Relevant bibliographies by topics / Perceived Organizational Support (POS)

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Perceived Organizational Support (POS)'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 July 2025

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Journal articles on the topic "Perceived Organizational Support (POS)"

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Sari, Cindy Permata, and Salman Farisi. "POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 3 (2024): 4477–92. http://dx.doi.org/10.31539/costing.v7i3.8534.

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This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Or
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Shams, Muhammad Shahid, Murtaza Masud Niazi, and Kalimullah Bangash. "Examining organizational citizenship behavior in the banking sector of Afghanistan: A partial least square approach." Kardan Journal of Economics and Management Sciences 1, no. 4 (2018): 1–18. https://doi.org/10.31841/KJEMS.2021.67.

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Building upon the social exchange theory (SET), the study investigated the role of perceived organizational support (POS) and Employee engagement (EE) as predictors of Organizational citizenship behaviors (OCB) among front-line employees working in the banking sector of Afghanistan. Data were collected via questionnaires from 192 front-line employees working in Kabul based commercial banks. This study used the partial least squares (PLS) and structural equation modeling (SEM) tool to examine the impact of Perceived organizational support (POS) and Employee engagement (EE) on employees’ o
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Ye, Xiaoqian, Ling Li, and Xuejun Tan. "Organizational support." Employee Relations 39, no. 7 (2017): 918–34. http://dx.doi.org/10.1108/er-11-2016-0213.

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Purpose Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived overqualification (POQ) and turnover intentions (TI) in repatriates working in multinational corporations (MNCs). Design/methodology/approach Survey data were collected from 145 repatriates who had been contacted beforehand from MNCs in China. Structural equation modeling and hierarchical regression are used to examine the data. Findings It is shown that POQ and POS both affect repatriates TI, with POQ having the stronger e
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Sun, Li. "Perceived Organizational Support: A Literature Review." International Journal of Human Resource Studies 9, no. 3 (2019): 155. http://dx.doi.org/10.5296/ijhrs.v9i3.15102.

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Perceived organizational support (POS), which reflects the organization’s value on employees’ contributions and concern for employee benefits, is an important tool to help organizations establish favourable relationship with employees and motivate employees work hard. This paper aims to make a review of POS concept and the variables related to POS. Research results showed that perceived organizational support emphasizes organizational commitment to employees and is a unilateral relationship. Perceived organizational support is related to employees’ reduced absenteeism, increased job satisfacti
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Ding, Cherng G., and Chih-Kang Shen. "Perceived organizational support, participation in decision making, and perceived insider status for contract workers." Management Decision 55, no. 2 (2017): 413–26. http://dx.doi.org/10.1108/md-04-2016-0217.

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Purpose The purpose of this paper is to examine the roles of perceived organizational support (POS) and work status (regular worker/contract worker) in moderating the relationship between participation in decision making (PDM) and perceived insider status (PIS). Design/methodology/approach Data were collected with survey questionnaires that were administered to a sample of 369 employees from a case company in Taiwan, for which both regular and contract workers constitute the main workforce. After confirming the reliability and validity of the measurements, the authors conducted hierarchical re
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Amabel, Belsa Azizih Fajar, and Ramon Ananda Paryontri. "Perceived Organizational Support (POS) With Home Industry Employee Organizational Commitment." Psikoborneo: Jurnal Ilmiah Psikologi 11, no. 2 (2023): 232. http://dx.doi.org/10.30872/psikoborneo.v11i2.10774.

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Effective human resource management can increase employee productivity and performance. A person's success and performance in doing work is influenced by his sense of commitment to work. Some of the phenomena that occur in the bag home industry in Tanggulangin are the emergence of negative perceptions in employees towards the home industry and the impact on work processes that are not optimal. This study aims to determine the relationship between perceived organizational support (POS) and organizational commitment. This study used a quantitative approach and used a random sampling technique wi
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Paillé, Pascal. "Perceived organizational support and work outcomes." International Journal of Organizational Analysis 23, no. 2 (2015): 191–212. http://dx.doi.org/10.1108/ijoa-11-2012-0627.

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Purpose – The purpose of this paper was to examine the mediating role of psychological contract (PC) violation on the relationship between perceived organizational support (POS) and a set of work-related affects (trust), attitudes (job satisfaction, commitment to the organization and intention to leave) and individual effectiveness (civic virtue). Design/methodology/approach – Two independent studies were conducted (N = 162 and N = 242). To test the mediating effect, the procedure of Baron and Kenny (1986) was used in both studies. Findings – Overall, in both studies, data reported the same pa
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Neves, Pedro, and Robert Eisenberger. "Perceived organizational support and risk taking." Journal of Managerial Psychology 29, no. 2 (2014): 187–205. http://dx.doi.org/10.1108/jmp-07-2011-0021.

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Purpose – The aim of this paper was to investigate the role of perceived organizational support (POS) for employee risk-taking through its association with greater trust among supervisors and subordinates that the organization will take into account the individual's intent to be helpful in the case of failure (failure-related trust). Design/methodology/approach – Data were obtained from 346 employee-supervisor dyads from diverse organizations. Employees and supervisors described their POS and failure-related trust. Supervisors also rated employee's risk-taking behaviors. Findings – Perceived o
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Eisenberger, Robert, Linda Rhoades Shanock, and Xueqi Wen. "Perceived Organizational Support: Why Caring About Employees Counts." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (2020): 101–24. http://dx.doi.org/10.1146/annurev-orgpsych-012119-044917.

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According to organizational support theory (OST), employees develop a general perception concerning the extent to which their work organization values their contribution and cares about their well-being (perceived organizational support, or POS). We explain OST and review empirical POS findings relevant to OST's main propositions, including new findings that suggest changes to OST. Major antecedents of POS include fairness, support from leaders, and human resource practices and work conditions, especially to the extent that employees perceive these as the discretionary choices of organizations
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Edwards, Martin R., and Riccardo Peccei. "Perceived Organizational Support, Organizational Identification, and Employee Outcomes." Journal of Personnel Psychology 9, no. 1 (2010): 17–26. http://dx.doi.org/10.1027/1866-5888/a000007.

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This study involves a multifoci analysis of antecedents and outcomes of organizational identification (OID), within a dual-organizational identity context. We investigate links between perceived organizational support (POS), OID, organizational involvement, and turnover intention with 736 employees from a UK National Health Service (NHS) Trust. Using Structural Equation Models (SEM), we analyzed models using the Trust and the NHS as organizational foci. With both Trust and NHS foci, POS had a positive effect on identification which, in turn, predicted both outcomes. Organizational support show
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Dissertations / Theses on the topic "Perceived Organizational Support (POS)"

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Wahab, Eta. "Perceived organizational support and organizational commitment in medium enterprises in Malaysia." Thesis, Curtin University, 2010. http://hdl.handle.net/20.500.11937/2243.

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This research focuses on the antecedents of perceived organizational support (POS) that may influence the perceptions held by employees of medium enterprises on organizational commitment. This research further investigates the relationship between POS and organizational commitment. The effect of power distance and in-group collectivism culture on organizational commitment in the context of the Malaysian cultural perspective has also been examined along with the effect of value congruence on organizational commitment.A two-phase sequential mixed method research design consisting of qualitative
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Du, Plessis Liesl. "The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24080.

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Orientation: Perceived Talent Management Practices, Perceived Organizational Support and Perceived Supervisor Support are distinct but related constructs, and all of them appear to influence an employee’s intention to quit an organization. Research Purpose – The objective of this study was to investigate Generation Y’s perception of an organization’s talent management practices and to determine how it relates to their intention to quit the organization. In essence, the study aims to establish possible relationships of four constructs: Perceived Talent Management Practices, Perceived Organizati
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Riggle, Robert J. "The impact of organizational climate variables of perceived organizational support, workplace isolation, and ethical climate on salesperson psychological and behavioral work outcomes." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002037.

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Dumisani, Mathumbu. "Perceived organisational support (POS), Job engagement (JE) and their effect on organisational citizenship behaviour (OCB) among nurses at the Victoria Hospital, Alice, Nkonkobe Municipality." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007032.

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Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means be
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Eder, Paul. "Perceived organizational support overcoming work group deviance /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file 0.20 Mb., 34 p, 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:1430766.

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Lawrence, Sandra A. "An integrative model of perceived available support, organisational stress and support mobilisation /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19277.pdf.

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Dookeran, Debra. "Perceived Organizational Support: Self-Interested or Other-Interested?" Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/managerialsci_diss/15.

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A new research model of Perceived Organizational Support (POS) was proposed and tested. This model proposed that moral reasoning would moderate the relationships between six justice constructs and POS. The six justice constructs were distributive justice for self, coworkers, and employees in general as well as procedural justice for self, coworkers, and employees in general. The model was tested using two studies. Study 1 consisted of 284 students at a large southeastern university, while Study 2 was comprised of 215 employees from multiple organizations. The hypothesized relationships of the
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Piong, Chee Kiong. "Servant Leadership, Organizational Commitment, and Perceived Organizational Support in the Restaurant Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3199.

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The high employee turnover rate in the U.S. restaurant industry constitutes a major expense for restaurants. The research problem for this study was to determine if restaurant employees' perceptions of their supervisor's servant leadership practices were associated with the employees' organizational commitment and perceived organizational support, which have been shown to reduce turnover. Greenleaf's servant leadership theory provided the theoretical framework. The research question for this study was whether restaurant employees' perceptions of their supervisor's servant leadership practices
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Silbert, Lisa. "The Effect of Tangible Rewards on Perceived Organizational Support." Thesis, University of Waterloo, 2005. http://hdl.handle.net/10012/872.

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Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely t
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Costello, Anna Bland. "The Relationship between Socialization COntent and Perceived Organizational Support." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-03262003-120043/.

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The purpose of this research has been to test a measure of socialization content and perceived organizational support. The survey used for the data collection combined the Chao, O'Leary-Kelly, Wolf, Klein, and Gardner (1994) survey of socialization content with the Eisenberger, Huntington, Hutchison, and Sowa (1986) survey of perceived organizational support. Data were collected via company intranet at one location of a large, multinational corporation (N = 304). The instruments did not factor as expected and further analysis could not be performed, but these results may be due to extreme envi
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Books on the topic "Perceived Organizational Support (POS)"

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Eisenberger, Robert, and Florence Stinglhamber. Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-000.

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Florence, Stinglhamber, ed. Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011.

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Agarwal, Upasna A. Examination of a moderated-mediation model linking perceived organizational support, affective commitment, organizational citizenship behavior and work engagement: A study of nurses in the Indian context. Indian Institute of Management, 2015.

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Allen, Peg M., Linda J. Ahrendt, Kiley A. Hump, and Ross C. Brownson. Cancer Prevention Through Scaling-Up the Process of Evidence-Based Decision-Making in a State Health Department. Edited by David A. Chambers, Wynne E. Norton, and Cynthia A. Vinson. Oxford University Press, 2018. http://dx.doi.org/10.1093/med/9780190647421.003.0010.

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This case study provides an example of a collaboration between a university and a public health agency to build organizational capacity to spread data-driven decision-making, implementation, and evaluation of evidence-based cancer prevention strategies. The Office of Chronic Disease Prevention and Health Promotion at the South Dakota Department of Health provided the key management practices for scale-up of evidence-based decision-making (EBDM): leadership support, training, a supportive organizational climate and culture, inclusion of partners, and outcomes-based contracting with partnering o
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Bekele, Tezana. Investigating the Effect of Perceived Organizational Support on Organizational Citizenship. GRIN Verlag GmbH, 2019.

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Stinglhamber, Florence. Perceived Organizational Support: Fostering Enthusiastic and Productive Employees. American Psychological Association, 2011.

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Coyle-Shapiro, Jacqueline A.-M., Marjo-Riitta Diehl, and Chiachi Chang. The Employee–Organization Relationship and Organizational Citizenship Behavior. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.27.

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Drawing upon social exchange theory and the norm of reciprocity, we review the employee–organization relationship (EOR). A number of EOR frameworks share common theoretical ground yet have developed independently: psychological contracts, perceived organizational support, employment relationship, social and economic exchange, and idiosyncratic deals. We examine the empirical evidence linking each of the frameworks to employees’ organizational citizenship behavior (OCB). Relationships based on minimal investment (quasi-spot contracts and transactional psychological contracts) and psychological
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Risch, William Jay. Youth and Rock in the Soviet Bloc. The Rowman & Littlefield Publishing Group, 2014. https://doi.org/10.5040/9781978740150.

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Youth and Rock in the Soviet Bloc explores the rise of youth as consumers of popular culture and the globalization of popular music in Russia and Eastern Europe. This collection of essays challenges assumptions that Communist leaders and Western-influenced youth cultures were inimically hostile to one another. While initially banning Western cultural trends like jazz and rock-and-roll, Communist leaders accommodated elements of rock and pop music to develop their own socialist popular music. They promoted organized forms of leisure to turn young people away from excesses of style perceived to
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Lewis, Suzan, and Ian Roper. Flexible Working Arrangements: From Work–Life to Gender Equity Policies. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0018.

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This article discusses the social and psychological cases for gender equity and for policies and practices to support the integration of work and non-work life. As the implementation of flexible working arrangements (FWAs) is influenced by public policy provisions, it considers the regulatory background from a European/UK perspective before going on to consider the types of “work–life” policies or FWAs introduced in organizations. Furthermore, the article discusses the impact and effectiveness of these policies and residual barriers to their success. Such outcomes include wellbeing and perceiv
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Harriman, Ann. Women/Men/Management. www.praeger.com, 1996. http://dx.doi.org/10.5040/9798216187691.

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This book looks at the real and perceived differences between women and men in organizations. Unlike most books on organizations, it attempts to integrate the theories of feminism and organizational behavior. In so doing it demonstrates why the issues of sex and gender are central to understanding organizational behavior. It finds that despite advances made in recent years, women and men still work in sex-segregated occupations. Women workers on the average earn lower pay than men and have fewer opportunities to acquire power and status. Men workers, on the other hand, receive less support tha
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Book chapters on the topic "Perceived Organizational Support (POS)"

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Eisenberger, Robert, and Florence Stinglhamber. "Perceived organizational support." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-002.

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Jianmin, Sun. "Perceived Organizational Support." In The ECPH Encyclopedia of Psychology. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-6000-2_1321-1.

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Stinglhamber, Florence, and Gaëtane Caesens. "Perceived Organizational Support." In Essentials of Job Attitudes and Other Workplace Psychological Constructs. Routledge, 2020. http://dx.doi.org/10.4324/9780429325755-6.

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Jianmin, Sun. "Perceived Organizational Support." In The ECPH Encyclopedia of Psychology. Springer Nature Singapore, 2024. https://doi.org/10.1007/978-981-97-7874-4_1321.

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Eisenberger, Robert, and Florence Stinglhamber. "Antecedents of perceived organizational support." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-003.

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Eisenberger, Robert, and Florence Stinglhamber. "Managing for perceived organizational support." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-008.

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Eisenberger, Robert, and Florence Stinglhamber. "Behavioral outcomes of perceived organizational support." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-007.

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Tatt, Wong Chun, Wong Chee Hoo, and Wong Yee Fong. "Perceived Organizational Support and Organizational Commitment: A Sequential Mediation." In Studies in Systems, Decision and Control. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-49544-1_54.

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Eisenberger, Robert, and Florence Stinglhamber. "Deliverers and targets of perceived organizational support." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-004.

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Eisenberger, Robert, and Florence Stinglhamber. "Perceived organizational support—Today and in the future." In Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association, 2011. http://dx.doi.org/10.1037/12318-009.

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Conference papers on the topic "Perceived Organizational Support (POS)"

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Sya, Inggil, and Wustari Mangundjaya. "The Moderating Effect of Perceived Organizational Support in Relationship between Affective Commitment and Workforce Agility in Workplace." In Proceedings of the 3rd International Conference on Administrative Science, Policy, and Governance Studies, ICAS-PGS 2019, October 30-31, Universitas Indonesia, Depok. Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.30-10-2019.2299341.

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Takaya, Rowlan, Arsil, and Abdul Haeba Ramli. "Perceived Organizational Support and Turnover Intention." In International Conference on Management, Accounting, and Economy (ICMAE 2020). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200915.015.

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Sarianti, Rini, and S. Armida. "Organizational Justice Dimensions and Perceived Organizational Support: Preliminary Findings." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.096.

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Zhou, Ming-jian, and Na Liu. "Relations among employees' perceived supervisory support, perceived organizational support, and organizational citizenship behaviors: The moderating role of supervisor's organizational embodiment and organizational embeddedness." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703195.

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Gao, Jun, and Xin Shu. "Trust, perceived organizational support and employee loyalty." In International conference on Management Innovation and Information Technology. WIT Press, 2014. http://dx.doi.org/10.2495/miit132072.

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Nurcholis, Gartinia, and Widjajaning Budi. "The Impact of Organizational Culture and Perceived Organizational Support on Employee Engagement." In Proceedings of the 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200120.050.

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Baykal, Elif. "Perceived Organizational Support, Servant Leadership And Psychological Capacity Relationship." In Joint Conference ISMC 2018-ICLTIBM 2018 - 14th International Strategic Management Conference & 8th International Conference on Leadership, Technology, Innovation and Business Management. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.01.02.63.

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Ayuningtias, Hani Gita, Dwima Nur Shabrina, Arif Partono Prasetio, and Sri Rahayu. "The Effect of Perceived Organizational Support and Job Satisfaction." In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.148.

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Ramadhani, Fadhilah, Indrianawati Indrianawati, and Nur Fardana. "Perceived Organizational Support: A Case of Special Education Teacher." In Proceedings of the 2nd International Conference on Economics, Business, and Government Challenges, EBGC 2019, 3 October, UPN " Veteran" East Java, Surabaya, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.3-10-2019.2291933.

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Linda, Muthia Roza, Riza Yonita, and Engla Desnim Silvia. "The Effect of Perceived Organizational Support and Job satisfaction on Organizational Citizenship Behavior." In Proceedings of the Third Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba-19.2019.76.

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Reports on the topic "Perceived Organizational Support (POS)"

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Bowen, Gary L., and Peter A. Neenan. The Relationship between the Perceived Level of Organizational Support for Families and Spouse Satisfaction with Military Life. Defense Technical Information Center, 1990. http://dx.doi.org/10.21236/ada219925.

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Loignon, Andy, Diane Bergeron, and Karissa McKenna. Leadership as Conversation: A New Tool to Support Leadership Development. Center for Creative Leadership, 2024. http://dx.doi.org/10.35613/ccl.2024.2057.

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At the Center for Creative Leadership (CCL), our research suggests that leadership is a social process. That is, leadership is neither a matter of one’s inherent traits nor something that’s bestowed based on one’s job title. With leadership as a social process, one way to support leadership development is through conversational analysis, which captures the dialogue that unfolds among individuals as they strive towards shared outcomes. We developed a wearable technology system (i.e., HiFi, which is short for high-fidelity) and are pilot testing this system within one of CCL’s flagship programs
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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambigu
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Martinez, Hector, Kylie Rochford, and Diane Bergeron. Helping You, Helping Me? The Mediating Role of Organizational Citizenship Behavior in the Relationship Between Psychological Capital and Social Network Positions. Center for Creative Leadership, 2025. https://doi.org/10.35613/ccl.2025.2061.

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Over the past few decades, there has been an increasing shift from focusing on what is wrong with humans and organizations (e.g., problems, maladaptive behavior) to focusing on what is right (e.g., strengths, human and organizational flourishing). In this positive vein, we investigated the explanatory role of organizational citizenship behavior (e.g., helping others, volunteering for tasks that help the group or organization, organizing events, speaking up with ideas) in examining the relationship between psychological capital and social network positions. Psychological capital is an individua
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Linehan, Margaret, and Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the s
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6

Reyes, Celia, Aniceto Jr Orbeta, and Ma Kristina Ortiz. Process Evaluation of the Universal Access to Quality Tertiary Education Act (RA 10931): Status and Prospects for Improved Implementation. Philippine Institute for Development Studies, 2020. https://doi.org/10.62986/dp2019.36.

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On August 13, 2017, the Philippine government enacted into law the Universal Access to Quality Tertiary Education Act (UAQTE) or Republic Act 10931, also known as Free Tuition Law, which mandates all public higher education institutions (HEIs) and government-run technical-vocational institutions (TVIs) to provide free quality tertiary education among eligible Filipino students. This long-awaited policy aims to increase access to tertiary education, particularly for students from poorer households. These goals are intended to be achieved through the implementation of four component programs und
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