Citation map · Study

SZodixStudyAcademic Library

Shelves Open access

Study · an open academic library·Metadata from OpenAlex (CC0)·Shelves·OpenAlex metadata, de-duplicated

The interactive effects of procedural justice and exchange ideology on supervisor‐rated commitment

16 references·16 citing·26 second hopsampled

FromToDepth

this work references cited by second hop· second hop is a sample of the most-cited connections

References

2017Exchange and Power in Social Life15,909 cited
1965Exchange and Power in Social Life.13,624 cited
1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
1991A three-component conceptualization of organizational commitment11,041 cited
1979The measurement of organizational commitment8,817 cited
1986Perceived organizational support.7,053 cited
1993Handbook of industrial and organizational psychology5,339 cited
2017Perceived Organizational Support4,398 cited
1991Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?3,420 cited
1990Perceived organizational support and employee diligence, commitment, and innovation.3,064 cited
1992A Relational Model of Authority in Groups2,977 cited
1999The corrosion of character: the personal consequences of work in the new capitalism2,539 cited
2000The Corrosion of Character: The Personal Consequences of Work in the New Capitalism2,351 cited
1994CITIZENSHIP BEHAVIOR AND SOCIAL EXCHANGE.1,926 cited
1996Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity.

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

1,896 cited

1993Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support.1,430 cited

Cited by

2003Becoming an undercover police officer: a note on fairness perceptions, behavior, and attitudes114 cited
2005Human resource management practices and affective organizational commitment: A comparison of Chinese employees in a state-owned enterprise and a joint venture98 cited
2011Social influence of a coworker: A test of the effect of employee and coworker exchange ideologies on employees’ exchange qualities95 cited
2019Role of employee felt obligation and endorsement of the just world hypothesis: A social exchange theory investigation in an organizational justice context81 cited
2015Reciprocation wary employees discount psychological contract fulfillment79 cited
2003The interactive effects of organizational politics and exchange ideology on manager ratings of retention77 cited
2014Perceived organizational support and organizational identification: joint moderating effects of employee exchange ideology and employee investment72 cited
2020Do HRM systems impose restrictions on employee quality of life? Evidence from a sustainable HRM perspective69 cited
2011The effects of trust in organisation and perceived organisational support on organisational citizenship behaviour: a test of three competing models65 cited
2020Does organizational inducement foster work engagement in hospitality industry? Perspectives from a moderated mediation model55 cited
2015The moderating effect of leadership on perceived organizational justice and affective commitment: a study in China49 cited
2008An integrative model of managerial perceptions of employee commitment: antecedents and influences on employee treatment48 cited
2014Reciprocation Wary Employees Discount Psychological Contract Fulfillment48 cited
2004Perceptions of Reasons for Promotion of Self and Others45 cited
2015An integrative model of turnover intention43 cited
2015Is Fair Treatment Enough? Augmenting the Fairness-Based Perspective on Stakeholder Behaviour39 cited