittsburgh, PA.
328.
SnapeE.RedmanT. (2010). HRM practices, organizational citizenship behaviour, and performance: A multi-level analysis. Journal of Management Studies, 47, 1219–1247.
329.
SpitzmüllerC.GlennD. M.BarrC. D.RogelbergS. G.DanielP. (2006). “If you treat me right, I reciprocate”: Examining the role of exchange in organizational survey response. Journal of Organizational Behavior, 27, 19–35.
330.
StamperC. L.JohlkeM. C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of Management, 29, 569–588.
331.
StinglhamberF.VandenbergheC. (2003). Organizations and supervisors as sources of support and targets of commitment. Journal of Organizational Behavior, 24, 251–270.
332.
StinglhamberF.De CremerD.MerckenL. (2006). Perceived support as a mediator of the relationship between justice and trust: A multiple foci approach. Group and Organization Management, 31, 442–468.
333.
StrümpferD. W.HardyA.de VilliersJ. S.RigbyS. (2009). Organisationally relevant variables and Keyes’s mental health continuum scales: An exploratory study. South African Journal of Industrial Psychology, 35, 165–171.
334.
StupR. E. (2006). Human resource management, organizational commitment, and perceived organizational support in dairy farm businesses(Unpublished doctoral dissertation). Pennsylvania State University, University Park.
335.
SuazoM. M. (2003). An examination of antecedents and consequences of psychological contract breach(Unpublished doctoral dissertation). University of Kansas, Manhattan.
336.
SuazoM. M. (2009). The mediating role of psychological violation on the relations between psychological contract breach and work-related attitudes and behaviors. Journal of Managerial Psychology, 24, 136–60.
337.
SucharskiI. L. (2007). Influencing employees’ generalization of support and commitment from supervisor to organization (Unpublished doctoral dissertation). University of Delaware, Newark.
338.
SuckowK. J. (1999). The effects of dual employment on temporary employees(Unpublished doctoral dissertation). Purdue University, West Lafayette, IN.
339.
SungE. C. (1999). Effects of an ergonomic intervention on psychosocial outcomes(Unpublished master’s thesis). San Jose State University, San Jose, CA.
340.
SusaA. M. (2003). Humor type, organizational climate, and outcomes: The shortest distance between an organization’s environment and the bottom line is laughter(Unpublished doctoral dissertation). University of Nebraska–Lincoln.
341.
SusskindA. M.BorchgrevinkC. P.KacmarK. M.BrymerR. A. (2000). Customer service employees’ behavioral intentions and attitudes: An examination of construct validity and a path model. International Journal of Hospitality Management, 19, 53–77.
342.
TanF. M. (2008). Organisational support as the mediator of career-related HRM practices and affective commitment: Evidence from knowledge workers in Malaysia. Research and Practice in Human Resource Management, 16, 8–24.
343.
TaverasL. E. (2000). The effects of telecommuting on attitudinal and behavioral characteristics of organizational culture(Unpublished doctoral dissertation). University of Sarasota, Sarasota, FL.
344.
TekleabA. G.ChiaburuD. S. (2011). Social exchange: Empirical examination of form and focus. Journal of Business Research, 64, 460–466. doi:10.1016/j.jbusres.2010.03.005
345.
TekleabA. G.TakeuchiR.TaylorM. S. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. Academy of Management Journal, 48, 146–157.
346.
TolentinoA. L. (2009). Are all good soldiers created equal? Examining the “why” that underlies organizational citizenship behavior: The development of an OCB motives scale(Unpublished doctoral dissertation). University of South Florida, Tampa.
347.
TortellaJ. A. (2009). Operations tempo and turnover intentions: An exploratory study of the Air Force’s explosive ordnance disposal (EOD) career field and development of the Air Force civil engineer retention questionnaire(Unpublished master’s thesis). Air Force Institute of Technology, Wright-Patterson AFB, OH.
348.
TourangeauA.CranleyL.Spence LaschingerH. K.PachisJ. (2010). Relationships among leadership practices, work environments, staff communication and outcomes in long-term care. Journal of Nursing Management, 18, 1060–1072. doi:10.1111/j.1365-2834.2010.011125.x
349.
TreadwayD. C.HochwarterW. A.FerrisG. R.KacmarC. J.DouglasC.AmmeterA. P.BuckleyM. R. (2004). Leader political skill and employee reactions. Leadership Quarterly, 15, 493–513.
350.
TumwesigyeG. (2010). The relationship between perceived organizational support and turnover intentions in a developing country: The mediating role of organizational commitment. African Journal of Business Management, 46, 942–952.
351.
Uhl-BienM.MaslynJ. M. (2003). Reciprocity in manager-subordinate relationships: Components, configurations, and outcomes. Journal of Management, 29, 511–532.
352.
ValentineS.GrellerM. M.RichtermeyerS. B. (2006). Employee job response as a function of ethical context and perceived organizational support. Journal of Business Research, 59, 582–588.
353.
ValentinoK. E. M. (1995). The effects of leadership style and behavior on perceived organizational support and organizational commitment(Unpublished master’s thesis). California State University, Long Beach.
354.
van DamK. (2004). Antecedents and consequences of employability orientation. European Journal of Work and Organizational Psychology, 13, 29–51.
355.
Van KnippenbergD.SleebosE. (2006). Organizational identification versus organizational commitment: Self-definition, social exchange, and job attitudes. Journal of Organizational Behavior, 27, 571–584.
356.
VandenbergheC.PeiroJ. (1999). Organizational and individual values: Their main and combined effects on work attitudes and perceptions. European Journal of Work & Organizational Psychology, 8, 569–581.
357.
VandenbergheC.BenteinK.StinglhamberF. (2004). Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 64, 47–71.
358.
VandenbergheC.BenteinK.MichonR.ChebatJ-C.TremblayM.FilsJ-F. (2007). An examination of the role of perceived support and employee commitment in employee-customer encounters. Journal of Applied Psychology, 92, 1177–1187.
359.
VenkatachalamM. (1995). Personal hardiness and perceived organizational support as links in the role stress-outcome relationship: A person-environment fit model(Unpublished doctoral dissertation). University of Alabama, Tuscaloosa.
360.
VillanuevaD.DjurkovicN. (2009). Occupational stress and intention to leave among employees in small and medium enterprises. International Journal of Stress Management, 16, 124–137.
361.
WahabE. (2010, June). The moderating role of power distance on the relationship between perceived organizational support and organizational commitment. Paper presented at the 5th National Human Resource Management Conference, Kuala Terengganu, Malaysia.
362.
WangG.LeeP. D. (2009). Psychological empowerment and job satisfaction. Group & Organizational Management, 34, 271–296. doi:10.1177/105901108330089.
363.
WangG.LiuD.WangX. (2011). Effects of perceived organizational support and Guanxi on salesperson performance: The mediation of customer need knowledge. Frontiers of Business Research in China, 5, 422–435. Doi:10.1007/s11782-011-0138-z.
364.
WangM-L. (2009a). What makes a good citizen in service settings?The Service Industries Journal, 29, 621–634.
365.
WangM.TakeuchiR. (2007). The role of goal orientation during expatriation: A cross-sectional and longitudinal investigation. Journal of Applied Psychology, 92, 1437–1445.
366.
WattJ. D.HargisM. B. (2010). Boredom proneness: Its relationship with subjective underemployment, perceived organizational support, and job performance. Journal of Business and Psychology, 25, 163–174. doi:10:1007/s10869-009-9138-9
367.
WaulA. R. (2007). An empirical study of leader member exchange (LMX) on consultants’ attitudes and behaviors towards their parent organization(Unpublished doctoral dissertation). Touro University International, Cypress, CA.
368.
WayneS. J.ShoreL. M.LidenR. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82–111.
369.
WayneS. J.ShoreL. M.BommerW. H.TetrickL. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87, 590–598.
370.
WebsterJ. R.AdamsG. A. (2010). Organizational support and contract fulfillment as moderators of the relationship between preferred work status and performance. Journal of Business and Psychology, 25, 131–138. doi:10.1007/s10869-009-9135-z.
371.
WelchansT. D. (1996). The effects of telecommuting and communication media on perceived value congruence, organizational support and job satisfaction(Unpublished doctoral dissertation). Ohio State University, Columbus.
372.
WettlauferA. (2009). Determinants and moderators of burnout and job satisfaction among managers of volunteers in the community support sector(Unpublished master’s thesis). University of Guelph, Guelph, Canada.
373.
WilliamsM. L.BrowerH. H.FordL. R.WilliamsL. J.CarraherS. M. (2008). A comprehensive model and measure of compensation satisfaction. Journal of Occupational and Organizational Psychology, 81, 639–668.
374.
WilsonK. T. (2007). Technology usefulness and impact on school foodservice employees’ perceptions of organizational support(Unpublished doctoral dissertation). Iowa State University, Ames.
375.
WilsonM. G.DejoyD. M.VandenbergR. J.RichardsonH. A.McGrathA. L. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and Organizational Psychology, 77, 565–588.
376.
WittL. A. (1992). Exchange ideology as a moderator of the relationships between importance of participation in decision making and job attitudes. Human Relations, 45, 73–85.
377.
WittL. A. (1994). Perceptions of organizational support and affectivity as predictors of job satisfaction(DOT/FAA/AM-94-2). Washington, DC: Office of Aviation Medicine.
378.
WittL. A.CarlsonD. S. (2006). The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support. Journal of Occupational Health Psychology, 11, 343–357.
379.
WittL. A.NyeL. G. (1992). Organizational goal congruence and job attitudes revisited(FAA-AM Publication No. 92-8, pp. 92-98). Washington, DC: Federal Aviation Administration, Office of Aviation Medicine.
380.
WoodcockC. (2010). Transformational leadership and employee commitment: The moderating role of perceived organizational support and individual level collectivism/individualism(Unpublished master’s thesis). Northern Illinois University, DeKalb.
381.
WoodwardC. (2006). Correlates of re-enlistment intentions among army national guard members(Unpublished doctoral dissertation). San Jose State University, San Jose, CA.
382.
WorleyJ. A.FuquaD. R.HellmanC. M. (2009). The survey of perceived organisational support: Which measure should we use?South African Journal of Industrial Psychology, 35, 112–116. doi:10.4102/sajip.v35i1.754
383.
YoonJ.ThyeS. R. (2002). A dual process model of organizational commitment: Job satisfaction and organizational support. Work and Occupations, 29, 97–124.
384.
YoshimuraK. E. (2003). Employee traits, perceived organizational support, supervisory communication, affective commitment, and intent to leave: Group differences(Unpublished doctoral dissertation). North Carolina State University, Raleigh.
