{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,3]],"date-time":"2026-09-03T06:12:40Z","timestamp":1788415960117,"version":"build-2803163510"},"reference-count":29,"publisher":"Frontiers Media SA","license":[{"start":{"date-parts":[[2026,9,3]],"date-time":"2026-09-03T00:00:00Z","timestamp":1788393600000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"content-domain":{"domain":["frontiersin.org"],"crossmark-restriction":true},"short-container-title":["Front. Psychol."],"abstract":"<jats:sec>\n                    <jats:title>Introduction<\/jats:title>\n                    <jats:p>Against the backdrop of the digital knowledge economy, insufficient motivation and sustained cognitive attention among knowledge workers relate to poor task performance. Drawing on social exchange theory and the Job Demands\u2011Resources (JD\u2011R) framework, this study investigated how two\u2011dimensional organizational support (instrumental work support and socio\u2011emotional value recognition) relates to Chinese knowledge workers\u2019 job performance, with dedication (motivational resource) and concentration (cognitive attentional resource) as parallel mediators. Prior studies often adopt unidimensional perceived organizational support and undifferentiated work\u2011engagement constructs, overlooking separate motivational and cognitive pathways.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Methods<\/jats:title>\n                    <jats:p>Survey data from 346 Chinese knowledge workers were analyzed. We revised the Utrecht Work Engagement Scale by removing the redundant vigor dimension to create a knowledge\u2011work\u2011oriented two\u2011factor engagement scale. SPSS and AMOS were used for statistical analyses including confirmatory factor analysis, correlation, structural equation modeling, and Bootstrap mediation tests, with demographic variables controlled. All data are cross\u2011sectional and cannot confirm causality.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Results<\/jats:title>\n                    <jats:p>Both organizational\u2011support dimensions positively correlated with dedication, concentration, and job performance; work support yielded stronger cross\u2011sectional associations than value recognition. Dedication and concentration served as parallel partial correlational mediators, and concentration showed a marginally closer linkage with performance.<\/jats:p>\n                  <\/jats:sec>\n                  <jats:sec>\n                    <jats:title>Discussion<\/jats:title>\n                    <jats:p>This study adds non\u2011Western localized correlational evidence for the JD\u2011R model by distinguishing motivational and cognitive resource pathways. It offers differentiated practical suggestions for optimizing workplace resources to sustain knowledge workers\u2019 engagement. Future longitudinal research is needed to test causal relationships given cross\u2011sectional limitations.<\/jats:p>\n                  <\/jats:sec>","DOI":"10.3389\/fpsyg.2026.1931481","type":"journal-article","created":{"date-parts":[[2026,9,3]],"date-time":"2026-09-03T05:15:09Z","timestamp":1788412509000},"update-policy":"https:\/\/doi.org\/10.3389\/crossmark-policy","source":"Crossref","is-referenced-by-count":0,"title":["How organizational support drives knowledge worker performance: evidence for dual motivational and cognitive resource pathways"],"prefix":"10.3389","volume":"17","author":[{"given":"Xiaofang","family":"Xiong","sequence":"first","affiliation":[{"name":"Nanfang College","place":["Guangzhou, China"]}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Xiaofang","family":"Xiong","sequence":"additional","affiliation":[{"name":"Suan Sunandha Rajabhat University","place":["Bangkok, Thailand"]}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"1965","published-online":{"date-parts":[[2026,9,3]]},"reference":[{"key":"ref1","doi-asserted-by":"publisher","first-page":"3199","DOI":"10.1108\/IJCHM-12-2020-1440","article-title":"Green human resource management, perceived green organizational support and their effects on hotel employees\u2019 behavioral outcomes","volume":"33","author":"Aboramadan","year":"2021","journal-title":"Int. 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