Pay Contingency and the Effects of Perceived Organizational and Supervisor Support on Performance and Commitment

被引：52

作者：

Pazy, Asya ^{[1
]}

Ganzach, Yoav ^{[1
]}

机构：

[1] Tel Aviv Univ, Leon Recanati Grad Sch Business Adm, IL-69978 Tel Aviv, Israel

来源：

JOURNAL OF MANAGEMENT | 2009年 / 35卷 / 04期

关键词：

perceived organizational support; pay contingency; perceived supervisor support; performance; commitment; social exchange; LEADER-MEMBER EXCHANGE; SOCIAL-EXCHANGE; JOB-PERFORMANCE; WORK ATTITUDES; IN-ROLE; RECIPROCATION; CITIZENSHIP; SATISFACTION; PREDICTORS; VALIDITY;

D O I：

10.1177/0149206307312505

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

Applying asocial exchange perspective, three studies examine how the effects of perceived organizational support (POS) and perceived supervisor support (PSS) on performance and commitment are constrained by pay contingency study, I shows a negative interaction between POS and pay contingency and a positive interaction between PSS and pay contingency in their effects on performance and nonsignificant interactions regarding commitment. In Studies 2 and 3, which were conducted in high pay contingency field settings, performance was affected by PSS but not by POS, whereas commitment was affected by POS but not by PSS. Implications these moderation effects art, discussed.

引用

页码：1007 / 1025

页数：19

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