ABSTRACT. Over the past decade, there has been increasing evidence describing the function of perceived organizational support (POS) in employee–organization connections, the links between POS and work engagement, and the correlations between POS and job performance. In this paper I am particularly interested in exploring the impact of POS on employees’ proactive conduct directed towards the entity, POS as the forward planner of employees’ proactive conducts, the mechanisms that drive employees who undergo abusive supervision to involve in adverse or ineffective conducts particularly directed against the organization, and the collaborative impacts of organizational commitment and POS.
JEL codes: D23; D73; L25; P17; J21, M51

Keywords: perceived organizational support; commitment; job performance

How to cite: Nica, Elvira (2016), “The Effect of Perceived Organizational Support on Organizational Commitment and Employee Performance,” Journal of Self-Governance and Management Economics 4(4): 34–40.

Received 9 September 2015 • Received in revised form 28 February 2016
Accepted 1 March 2016 • Available online 17 March 2016


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Center for Human Resources and Labor Studies
at AAER, New York;
Bucharest University of Economic Studies

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