Perceived Organizational Support
Why Caring About Employees Counts
Bibliographic Data
| ID | 15735522 |
|---|---|
| Authors | Robert Eisenberger (0000-0002-5093-443X, University of Houston, corresponding author), Linda Rhoades Shanock (Department of Psychological Science, College of Liberal Arts & Sciences, University of North Carolina, Charlotte, North Carolina 28223, USA), Xueqi Wen (0000-0002-0109-7145, University of Houston) |
| Year | 2019 |
| Volume | 7 |
| Issue | 1 |
| Pages | 101-124 |
| Publication date | 2019-09-10 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Annual Review of Organizational Psychology and Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 2327-0608 • E-ISSN: 2327-0616 |
| Publisher | Annual Reviews (PUBLISHER • US) |
| DOI | 10.1146/annurev-orgpsych-012119-044917 |
| OpenAlex | W2972849643 |
| Language | EN |
| Citations received | 86 |
| References cited | 89 |
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, and human resource practices and work conditions, especially to the extent that employees perceive these as the discretionary choices of organizations. Among more recent findings, the average level of POS has modestly increased over the past three decades in the United States. Furthermore, POS appears to have stronger positive outcomes in Eastern cultures than Western cultures. Some additional promising recent areas of research on POS include trickle-down effects, POS of groups, and POS as relevant to creativity and innovation, positive emotional outcomes, and well-being
Creativity · Organizational commitment · Organizational culture · Perceived organizational support · Perception · Political science · Public relations · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Health and Well-being · Workplace Spirituality and Leadership
Understanding Staff Experiences and Support Needs Relating to the Deaths of People Experiencing Homelessness
Temporal Autonomy
Using technology acceptance model to discuss factors in university employees’ behavior intention to apply social media
The effect of perceived organizational support, family–work conflict and work–family conflict on employee wellbeing
From organizational reputation to prosocial impact
From Managerial Awareness to Behavior in the Circular Economy
Retention at risk
How does organizational support for creativity affect research and development (R&D) employees’ innovative behavior
Can decent work promote fertility intention? The mediating role of work-family conflict
From servant leadership to organizational citizenship behavior
Support me, and I will stay
Examining the influence of green human resource management practices on employees’ environmental behaviour
Assessing the causal relationship of remote work and employee productivity – a study of corporate Malaysia
The impact of challenge-hindrance research stress on burnout among healthcare workers
Gender Dynamics and Organizational Support
Do Digital Technology-Related Demands Facilitate Employees’ Innovative Behavior? The Effects of Career Resilience and Perceived Organizational Support
What organizational supports matter in scholar development? An investigation of early career academics’ experiences in China
Strategic Internal Communication and Employer Branding
Subjective well-being of public relations and communication professionals in the context of perceived organisational support
Enhancing work engagement public amidst change
Organizational HR practices and employee retention in hotels
Examining the Relationship Between Leader-Member Exchange (LMX) and Subordinate Achievement Goal Orientations
The relationship between getting off work on time and organizational commitment via work–life balance and perceived organizational support
How felt obligation and organization engagement mediate the relationship between perceived organizational support and work life balance amid Covid-19 pandemic
Every cloud has a silver lining
Organizational support and emotional exhaustion among elementary and secondary school teachers
The influence of perceived organizational support on employee creativity
Research on the influence mechanism of compulsory citizenship behavior on employees’ work withdrawal behavior
Examining the relationship between perceived organizational support and teachers’ resistance to change
An ounce of prevention goes a long way
The safety implications of work overload
The emotional toll of customer incivility
Creative Opportunities at Work. A New Concept and Its Relevance for Employee Creativity and Well-Being
Longitudinal Relationships Between Career Satisfaction, Perceived Organizational Support, and Psychological Capital in Teachers
Too much light blinds
“I don’t get sick leave”
The Effect of Attachment Diversity on Team Performance and the Moderating Role of Perceived Organizational Support
Managers’ displays of busyness predict employees’ job engagement, burnout and turnover intentions ( Las muestras de laboriosidad de los superiores predicen el compromiso laboral, el agotamiento y las intenciones de rotación del personal )
How and When Workplace Incivility Decrease Employee Work Outcomes. A Moderated-Mediated Model
Influencing Factors on Scholars' Perceptions of Organisational Support in Chinese Higher Education
Integrating human support with algorithmic control
Performance evaluations and employee turnover intentions
My job matters
Do they have the support they need? Illuminating the experiences and perspectives of Christian youth, children and family workers in the UK
The affective value of care
Being a champion for sustainability
Mediation of “AKHLAK” corporate culture and affective commitment on the effect of inclusive leadership on employee performance
Predicting Mediation Role of Person-Environment Fit on Contextual Performance
Enhancing Productivity at Home
A shortage of support
The Effect of Antecedents of Teachers’ Subjective Career Success
The Influence of Distributed Leadership on Chinese Teachers’ Job Satisfaction
Double Shield
The Influence of Perceived External Prestige on Emotional Labor of Frontline Employees
Flourishing in the Workplace
Empowering Organizational Learning
Implementation and evaluation of a resilience supports program for children and youth services employees
The mediating role of hope in linking perceived organization support to lower job burnout among child welfare professionals
The Roles of Corporate Social Responsibility and Perceived Organizational Support on Employee Loyalty in the Vietnamese Public Sector
Joint Efforts
Perceived Organisational Support as a Mediator Between Green Organisational Culture and Organisational Commitment
Examining the Relationship Between Emotional Intelligence and Tacit Knowledge Sharing using a Moderated Mediation Model
Strengths-based human resource system and organisational citizenship behaviour
Organizational Abortion‐Facilitative Actions in a Post‐Dobbs U.S
Linking Age‐Diversity Practices and Company Ratings Over Time
Gendered pathways to work alienation
Sowing the seeds of love
Strengths use in the workplace and its effects on individual work outcomes
The role of perceived organizational support between training and development practices and employee engagement in Nepalese commercial banks
Exploring Legacy Identification Theory
How Does Enlistment Motivation Shape Organizational Commitment? The Role of Career Identity and Organizational Support
Evolving the job demands-resources framework to JD-R 3.0
Driving the Extra Mile in the Gig Economy
Elevating Health Significance Post-Pandemic
Does employee participation in corporate social responsibility activities improve the environmental performance of international engineering contractors
Leader Apology in the Employee–Organization Relationship
Professional identity construction in transnational language teacher
The ripple effect of compassion on psychosocial flourishing
The Bright Side of Emotional Labor
The effect of technostress on professional identity among online international language teachers
Transforming performance
Workplace fear of missing out, organizational support and performance
The antecedents, outcomes and mediating role of inclusion at work
DEI backlash – Implications for organizational DEI alignment and employee belongingness
The Impacts of Work-Family Conflict and Corporate Innovation on Organizational Performance
Fostering Creativity and Work Engagement Through Perceived Organizational Support
Perceived organizational support
Perceived organizational support and employee diligence, commitment, and innovation.
Perceived Organizational Support and Leader-Member Exchange
Work engagement
Blaming the organization for abusive supervision
Perceived organizational support and employees’ well-being
Leader–member exchange and affective organizational commitment
Commitment to organizations and occupations
Affective commitment to the organization
Antecedents and consequences of employee engagement
Predicting Different Conceptualizations of System Use
Added Benefits
Perceived organizational support, discretionary treatment, and job satisfaction.
Reciprocation of perceived organizational support.
When supervisors feel supported
On the dimensionality of organizational justice
Perceived organizational support.
A three-component conceptualization of organizational commitment
Perceived organizational support
Affective, Continuance, and Normative Commitment to the Organization
Social Exchange Theory
Individualism and Collectivism
Effects of Stem and Likert Response Option Reversals on Survey Internal Consistency
The dual commitments of contingent workers
How fairness perceptions make innovative behavior more or less stressful
Social identities and commitments at work
CEO values, organizational culture and firm outcomes
Who and what is fair matters
Explaining task performance and creativity from perceived organizational support theory
Recovery from job stress
Horizontal and Vertical Dimensions of Individualism and Collectivism
Does pay for performance increase or decrease perceived self-determination and intrinsic motivation
The Norm of Reciprocity
Bringing Emotions Into Social Exchange Theory
An Affect Theory of Social Exchange
| Unique citing works | 86 |
|---|---|
| Citations per year | 17,2 |
| Citation span | 2021 - 2026 (6) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 86 |