Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector
Introduction: Publicly recognizing employees' achievements and contributions-whether through awards, praise, positive remarks at public meetings, or simply words of thanksâ•flmakes them feel valued and appreciated. This not only improves their performance but also strengthens their sense of belongin...
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| Lenguaje: | inglés |
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2026
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| author | Pastor Alave Jimenez Dany Yudet Millones-Liza Elizabeth Emperatriz García-Salirrosas Miluska Villar-Guevara |
| author_browse | Dany Yudet Millones-Liza Elizabeth Emperatriz García-Salirrosas Miluska Villar-Guevara Pastor Alave Jimenez |
| author_facet | Pastor Alave Jimenez Dany Yudet Millones-Liza Elizabeth Emperatriz García-Salirrosas Miluska Villar-Guevara |
| author_sort | Pastor Alave Jimenez |
| collection | Producción científica |
| description | Introduction: Publicly recognizing employees' achievements and contributions-whether through awards, praise, positive remarks at public meetings, or simply words of thanksâ•flmakes them feel valued and appreciated. This not only improves their performance but also strengthens their sense of belonging to the organization and their commitment to its goals and values. Therefore, the objective of this study was to determine the impact of recognition and rewards on job performance: the mediating role of perceived support from a Peruvian educational organization. Methods: This study employed a quantitative, explanatory-cross-sectional design. It analyzed the responses of 266 employees belonging to an educational association in Peru. The theoretical model was evaluated using the Partial Least Squares method (PLS-SEM). Results: = between 0.886 and 0.950; CR = between 0.903 and 0.951; AVE = between 0.768 and 0.813), and six of the seven study hypotheses were supported by the structural model, with the direct effect of rewards on employee performance (H2) not being statistically significant. Discussion: In this regard, the study provides valuable information for Peruvian educational leaders seeking to improve indicators of job performance and perceived organizational support. These findings enrich educational management, given that, through this integrated view of the model, it will be possible for educational organizations to achieve sustainable levels of high job performance, which, in turn, will result in the well-being and development of employees. |
| format | Article |
| id | openalex:W7204081706 |
| institution | UPeU |
| language | English |
| publishDate | 2026 |
| publishDateRange | 2026 |
| publishDateSort | 2026 |
| record_format | dspace |
| spelling | openalex:W7204081706Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sectorPastor Alave JimenezDany Yudet Millones-LizaElizabeth Emperatriz García-SalirrosasMiluska Villar-Guevaraemployee recognitionrewardemployee performanceperceived organizational supportmediating effecteducational institutionseducational managementemployee well-beingEmployee Performance and ManagementEmployee Performance and MotivationSchool Leadership and Teacher PerformanceIntroduction: Publicly recognizing employees' achievements and contributions-whether through awards, praise, positive remarks at public meetings, or simply words of thanksâ•flmakes them feel valued and appreciated. This not only improves their performance but also strengthens their sense of belonging to the organization and their commitment to its goals and values. Therefore, the objective of this study was to determine the impact of recognition and rewards on job performance: the mediating role of perceived support from a Peruvian educational organization. Methods: This study employed a quantitative, explanatory-cross-sectional design. It analyzed the responses of 266 employees belonging to an educational association in Peru. The theoretical model was evaluated using the Partial Least Squares method (PLS-SEM). Results: = between 0.886 and 0.950; CR = between 0.903 and 0.951; AVE = between 0.768 and 0.813), and six of the seven study hypotheses were supported by the structural model, with the direct effect of rewards on employee performance (H2) not being statistically significant. Discussion: In this regard, the study provides valuable information for Peruvian educational leaders seeking to improve indicators of job performance and perceived organizational support. These findings enrich educational management, given that, through this integrated view of the model, it will be possible for educational organizations to achieve sustainable levels of high job performance, which, in turn, will result in the well-being and development of employees.Articlehttps://doi.org/10.3389/fpsyg.2026.1884038https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2026.1884038/pdfW7204081706enFrontiers in Psychology1664-10782026-08-24 |
| spellingShingle | employee recognition reward employee performance perceived organizational support mediating effect educational institutions educational management employee well-being Employee Performance and Management Employee Performance and Motivation School Leadership and Teacher Performance Pastor Alave Jimenez Dany Yudet Millones-Liza Elizabeth Emperatriz García-Salirrosas Miluska Villar-Guevara Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title | Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title_full | Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title_fullStr | Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title_full_unstemmed | Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title_short | Recognition, rewards, and job performance: the mediating role of perceived organizational support in the Peruvian education sector |
| title_sort | recognition rewards and job performance the mediating role of perceived organizational support in the peruvian education sector |
| topic | employee recognition reward employee performance perceived organizational support mediating effect educational institutions educational management employee well-being Employee Performance and Management Employee Performance and Motivation School Leadership and Teacher Performance |
| topic_facet | employee recognition reward employee performance perceived organizational support mediating effect educational institutions educational management employee well-being Employee Performance and Management Employee Performance and Motivation School Leadership and Teacher Performance |
| url | https://doi.org/10.3389/fpsyg.2026.1884038 https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2026.1884038/pdf |
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