A review of the literature. By using Perceived organizational support facets in the survey, respondents are able to provide specific answers about problems that may be unknown to employers. Journal of Applied Psychology, 91, When Supervisors feel supported: Psychological empowerment and organizational citizenship behavior positively influenced job performance.
With a little help from my colleagues: Journal of Applied Psychology, 84, Rhoades and Eisenberger and more recent meta-analyses e. Journal of Management, 34, Shanock, S.
Contributions to perceived organizational support and employee retention. Positive evaluation by the organization also provides an indication that increased effort will be noted and rewarded.
Accordingly, strain is affected by POS. Predicted was that high POS was correlated with high performance. POS has been found to have important consequences employee performance and well-being.
Organizational rewards and job conditions play a large role in perceived organizational support as well. Of course, perfect correlations happen infrequently. Usually, this relationship is an inverse one, meaning that if one is high, the other is low.
Fairness can also be described as procedural justiceor the fairness of happenings in the organization. Just as POS does not always positively correlate with performance, neither does job satisfaction.
Information about assessing POS and downloadable articles are provided below. Journal of Applied Psychology, 98, Results indicated that perceived organizational support and psychological empowerment both positively affected organizational citizenship behavior. Journal of Managerial Psychology, 29,Eisenberger, R.
Below are some relevant articles by my colleagues and myself: A few examples are paying their employees fairly; recognizing their employees for new ideas, exceptional work, etc. Help is available from my organization when I have a problem. Common antecedents[ edit ] The three common antecedents of perceived organizational support are fairness, supervisor support, and organizational rewards and job condition.
The contribution of perceived organizational support. My organization strongly considers my goals and values. The first is organizational commitment. Employees, therefore, take an active interest in the regard with which they are held by their employer.
If a still shorter 8-item version of the scale is needed, another version selected from high loading items from the original SPOS may be used please see the table below. Chen, Z, Eisenberger, R.
Some other consequences of POS include changes in withdrawal behavior, the desire to remain, strains on employees, performance, job related affect, and job related involvement. Socioemotional effects[ edit ] Emotional support is just as important in employee health as it is in non-work related circumstances.
This scale follows the recommendation of Rhoades and Eisenbergerp. Sometimes, extrinsic motivation can mean more to an employee than intrinsic motivation because perceived appreciation has the power to turn a bitter employee into a content employee. Subsequent versions, however, have displayed adequate psychometric properties using 8 or as few as 3 items.abstract title of dissertation: perceived organizational support: linking human resource management practices with important work outcomes wei liu.
PERCEIVED ORGANIZATIONAL SUPPORT 53 Table 1 Statistical In formation for Occupations POS Days absent Periods absent Performance Occupational group N M SD a M SD R M SD R M SD R.
PERCEIVED ORGANIZATIONAL SUPPORT Table 1 Survey of Perceived Organizational Support Statement l.a The organization values my contribution to its well-being. Job attitudes are key drivers of employee behavior. Related yet distinct job attitudes include job satisfaction, work engagement and perceived organizational support.
The Survey of Perceived Organizational Support (SPOS) is a one dimensional measure of the general belief held by an employee that the organization is.
The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.Download