IDEAS home Printed from https://ideas.repec.org/a/eee/eurman/v32y2014i3p406-412.html
   My bibliography  Save this article

Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator

Author

Listed:
  • Shen, Yimo
  • Jackson, Todd
  • Ding, Cody
  • Yuan, Denghua
  • Zhao, Lei
  • Dou, Yunlai
  • Zhang, Qinglin

Abstract

Perceived organizational support (POS) is viewed as an important explanatory framework for understanding the relationship between employees and the workplace, and is regarded by some researchers as central in understanding job-related attitudes and behaviors of employees. However, less research has taken into account the role of organizational identification, which reflects how individuals define the self with respect to their organization, as a potential influence on such relationships. Drawing on a cross-organizational sample of 238 subordinate-supervisor dyads from the People’s Republic of China, we examined whether organizational identification mediates the effect of perceived organizational support (POS) on work outcomes including turnover intentions, work performance, and organizational citizenship behavior (OCB). Results from the current study showed that organizational identification fully mediates the relation of POS to OCB-directed to individuals, and partially mediates relations between POS and other work outcomes (turnover intention, work performance, OCB-directed to organization). Implications for management theory and practice are discussed.

Suggested Citation

  • Shen, Yimo & Jackson, Todd & Ding, Cody & Yuan, Denghua & Zhao, Lei & Dou, Yunlai & Zhang, Qinglin, 2014. "Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator," European Management Journal, Elsevier, vol. 32(3), pages 406-412.
  • Handle: RePEc:eee:eurman:v:32:y:2014:i:3:p:406-412
    DOI: 10.1016/j.emj.2013.08.004
    as

    Download full text from publisher

    File URL: http://www.sciencedirect.com/science/article/pii/S0263237313001102
    Download Restriction: Full text for ScienceDirect subscribers only

    As the access to this document is restricted, you may want to search for a different version of it.

    References listed on IDEAS

    as
    1. Tyler, Tom R. & Blader, Steven L., 2002. "Autonomous vs. comparative status: Must we be better than others to feel good about ourselves?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 89(1), pages 813-838, September.
    2. Riggle, Robert J. & Edmondson, Diane R. & Hansen, John D., 2009. "A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research," Journal of Business Research, Elsevier, vol. 62(10), pages 1027-1030, October.
    3. van Knippenberg, D.L. & van Dick, R. & Tavares, S., 2005. "Social Identity and Social Exchange: Identification, Support, and Withdrawal from the Job," ERIM Report Series Research in Management ERS-2005-093-ORG, Erasmus Research Institute of Management (ERIM), ERIM is the joint research institute of the Rotterdam School of Management, Erasmus University and the Erasmus School of Economics (ESE) at Erasmus University Rotterdam.
    Full references (including those not matched with items on IDEAS)

    Citations

    Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
    as


    Cited by:

    1. Agarwal, Upasna A. & Gupta, Vishal, 2015. "Examination of a Moderated-Mediation Model Linking Perceived Organizational Support, Affective Commitment, Organizational Citizenship Behavior and Work Engagement: A Study of Nurses in the Indian Cont," IIMA Working Papers WP2015-03-05, Indian Institute of Management Ahmedabad, Research and Publication Department.
    2. Manish Kumar & Hemang Jauhari, 2015. "Satisfaction Of Learning, Performance, And Relatedness Needs At Work And Employees' Organizational Identification," Working papers 166, Indian Institute of Management Kozhikode.

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:eee:eurman:v:32:y:2014:i:3:p:406-412. See general information about how to correct material in RePEc.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Haili He). General contact details of provider: http://www.elsevier.com/wps/find/journaldescription.cws_home/115/description#description .

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service hosted by the Research Division of the Federal Reserve Bank of St. Louis . RePEc uses bibliographic data supplied by the respective publishers.