The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange
成果类型：
Article
署名作者：
Wayne, SJ; Shore, LM; Bommer, WH; Tetrick, LE
署名单位：
University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Houston System; University of Houston; University System of Georgia; Georgia State University; University System of Georgia; Georgia State University; University System of Georgia; Georgia State University
刊物名称：
JOURNAL OF APPLIED PSYCHOLOGY
ISSN/ISSBN：
0021-9010
DOI：
10.1037//0021-9010.87.3.590
发表日期：
2002
页码：
590-598
关键词：
摘要：
This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and contingent rewards) and punishment behavior would be important antecedents. Results based on a sample of 211 employee-supervisor dyads indicated that organizational justice, inclusion, and recognition were related to POS and contingent rewards were related to LMX. In terms of consequences, POS was related to employee commitment and organizational citizenship behavior, whereas LMX predicted performance ratings.
来源URL：