scispace - formally typeset
Topic

Perceived organizational support

About: Perceived organizational support is a(n) research topic. Over the lifetime, 2881 publication(s) have been published within this topic receiving 137468 citation(s).
Papers
More filters

Journal ArticleDOI
Abstract: Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.

9,940 citations


Journal ArticleDOI
Abstract: 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

5,564 citations


Journal ArticleDOI
TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.
Abstract: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

5,147 citations


01 Jan 1986-

4,619 citations


Journal ArticleDOI
Abstract: Employees develop exchange relationships both with organizations and immediate superiors, as evidenced by research on perceived organizational support (POS) and leader-member exchange (LMX), respectively. Despite conceptual similarities between these two constructs, theoretical development and research has proceeded independently. In an attempt to integrate these literatures, we developed and tested a model of the antecedents and consequences of POS and LMX, based on social exchange theory. Results indicated that POS and LMX have unique antecedents and are differentially related to outcome variables, providing support for the importance of both types of exchanges.

3,206 citations


Network Information
Related Topics (5)
Organizational commitment

33K papers, 1.5M citations

90% related
Affective events theory

6.1K papers, 438K citations

90% related
Organizational performance

18.4K papers, 658.3K citations

89% related
Work engagement

4.5K papers, 149.4K citations

89% related
Contextual performance

3.4K papers, 204.3K citations

88% related
Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2021257
2020266
2019245
2018226
2017210
2016225

Top Attributes

Show by:

Topic's top 5 most impactful authors

Robert Eisenberger

41 papers, 27K citations

Florence Stinglhamber

34 papers, 4.3K citations

Gaëtane Caesens

10 papers, 235 citations

Osman M. Karatepe

8 papers, 606 citations

Jacqueline A-M. Coyle-Shapiro

8 papers, 939 citations