The Relationship Between Perceived Organizational Support and Affective Commitment
研究从社会认同视角出发，发现组织认同部分中介了感知组织支持对情感承诺的影响，且组织声望调节了前两者关系；情感承诺又中介了组织认同对额外角色绩效的影响。
The present research examines how the social identity perspective contributes to a better understanding of the relationships between perceived organizational support, affective commitment, and employees’ performance at work. Using a sample of 253 employees from an engineering company, Study 1 found that organizational identification partially mediates the relationship between perceived organizational support and affective commitment. The results of Study 1 also indicated that the relationship between perceived organizational support and organizational identification is moderated by organizational prestige. In Study 2, using a sample of 179 postal employees, the authors replicated the mediating role of organizational identification in the relationship between perceived organizational support and affective commitment and found that affective commitment mediates the relationship between organizational identification and supervisor’s ratings of extra-role performance.