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Author: Zerin Dong

Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

This paper aims to examine the temporal relationship between management communication and perceived organizational support, and its consequences for performance.   Keyword: POS (perceived organizational support) – the degree to which employees believe that their organization values their contributions and cares about their well-being and fulfills socioemotional needs.   Who conducted the study? Dr. Robert Eisenberger is a professor in the Psychology Department and Bauer School of Business at the University of Houston. Dr. Eisenberger’s research interests are focused on…

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Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study                                   Who conducted the study?   Lotta K. Harju, Jari J. Hakanen, and Wilmar B. Schaufeli Lotta K. Harju currently works as a researcher at Finnish Institute of Occupational Health (Helsinki, Finland). Lotta K. Harju is a Ph.D. candidate at Aalto University School of Science and Technology. Dr. Hakanen is a research professor at Finnish Institute of Occupational Health (Helsinki, Finland). Dr. Schaufeli is a…

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Resources for change and the importance of organizational inducements and psychological resilience

Resources for change and the importance of organizational inducements and psychological resilience

The research paper aimed to test employee attitudes toward organizational change as a consequence of organizational inducements and employee psychological resilience. Who conducted the study? Jiseon Shin, M.Susan Taylor and Myeong-Gu Seo, Global Business Administration Department at the University of Maryland, College Park. What did they find? The authors found that the organizational inducements and resilience are two main factors that positively affect employees’ commitment to change (two types: normative and affective commitment). These two types of commitment to change…

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