Robert Eisenberger
Datos Biográficos
| ID | 1661154 |
|---|---|
| NOMBRE | Robert Eisenberger |
| NOMBRES | Robert |
| APELLIDO | Eisenberger |
| FIRMA | EISENBERGER R |
| AFILIACIONES | University of Delaware |
| ORCID | 0000-0002-5093-443X |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 49 |
| TOTAL DE CITAS | 237 |
| TOTAL COMO AUTOR | 49 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1966 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2022 |
| ÍNDICE H | 9 |
Prohibitive Voice as a Moral Act
Perceived organizational support (POS) across 54 nations
Perceived Organizational Support
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, …
Perceived Organizational Support
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS). Based on hypotheses involving social exchange, attribution, and self-enhancement, we carried out a meta-analytic assessment of OST using results from 558 studies. OST was generally successful in its predictio…
Perceived organizational support and affective organizational commitment
Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational compe…
Reciprocation wary employees discount psychological contract fulfillment
The present study examined the moderating role of reciprocation wariness in the association of employees' psychological contract fulfillment with psychosomatic strain and voluntary turnover, as mediated by perceived organizational support. To study these relationships longitudinally, 169 graduating college seniors were surveyed upon job acceptance and again 3 weeks, 3 months, 6 months, and 18 months following the start of employment. The findings…
Blaming the organization for abusive supervision
Why do employees who experience abusive supervision retaliate against the organization? We apply organizational support theory to propose that employees hold the organization partly responsible for abusive supervision. Depending on the extent to which employees identify the supervisor with the organization (i.e., supervisor's organizational embodiment), we expected abusive supervision to be associated with low perceived organizational support (PO…
The supervisor POS–LMX–subordinate POS chain
We present three studies providing an increased understanding of the interdependence between perceived organizational support (POS) and leader–member exchange (LMX). Using employees from a social service agency and new hires from a variety of organizations, we report evidence for a relational chain leading from supervisors' perceptions of support by the organization (supervisor POS) to the formation of high‐quality LMX relationships with their su…
Perceived organizational support
Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is critical for managers to proactively shift away from devaluing employees as marginal capital to empowering them as human capital. "Perceived organizational support" â employees' perception of how much an organization values their contribution and care…
With a little help from my colleagues
We examined the role of social embeddedness in creating positive perceptions of organizational support among managerial and staff employees ( n = 72) of a large manufacturing firm. We operationalized social embeddedness as the size, density, and quality of employees' networks of multiplex, reciprocated exchange relationships with colleagues. After controlling for support from supervisors and upper management, we found all three aspects of social …
Leader–member exchange and affective organizational commitment
In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2)…
The Motive for Sensory Pleasure
Eight studies assessed the motive for sensory pleasure (MSP) involving a general disposition to enjoy and pursue pleasant nature-related experiences and avoid unpleasant nature-related experiences. The stated enjoyment of pleasant sights, smells, sounds, and tactile sensations formed a unitary construct that was distinct from sensation seeking, novelty preference, and need for cognition. MSP was found to be related to (a) enjoyment of pleasant na…
Incremental effects of reward on experienced performance pressure
Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by per…
When supervisors feel supported
The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors' perceived organizational support (POS) with subordinates' perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors' POS was positively related to their subordinates' perceptions of supervisor support. Subordinates' PSS, in turn,…
Flow experiences at work
Applying Csikszentmihalyi's ( 1990 ) flow theory of optimal experience to the workplace, two studies examined the relationships of employees' perceived skill and challenge at work and need for achievement with their positive mood, intrinsic task interest, and extra‐role performance. Among achievement‐oriented employees only, high skill and challenge was associated with greater positive mood, task interest, and performance than other skill/challen…
Who Takes the most Revenge? Individual Differences in Negative Reciprocity Norm Endorsement
The authors report that beliefs favoring the reciprocation of unfavorable treatment form a unitary factor that is distinct from beliefs favoring the reciprocation of favorable treatment. Individual differences in endorsement of this negative reciprocity norm were related to (a) beliefs that people are generally malevolent; (b) inclination toward anger in everyday life; (c) anger, disagreement, and ridicule directed toward a new acquaintance who t…
Perceived organizational support and psychological contracts
Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they have focused on different aspects of this relationship. We suggest that, far from being independent, the different parts of the employee–employer association considered by the two theories are mutually interdependent. Further, key processes identified by eac…
Perceived supervisor support
Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor…
Perceived organizational support
Affective commitment to the organization
Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span …
Reciprocation of perceived organizational support.
Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of …
Incremental effects of reward on creativity
The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity increased college students' creative task performance. Second, expected reward for high performance m…
Promised Reward and Creativity
Does pay for performance increase or decrease perceived self-determination and intrinsic motivation
Laboratory and field studies examined the relationships of reward for high performance with perceived self-determination and intrinsic motivation. Study 1 found that pay for meeting performance standard had positive effects on college students' perceived self-determination and competence, expressed task enjoyment, and free time spent performing the task. Furthermore, reward's incremental effect on expressed task enjoyment was mediated by perceive…
Effects of reward on intrinsic motivation--Negative, neutral, and positive
Detrimental effects of reward
Perceived organizational support and psychological contracts
Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they have focused on different aspects of this relationship. We suggest that, far from being independent, the different parts of the employee–employer association considered by the two theories are mutually interdependent. Further, key processes identified by eac…
Incremental effects of reward on experienced performance pressure
Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by per…
Perceived organizational support and affective organizational commitment
Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational compe…
The supervisor POS–LMX–subordinate POS chain
We present three studies providing an increased understanding of the interdependence between perceived organizational support (POS) and leader–member exchange (LMX). Using employees from a social service agency and new hires from a variety of organizations, we report evidence for a relational chain leading from supervisors' perceptions of support by the organization (supervisor POS) to the formation of high‐quality LMX relationships with their su…
Effects of social values, effort training, and goal structure on task persistence
Effects of reward on intrinsic motivation-Negative, neutral, and positive
With a little help from my colleagues
We examined the role of social embeddedness in creating positive perceptions of organizational support among managerial and staff employees ( n = 72) of a large manufacturing firm. We operationalized social embeddedness as the size, density, and quality of employees' networks of multiplex, reciprocated exchange relationships with colleagues. After controlling for support from supervisors and upper management, we found all three aspects of social …
Flow experiences at work
Applying Csikszentmihalyi's ( 1990 ) flow theory of optimal experience to the workplace, two studies examined the relationships of employees' perceived skill and challenge at work and need for achievement with their positive mood, intrinsic task interest, and extra‐role performance. Among achievement‐oriented employees only, high skill and challenge was associated with greater positive mood, task interest, and performance than other skill/challen…
Does pay for performance increase or decrease perceived self-determination and intrinsic motivation
Laboratory and field studies examined the relationships of reward for high performance with perceived self-determination and intrinsic motivation. Study 1 found that pay for meeting performance standard had positive effects on college students' perceived self-determination and competence, expressed task enjoyment, and free time spent performing the task. Furthermore, reward's incremental effect on expressed task enjoyment was mediated by perceive…
Personal work ethic and effort training affect cheating
Does reward increase or decrease creativity
Two studies involving 504 school children investigated why behaviorists and cognitively oriented investigators have come to opposite conclusions about reward's erects on creativity. A monetary reward for a high degree of divergent thought in 1 task (word construction) increased children's subsequent originality in a different task (picture drawing). The same reward, made contingent on a low degree of divergent thought, reduced this generalized or…
Inhibiting effects of reciprocation wariness on interpersonal relationships
Students with high reciprocation wariness, a general fear of exploitation in interpersonal relation-ships, showed (a) a markedly reduced positive response to cooperative communication in a Pris-oner's Dilemma bargaining task, (b) a greater negative response to uncooperative communication, and (c) an increased positive response to the prospect of long-term interaction. Friends and room-mates of high-wary students evaluated them as unsympathetic, i…
Incremental effects of reward on creativity
The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity increased college students' creative task performance. Second, expected reward for high performance m…
Can the promise of reward increase creativity
Two experiments, involving 436 preadolescent schoolchildren, investigated how the explicitness of promised reward affects creativity. In the first study, the nonspecific promise of reward increased the creativity of picture drawing if children had previously received divergent-thinking training (generating novel uses for physical objects). In the second study, promised reward increased the creativity of children's drawings if current task instruc…
Decremental and nondecremental effects of noncontingent social approval
Promised Reward and Creativity
Can salient reward increase creative performance without reducing intrinsic creative interest
Two experiments, involving 416 preadolescent school children, investigated the effects of monetary reward on generalized creative performance and intrinsic creative interest. In Experiment 1, the explicit requirement of novel performance in 1 task (generating unusual uses for physical objects) produced greater subsequent creative performance in an entirely different task (picture drawing) when a large reward was used rather than a small reward or…
Generalized self-control of delay and effort
Required high effort increases subsequent persistence and reduces cheating
Is there a deprivation-satiation function for social approval
Effects of reward on intrinsic motivation--Negative, neutral, and positive
Learned industriousness and social reinforcement
Drives, Reinforcement, and Personality
Experimental literature is examined to determine the extent to which the behavioral effects of the biological drives may be considered unique, with resultant implications for theories of personality. It is found, for example, that drives do not usually dominate over non-viscerogenic strivings except when deprivation is extreme and that there is no experimental evidence at present to suggest that drives are more primary in behavioral development t…
More Help for Those Who Try Harder
To test the generalization that the amount of altruistic helping behavior is an increasing function of the effort which the donor believes is being expended by the recipient in pursuit of a goal, college students were given the opportunity anonymously to help a peer (actually a confederate of E) whom they perceived to be unsuccessfully attempting to perform an act. As predicted, S's rate of helping responses increased, the greater the recipient's…
Is there a deprivation-satiation function for social approval
Explanation of rewards that do not reduce tissue needs
Decremental and nondecremental effects of noncontingent social approval
Learned industriousness and social reinforcement
Required high effort increases subsequent persistence and reduces cheating
Effort training increases generalized self-control
Personal work ethic and effort training affect cheating
Perceived organizational support.
Deux etudes mettent a l'epreuve plusieurs hypotheses concernant la coherence des croyances des employes dans l'implication de l'organisation a son egard et le role d'un tel soutien organisationnel ainsi que de l'ideologie d'echange sur l'absenteisme
Generalized self-control of delay and effort
Reciprocation ideology
Perceived organizational support and employee diligence, commitment, and innovation.
Two studies report a positive relationship ofemployees ' perception ofbeing valued and cared about by the organization with (a) conscientiousness in carrying out conventional job responsibilities, (b) expressed affective and calculative involvements in the organization, and (e) innovation on behalf of the organization i the absence of anticipated direct reward or personal recognition. In Study 1, involving six occupations, positive relationships …
Learned industriousness.
Extensive research with animals and humans indicates that rewarded effort contributes to durable individual differences in industriousness. It is proposed that reinforcement for increased physical or cognitive performance, or for the toleration of aversive stimulation, conditions rewards value to the sensation of high effort and thereby reduces effort's aversiveness. The conditioning of secondary reward value to the sensation of effort provides a…
Effects of social values, effort training, and goal structure on task persistence
Inhibiting effects of reciprocation wariness on interpersonal relationships
Students with high reciprocation wariness, a general fear of exploitation in interpersonal relation-ships, showed (a) a markedly reduced positive response to cooperative communication in a Pris-oner's Dilemma bargaining task, (b) a greater negative response to uncooperative communication, and (c) an increased positive response to the prospect of long-term interaction. Friends and room-mates of high-wary students evaluated them as unsympathetic, i…
Does reward increase or decrease creativity
Two studies involving 504 school children investigated why behaviorists and cognitively oriented investigators have come to opposite conclusions about reward's erects on creativity. A monetary reward for a high degree of divergent thought in 1 task (word construction) increased children's subsequent originality in a different task (picture drawing). The same reward, made contingent on a low degree of divergent thought, reduced this generalized or…
Detrimental effects of reward
Perceived organizational support, discretionary treatment, and job satisfaction.
A diverse sample of 295 employees drawn from a variety of organizations was surveyed to investigate (a) whether the relationship between the favorableness of job conditions and perceived organizational support (POS) depends on employee perceptions concerning the organization's freedom of action and (b) whether POS and overall job satisfaction are distinct constructs. The favorableness of high-discretion job conditions was found to be much more cl…
Can salient reward increase creative performance without reducing intrinsic creative interest
Two experiments, involving 416 preadolescent school children, investigated the effects of monetary reward on generalized creative performance and intrinsic creative interest. In Experiment 1, the explicit requirement of novel performance in 1 task (generating unusual uses for physical objects) produced greater subsequent creative performance in an entirely different task (picture drawing) when a large reward was used rather than a small reward or…
Reward, intrinsic interest, and creativity
Reward, intrinsic interest, and creativity
Can the promise of reward increase creativity
Two experiments, involving 436 preadolescent schoolchildren, investigated how the explicitness of promised reward affects creativity. In the first study, the nonspecific promise of reward increased the creativity of picture drawing if children had previously received divergent-thinking training (generating novel uses for physical objects). In the second study, promised reward increased the creativity of children's drawings if current task instruc…
Promised Reward and Creativity
Does pay for performance increase or decrease perceived self-determination and intrinsic motivation
Laboratory and field studies examined the relationships of reward for high performance with perceived self-determination and intrinsic motivation. Study 1 found that pay for meeting performance standard had positive effects on college students' perceived self-determination and competence, expressed task enjoyment, and free time spent performing the task. Furthermore, reward's incremental effect on expressed task enjoyment was mediated by perceive…
Psychology (47 obras) · Social Psychology (46 obras) · Social Psychology (26 obras) · Job Satisfaction and Organizational Behavior (21 obras) · Cognitive psychology (16 obras) · Organizational commitment (15 obras) · Perceived organizational support (15 obras) · Motivation and Self-Concept in Sports (10 obras) · Creativity (9 obras) · Creativity in Education and Neuroscience (9 obras)