Does perceived organizational support matter? The effect of high-commitment performance management on supervisors' performance.

The current research aims to investigate the connection between supervisors' perceived high-commitment performance management (HCPM) and their performances (in-role, extra-role, and deviant work behavior). In addition, this paper aims to examine how perceived organizational support (POS) mediates the above relationship. The paper employs the social exchange theory as the theoretical lens to develop and suggest a positive motivational work environmental model.