Linda Rhoades's research while affiliated with University of Delaware and other places
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Publications (11)
The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organ...
The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organ...
Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established...
Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established...
The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity i...
Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and superv...
The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity i...
We reviewed over 70 studies concerning employees' general belief that their workorganization values their contribution and cares about their well-being (perceivedorganizational support or POS). A meta-analysis indicated that three major categories of beneficial treatment received by employees (fairness, favorable organizational rewards and job cond...
Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare...
Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare...
Laboratory and field studies examined the relationships of reward for high performance with perceived self-determination and intrinsic motivation. Study 1 found that pay for meeting a performance standard had positive effects on college students' perceived self-determination and competence, expressed task enjoyment, and free time spent performing t...
Citations
... Perceived social support is a crucial component of social support. It refers to the extent to which individuals perceive support from various sources of social support, including individual family support, friend support, and other support (Blumenthal et al., 1987;Eisenberger et al., 2002). Theoretically, perceived social support may predict the occurrence of presenteeism through its effect on individual health. ...
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... Perceived organisational support refers to the extent to which employees believe their organisation values and cares about their well-being at work (Eisenberger et al., 1986;Rhoades & Eisenberger, 2002). Following the theory's assumptions, we argue that perceiving organisational support during the great Resignation depends on the knowledge worker's perceptions regarding the organisation's intention to favour (or not) digital platform continuance for remote work. ...
... Remarkably, no significant relationship has been found between material incentives and creativity (Wang & Holahan, 2017). The second school of thought identifies a positive correlation between individual creativity and material incentives (Eisenberger & Rhoades, 2001;Malik et al., 2015;Saether, 2020). For instance, Saether (2020) found that monetary rewards increase intrinsic motivation and performance and, in turn, creativity. ...
... Organizational-based self-esteem was evaluated by a four-item scale adopted by Pierce et al. (1989). The construct of felt obligation was measured by the scales by Eisenberger et al. (2001). To assess experienced meaningfulness, we used the four-item scale developed by Supanti and Butcher (2019). ...
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... Street-level bureaucrats with higher PSM are likely to feel a stronger sense of control over their careers given that their values and preferences align more closely with those held in the public sector (Bright, 2007;Vandenabeele, 2008). PCP may promote PJC by clearly stating primary working goals and signaling an appreciation for competence (Eisenberger et al., 1999;Houlfort et al., 2002). ...
... Job flexibility would not be achievable in the absence of technology. Many semiconductor companies operate in multiple locations worldwide 30,61) . A high-tech networking system and communication tools are required for employees to communicate internally and externally in different locations and time zones. ...
... However, the agency theory vouchsafes for the antithesis. Agency theorists argue that CEO duality strengthens CEO entrenchment while weakening board independence, the implications of which can be evinced in the firm's performance (Rhoades et al., 2001). They discover that when independent directors account for only a tiny fraction of a board's membership, CEO duality negatively and substantially influences operating performance. ...
... These findings contribute to a developing but mixed literature on the effects of competition on individual creative output: economists argue that competition can motivate the kind of risk taking that is characteristic of inventive activity (Cabral, 2003;Anderson & Cabral, 2007), yet many psychologists argue that high-powered incentives and other extrinsic pressures stifle creativity by crowding out intrinsic motivation (see Hennessey & Amabile, 2010, for a review) or by causing agents to choke (Ariely et al., 2009). Lab-based studies are as mixed as the theory (Eisenberger & Rhoades, 2001;Ederer & Manso, 2013;Erat & Gneezy, 2016;Charness & Grieco, 2018;Bradler, Neckermann, & Warnke, 2019), in part due to differences in measurement and experimental design. Missing from this literature is the added nuance that competition is not strictly a binary condition but rather can vary in intensity across treatments-and as this paper shows, the effects hinge crucially on the intensity of competition, as well as the existence of an outside option. ...
... Previous studies have highlighted the significance of supervisor and coworker support as replenishing mechanisms for the resources an employee loses (Boukis et al., 2020;Bordia et al., 2017). Supervisors can foster support through interpersonal interactions, effective work assistance, and cultivating a sense of commitment that motivates employees to invest in achieving shared goals (Eisenberger et al., 2002;Rathi & Lee, 2017). This supportive environment, characterized by trust, fairness, authenticity, and mutual respect, is essential for sustaining EE. ...
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... Another finding of our study relates to the mediating effect of burnout in the association between work strategies and problematic substance use. Past research has found that perceived organizational support can reduce job stress, increase job satisfaction, enhance mood, facilitate commitment to the organization, weaken the effects of burnout, and reduce drug and alcohol usage (Bradley & Cartwright, 2002;Rhoades & Eisenberger, 2002;Srivastava & Agrawal, 2020). In line with this literature, our study found that having access to a space to decompress at work was negatively associated with problematic substance use, and having time off, access to mental health professionals, and decompression space was negatively associated with burnout. ...
