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.
Keywords
Socioemotional selectivity theoryPsychologyPerceived organizational supportOrganizational commitmentSocial psychologyJob satisfactionObligationAffective events theoryFeelingJob performanceOrganizational behaviorJob attitudeDevelopmental psychology
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Publication Info
- Year
- 2002
- Type
- review
- Volume
- 87
- Issue
- 4
- Pages
- 698-714
- Citations
- 6447
- Access
- Closed
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Cite This
Linda Rhoades,
Robert Eisenberger
(2002).
Perceived organizational support: A review of the literature..
Journal of Applied Psychology
, 87
(4)
, 698-714.
https://doi.org/10.1037/0021-9010.87.4.698
Identifiers
- DOI
- 10.1037/0021-9010.87.4.698