Incorporating organizational support and status theory, this study examines whether employees’ status moderates both the relationship between perceived organizational support (POS) and affective organizational commitment (AOC) as well as POS-AOS-job performance relationships. Based on two studies using different types of status measures (i.e., objective and subjective), our findings demonstrate that both the POS-AOC relationship and the entire mediation process were moderated by employee status such that low-status employees showed a greater improvement in effects. This study represents a novel attempt to clarify the critical role of individual status, which has largely been neglected in the field of I/O psychology and organizational behavior, in the complex mechanism of POS and subsequent outcomes.

中文翻译：

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员工身份和组织支持的后果

结合组织支持和地位理论，本研究考察了员工的地位是否既可以调节感知的组织支持（POS）和情感组织承诺（AOC）之间的关系，也可以调节POS-AOS-工作绩效关系。基于两项使用不同类型状态衡量指标（即客观和主观）的研究，我们的研究结果表明，POS-AOC关系和整个调解过程均受员工身份的调节，因此，处于低地位的员工在效果上的改善更大。这项研究代表了一种新颖的尝试，以阐明个人地位的关键作用，在POS复杂机制和随后的结果中，在I / O心理学和组织行为领域已被很大程度上忽略了。