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Perceived organizational support: Ov...

Eder, Paul.

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Perceived organizational support: Overcoming work group deviance.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Perceived organizational support: Overcoming work group deviance./
作者:	Eder, Paul.
面頁冊數:	34 p.
附註:	Source: Masters Abstracts International, Volume: 44-03, page: 1529.
Contained By:	Masters Abstracts International44-03.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1430766
ISBN:	9780542458408

Perceived organizational support: Overcoming work group deviance.
Eder, Paul.

Perceived organizational support: Overcoming work group deviance. - 34 p.

Source: Masters Abstracts International, Volume: 44-03, page: 1529.

Thesis (M.A.)--University of Delaware, 2006.

Previous research has shown that when employees' coworkers increasingly participate in actions harmful to the organization's productivity (workplace deviance), individual employees are more likely to engage in deviant behavior (Blau, 1995; Robinson & O'Leary-Kelly. 1998). In the current studies, I examined how this relationship was influenced by perceived organizational support (POS). I examined tardiness among 23 work groups in a manufacturing organization (Study 1) and supervisor-rated production deviance among 94 work groups in a retail sales organization (Study 2). In Study 1, employees with low POS, but not high POS, showed an incremental relationship between their work group's tardiness and their own tardiness. In Study 2, individuals with high POS showed a reduced relationship between work group production deviance and individual production deviance.

ISBN: 9780542458408Subjects--Topical Terms:

520063
Psychology, Industrial.

Perceived organizational support: Overcoming work group deviance.
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245 1 0 $a Perceived organizational support: Overcoming work group deviance.
300 $a 34 p.
500 $a Source: Masters Abstracts International, Volume: 44-03, page: 1529.
500 $a Adviser: Robert Eisenberger.
502 $a Thesis (M.A.)--University of Delaware, 2006.
520 $a Previous research has shown that when employees' coworkers increasingly participate in actions harmful to the organization's productivity (workplace deviance), individual employees are more likely to engage in deviant behavior (Blau, 1995; Robinson & O'Leary-Kelly. 1998). In the current studies, I examined how this relationship was influenced by perceived organizational support (POS). I examined tardiness among 23 work groups in a manufacturing organization (Study 1) and supervisor-rated production deviance among 94 work groups in a retail sales organization (Study 2). In Study 1, employees with low POS, but not high POS, showed an incremental relationship between their work group's tardiness and their own tardiness. In Study 2, individuals with high POS showed a reduced relationship between work group production deviance and individual production deviance.
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650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
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710 2 0 $a University of Delaware. $3 1017826
773 0 $t Masters Abstracts International $g 44-03.
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