THE EFFECTS OF ORGANIZATIONAL REWARDS, PERCEIVED SUPERVISOR SUPPORT, AND PROCEDURAL FAIRNESS ON EMPLOYEE ATTITUDES AND CUSTOMER SERVICE OUTCOMES

Performance;Employee attitudes;Organizational behavior

Hinschberger, Michael D.Subramony, Mahesh ;

University of Wisconsin

关键词: Performance;    Employee attitudes;    Organizational behavior;   

Others  :  https://minds.wisconsin.edu/bitstream/handle/1793/46803/M%20Hinschberger%20Thesis.pdf?sequence=1&isAllowed=y

瑞士|英语

来源: University of Wisconsin

【 摘 要 】

According to organizational support theory, employees develop global beliefsregarding the degree to which their organization cares for their personal well-being andvalues their contributions toward goals and objectives. As a result, due to the norm ofreciprocity, this perceived organizational support leads employees to feel an obligation toexhibit attitudes and behaviors that will benefit the organization. The following studyexplored the mediating effect of perceived organizational support on the relationshipbetween three known antecedents (procedural fairness, perceived supervisor support, andorganizational rewards) and employee attitudes; and the effect of employee attitudes onservice performance.Results are consistent with organizational support theory in that favorableperceptions of perceived organizational support lead employees to exhibit favorableattitudes and behaviors such as commitment to the organization and organizationalcitizenship behaviors. Contrary to previous research, organizational rewards were notfound to significantly predict perceived organizational support. The present study hascontributed to organizational support theory by utilizing a matched sample design whichallowed examination of relationships at the individual level.