Perceived Organizational Support: Why Caring About Employees Counts
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 rele...
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| Published in | Annual review of organizational psychology and organizational behavior Vol. 7; no. 1; pp. 101 - 124 |
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| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Annual Reviews
21.01.2020
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| Subjects | |
| Online Access | Get full text |
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| Abstract | 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. |
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| AbstractList | 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. |
| Author | Eisenberger, Robert Rhoades Shanock, Linda Wen, Xueqi |
| AuthorAffiliation | 1 2 3 Department of Management, C. T. Bauer College of Business, University of Houston, Houston, Texas 77204, USA Department of Psychological Science, College of Liberal Arts & Sciences, University of North Carolina, Charlotte, North Carolina 28223, USA; email lshanock@uncc.edu X reisenberger2@uh.edu ueqiwen77@hotmail.com Department of Psychology, College of Liberal Arts and Social Sciences, University of Houston, Houston, Texas 77204, USA; email |
| AuthorAffiliation_xml | – name: reisenberger2@uh.edu – name: 3 – name: X – name: Department of Psychological Science, College of Liberal Arts & Sciences, University of North Carolina, Charlotte, North Carolina 28223, USA; email – name: ueqiwen77@hotmail.com – name: 2 – name: 1 – name: Department of Psychology, College of Liberal Arts and Social Sciences, University of Houston, Houston, Texas 77204, USA; email – name: Department of Management, C. T. Bauer College of Business, University of Houston, Houston, Texas 77204, USA – name: lshanock@uncc.edu |
| Author_xml | – sequence: 1 givenname: Robert surname: Eisenberger fullname: Eisenberger, Robert – sequence: 2 givenname: Linda surname: Rhoades Shanock fullname: Rhoades Shanock, Linda – sequence: 3 givenname: Xueqi surname: Wen fullname: Wen, Xueqi |
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| SubjectTerms | employee well-being fairness leadership perceived organizational support social exchange theory socioemotional benefits |
| Title | Perceived Organizational Support: Why Caring About Employees Counts |
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