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

@article{Kurtessis2017PerceivedOS,
  title={Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory},
  author={James N. Kurtessis and Robert Eisenberger and Michael Thomas Ford and Louis C. Buffardi and Kathleen A. Stewart and Cory Adis},
  journal={Journal of Management},
  year={2017},
  volume={43},
  pages={1854 - 1884}
}
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS). Based on hypotheses involving social exchange, attribution, and self-enhancement, we carried out a meta-analytic assessment of OST using results from 558 studies. OST was generally successful in its predictions concerning both the antecedents of POS… 

Tables from this paper

Perceived Organizational Support in the Face of Algorithmic Management: A Conceptual Model

Organizational support theory proposes that employees develop global beliefs concerning the degree to which an organization values their contributions and cares about their well-being. These beliefs,

Employee Status and the Consequences of Perceived Organizational Support

Incorporating organizational support and status theory, this study examines whether employees’ status moderates both the relationship between perceived organizational support (POS) and affective

Social comparisons and organizational support: Implications for commitment and retention

Organizational support theory (OST) suggests that employees develop a general perception of the extent to which the organization values their contributions and cares about their well-being (perceived

Perceived organizational support as social validation: Concept clarity and content validation

Perceived organizational support (POS) is an important construct in organizational science that describes employees’ degree of perceived support from their organization. However, in the academic

Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence

Summary Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well-being, has been found to be the work

Perceived organizational support: the interactive role of coworkers’ perceptions and employees’ voice

Purpose The purpose of this paper is to investigate whether a focal employee’s perception of organizational support (POS) is shaped by the social context or, more specifically, by his/her coworkers’

Why should errors be tolerated? Perceived organizational support, organization-based self-esteem and psychological well-being

On the basis of conservation of resources theory, the purpose of this paper is to propose a framework linking an organizational factor, organizational error tolerance, with employees’ psychological

Perceived Organizational Support and Proactive Innovation Behavior: The Mediating Role of Basic Psychological Needs

Drawing upon self-determination theory, this study aimed to explore the mechanisms underlying the impact of perceived organizational support on proactive innovation behavior and reveal the serial

The impact of organizational support on employee performance

Building on organizational support theory and social exchange theory, the purpose of this paper is to study the impact of organizational support on employee performance (EP) in the context of

Why perceived organizational and supervisory family support is important for organizations? Evidence from the field

AbstractThe relationship between perceived organizational support and its work-outcomes were usually based on social exchange theories. By keeping the social exchange framework in mind, this study
...

References

SHOWING 1-10 OF 82 REFERENCES

Perceived organizational support: a review of the literature.

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

Perceived organizational support and psychological contracts: a theoretical integration

Summary Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they

Reciprocation of perceived organizational support.

Investigating reciprocation's role in the relationships of perceived organizational support with employees' affective organizational commitment and job performance found that POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives.

Advancing Organizational Support Theory into the Twenty-First Century World of Work

PurposeThis review focuses and aids the development of organizational support theory, which explains relationships between employers and employees based on social exchange. Many studies have explored

Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective

Employees develop exchange relationships both with organizations and immediate superiors, as evidenced by research on perceived organizational support (POS) and leader-member exchange (LMX),

Perceived Organizational Support: Fostering Enthusiastic and Productive Employees

Today's constantly changing work environment is fraught with job uncertainty, frequent mergers and acquisitions, and a general breakdown of trust between employer and employee. More than ever, it is

Perceived Organizational Support and Employee Diligence, Commitment, and Innovation

Two studies report a positive relationship of employees' perception of being valued and cared about by the organization with (a) conscientiousness in carrying out conventional job responsibilities,

Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice

On the basis of theoretical research, this paper constructs the relationship model of perceived organizational support, organizational identification, employee engagement and organizational justice.

Perceived organizational support, discretionary treatment, and job satisfaction.

The favorableness of high-discretion job conditions was found to be much more closely associated with POS than was the favorablness of low-discrete job conditions, and no relationship was found between job conditions and satisfaction.
...