Explaining task performance and creativity from perceived organizational support theory: Which mechanisms are more important?
同时检验组织支持感理论中的三种机制（义务感、群体认同、结果期望）对员工任务绩效和创造力的相对解释力，发现义务感更能预测任务绩效，而认同和期望更能预测创造力。
Summary Perceived organizational support (POS) theory specifies three mechanisms—felt obligation, group identification, and outcome expectancy—to explain the effects of organizational support on employee work outcomes. These mechanisms have usually been examined in isolation so that it is not possible to assess their relative explanatory power. The present study aims to remedy this problem by examining the three mechanisms simultaneously using structural equation modeling. On the basis of a sample of 206 bank employees in China, we focus on two types of employee performance—task performance and creativity—as dependent variables. Drawing on self‐determination theory and characteristics of the research context, we propose that task performance is more strongly predicted by felt obligation than by the other two mechanisms, whereas identification and expectancy more strongly predict creativity than felt obligation. We conclude by discussing our contribution to POS and creativity research, and highlight some important implications of our findings. Copyright © 2012 John Wiley & Sons, Ltd.