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Journal ArticleDOI

Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory:

TL;DR: Based on hypotheses involving social exchange, attribution, and self-enhancement, this paper carried out a meta-analytic assessment of OST using results from 558 studies and found that OST was generally successful in its predictions concerning both the antecedents of POS (leadership, employee-organization context, human resource practices, and working conditions) and its consequences (employee orientation toward the organization and work, employee performance, and well-being).
About: This article is published in Journal of Management.The article was published on 2017-07-01. It has received 1138 citations till now. The article focuses on the topics: Perceived organizational support & Organizational commitment.
Citations
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Journal ArticleDOI
TL;DR: Cor conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior and has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress.
Abstract: Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.

1,852 citations

Reference EntryDOI
21 Jan 2015
TL;DR: Perceived organizational support (POS) represents the degree to which employees believe that their organization values their contributions and cares for their wellbeing (Eisenberger et al., 1986) as discussed by the authors.
Abstract: Perceived organizational support (POS) represents the degree to which employees believe that their organization values their contributions and cares for their wellbeing (Eisenberger et al., 1986). It stems from organizational support theory (Blau, 1964), which posits that both parties in the employment relationship engage in various mutual exchanges that give rise to felt obligations. Such exchanges may take the form of rewards or other forms of recognition offered by the organization in return for high levels of employee commitment or performance. These exchanges give rise to performance-reward expectations, which when fulfilled in future exchanges improve the quality of the employment relationship. Various forms of support have been identified including participation in decision making, training and promotion opportunities, and job security. Supervisors are regarded as key agents in delivering the organization's side of the exchange, and offer various forms of discretionary support including mentoring and growth opportunities. POS has been positively associated with outcomes including organizational commitment, job satisfaction, and performance, and negatively associated with outcomes such as absenteeism and turnover intentions. Future research directions include longitudinal assessments of POS, broader exchange relationships (e.g., between coworkers and teams), and potentially negative influences on POS (e.g. work intensification). Keywords: perceived organizational support; perceived supervisor support; organizational support theory

1,489 citations


Cites background from "Perceived Organizational Support: A..."

  • ...Finally, POS is strongly associated with lower intentions to leave and moderately associated with actual turnover (Kurtessis et al., 2017; Rockstuhl et al., 2020; Rubenstein, Eberly, Lee, & Mitchell, 2017)....

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  • ...Leadership that involves respect and concern for employees’ needs and feelings is strongly connected to POS, whereas leadership that involves work-focused emphasis on role expectations, organization, structure, and performance management is less strongly related (Kurtessis et al., 2017)....

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  • ...The availability of flexible work schedules and perceptions of family-supportive organizational practices are moderately associated with POS (Kurtessis et al., 2017)....

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  • ...HR Practices In this category, POS is most strongly connected to perceptions of developmental opportunities and job security (Kurtessis et al., 2017)....

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  • ...POS is modestly connected to higher job performance and moderately associated with fewer citizenship behaviors, especially those that benefit the organization rather other individuals (Kurtessis et al., 2017; Rockstuhl et al., 2020)....

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Journal ArticleDOI
TL;DR: Social exchange theory is one of the most prominent conceptual perspectives in management, as well as related fields like sociology and social psychology as discussed by the authors, however, it lacks sufficient theoretical precision, and thus has limited utility.
Abstract: Social exchange theory is one of the most prominent conceptual perspectives in management, as well as related fields like sociology and social psychology. An important criticism of social exchange theory; however, is that it lacks sufficient theoretical precision, and thus has limited utility. Scholars who apply social exchange theory are able to explain many social phenomena in post hoc manner but are severely limited in their ability to make useful a priori predictions regarding workplace behavior. In this review, we discuss social exchange theory as it exists today and identify four critical issues within the social exchange paradigm that warrant additional consideration. The four concerns, around which we center this review, include the following: (1) overlapping constructs that need to be more clearly distinguished; (2) insufficient appreciation to the positive or negative hedonic value of these various constructs; (3) an assumption of bipolarity, which treats negative constructs (e.g., abuse) as the absence of positive constructs (e.g., support); and, following from the prior three issues, (4) theoretically imprecise behavioral predictions. Given that these problems are inherent in the current unidimensional framework for social exchange theory, we suggest an additional dimension–activity. We explain how conceptualizing social exchange within a two-dimensional space, while giving equal consideration to both hedonic value and activity, creates new opportunities for future research.

758 citations

Journal ArticleDOI
TL;DR: The need to shape an automated future of tourism as a social phenomenon and an economic activity, hence contributes to theory and practice by providing directions for future research in this area is discussed in this paper.

275 citations


Cites background from "Perceived Organizational Support: A..."

  • ...Management theories such as organizational support theory (Kurtessis et al., 2017) will assist in obtaining employees’ support for the adoption of intelligent automation in the workplace....

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  • ..., 2006) • Organizational support theory (Kurtessis et al., 2017) • What are the impacts of intelligent • Service encounter 2....

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Journal ArticleDOI
TL;DR: The results suggest that organizational support may be the most important source of support overall and significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful.
Abstract: The relationship between social support and work-family conflict is well-established, but the notion that different forms, sources, and types of social support as well as contextual factors can alter this relationship has been relatively neglected. To address this limitation, the current study provides the most comprehensive and in-depth examination of the relationship between social support and work-family conflict to date. We conduct a meta-analysis based on 1021 effect sizes and 46 countries to dissect the social support and work-family conflict relationship. Using social support theory as a theoretical framework, we challenge the assumption that social support measures are interchangeable by comparing work/family support relationships with work-family conflict across different support forms (behavior, perceptions), sources (e.g., supervisor, coworker, spouse), types (instrumental, emotional), and national contexts (cultural values, economic factors). National context hypotheses use a strong inferences paradigm in which utility and value congruence theoretical perspectives are pitted against one another. Significant results concerning support source are in line with social support theory, indicating that broad sources of support are more strongly related to work-family conflict than are specific sources of support. In line with utility perspective from social support theory, culture and economic national context significantly moderate some of the relationships between work/family support and work interference with family, indicating that social support is most beneficial in contexts in which it is needed or perceived as useful. The results suggest that organizational support may be the most important source of support overall. (PsycINFO Database Record

260 citations


Cites background from "Perceived Organizational Support: A..."

  • ...In support, a recent meta-analysis suggests supervisor and coworker support share substantial variance with perceived organizational support (corrected meta-analytic r = .60 and .47, respectively; Kurtessis et al., 2016)....

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  • ...Theoretically, support behaviors are thought to shape support perceptions (Barrera, 1986; Kurtessis et al., 2016)....

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  • ...In support, a recent meta-analysis suggests supervisor and coworker support share substantial variance with perceived organizational support (corrected meta-analytic r .60 and .47, respectively; Kurtessis et al., 2016)....

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References
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Journal ArticleDOI
Jacob Cohen1
TL;DR: A convenient, although not comprehensive, presentation of required sample sizes is providedHere the sample sizes necessary for .80 power to detect effects at these levels are tabled for eight standard statistical tests.
Abstract: One possible reason for the continued neglect of statistical power analysis in research in the behavioral sciences is the inaccessibility of or difficulty with the standard material. A convenient, although not comprehensive, presentation of required sample sizes is provided here. Effect-size indexes and conventional values for these are given for operationally defined small, medium, and large effects. The sample sizes necessary for .80 power to detect effects at these levels are tabled for eight standard statistical tests: (a) the difference between independent means, (b) the significance of a product-moment correlation, (c) the difference between independent rs, (d) the sign test, (e) the difference between independent proportions, (f) chi-square tests for goodness of fit and contingency tables, (g) one-way analysis of variance, and (h) the significance of a multiple or multiple partial correlation.

38,291 citations


"Perceived Organizational Support: A..." refers methods in this paper

  • ...To interpret effect size, we use Cohen’s effect size rules of thumb (e.g., Cohen, 1992; cf. Bosco, Aguinis, Singh, Field, & Pierce, in press) that a correlation of .50 is considered strong, .30 is moderate, and .10 is small....

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Book
01 Jan 1974
TL;DR: In this paper, the authors present a detailed theory of psychological stress, building on the concepts of cognitive appraisal and coping, which have become major themes of theory and investigation in psychology.
Abstract: Here is a monumental work that continues in the tradition pioneered by co-author Richard Lazarus in his classic book Psychological Stress and the Coping Process. Dr. Lazarus and his collaborator, Dr. Susan Folkman, present here a detailed theory of psychological stress, building on the concepts of cognitive appraisal and coping which have become major themes of theory and investigation. As an integrative theoretical analysis, this volume pulls together two decades of research and thought on issues in behavioral medicine, emotion, stress management, treatment, and life span development. A selective review of the most pertinent literature is included in each chapter. The total reference listing for the book extends to 60 pages. This work is necessarily multidisciplinary, reflecting the many dimensions of stress-related problems and their situation within a complex social context. While the emphasis is on psychological aspects of stress, the book is oriented towards professionals in various disciplines, as well as advanced students and educated laypersons. The intended audience ranges from psychiatrists, clinical psychologists, nurses, and social workers to sociologists, anthropologists, medical researchers, and physiologists.

37,447 citations


"Perceived Organizational Support: A..." refers background in this paper

  • ...For example, POS may lessen the perceived severity of stressors (Lazarus & Folkman, 1984) by meeting the need for emotional support during stressful times (Armeli et al., 1998), by providing comfort via identification with the organization, or by providing assurance that help will be available when…...

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  • ...Their positive expectations about the future may also reduce threat appraisals that are central to stress processes (Lazarus & Folkman, 1984)....

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Journal ArticleDOI
TL;DR: The notion of complementarity and reciprocity in functional theory is explored in this article, enabling a reanalysis of the concepts of "survival" and "exploitation" and the need to distinguish between complementarity, reciprocity, and the generalized moral norm of reciprocity.
Abstract: The manner in which the concept of reciprocity is implicated in functional theory is explored, enabling a reanalysis of the concepts of "survival" and "exploitation." The need to distinguish between the concepts of complementarity and reciprocity is stressed. Distinctions are also drawn between (1) reciprocity as a pattern of mutually contingent exchange of gratifications, (2) the existential or folk belief in reciprocity, and (3) the generalized moral norm of reciprocity. Reciprocity as a moral norm is analyzed; it is hypothesized that it is one of the universal "principal components" of moral codes. As Westermarck states, "To requite a benefit, or to be grateful to him who bestows it, is probably everywhere, at least under certain circumstances, regarded as a duty. This is a subject which in the present connection calls for special consideration." Ways in which the norm of reciprocity is implicated in the maintenance of stable social systems are examined.

10,277 citations


"Perceived Organizational Support: A..." refers background in this paper

  • ...Gouldner (1960) suggested that the receipt of benefits specific to an individual’s needs would create a greater obligation to reciprocate because such benefits convey a greater concern for the individual’s well-being....

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  • ...…resources, (b) the intent to aid the employee as opposed to accidental help, (c) the extent of the employee’s need at the time the resources were provided, and (d) the extent to which the resources appear to benefit the employee more than the organization (Eisenberger et al., 1986; Gouldner, 1960)....

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  • ...Similarly, providing benefits that employees make use of, and therefore are specific to employee needs (Gouldner, 1960), should increase POS....

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Journal ArticleDOI
TL;DR: A new stress model called the model of conservation of resources is presented, based on the supposition that people strive to retain, project, and build resources and that what is threatening to them is the potential or actual loss of these valued resources.
Abstract: Major perspectives concerning stress are presented with the goal of clarifying the nature of what has proved to be a heuristic but vague construct. Current conceptualizations of stress are challenged as being too phenomenological and ambiguous, and consequently, not given to direct empirical testing. Indeed, it is argued that researchers have tended to avoid the problem of defining stress, choosing to study stress without reference to a clear framework. A new stress model called the model of conservation of resources is presented as an alternative. This resource-oriented model is based on the supposition that people strive to retain, project, and build resources and that what is threatening to them is the potential or actual loss of these valued resources. Implications of the model of conservation of resources for new research directions are discussed.

9,782 citations


"Perceived Organizational Support: A..." refers methods in this paper

  • ...According to resource-based models of work stress, such as conservation-of-resources theory (Hobfoll, 1989) and the job demands– resources model of burnout (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), job distress and burnout result largely from a lack of resources to cope with the demands…...

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  • ...According to resource-based models of work stress, such as conservation-of-resources theory (Hobfoll, 1989) and the job demands– resources model of burnout (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), job distress and burnout result largely from a lack of resources to cope with the demands of work....

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Journal ArticleDOI
TL;DR: In this article, the authors adopt a multidisciplinary view of trust within and between firms, in an effort to synthesize and give insight into a fundamental construct of organizational science, while recognizing that the differing meanings scholars bring to the study of trust also can add value.
Abstract: Our task is to adopt a multidisciplinary view of trust within and between firms, in an effort to synthesize and give insight into a fundamental construct of organizational science. We seek to identify the shared understandings of trust across disciplines, while recognizing that the divergent meanings scholars bring to the study of trust also can add value.

8,886 citations

Trending Questions (1)
What is the type organizational support:?

The paper discusses perceived organizational support (POS), which is a type of organizational support.