2017/05/08 by Kenneth J. Harris, K. Michele Kacmar
Business, Management and Accounting · Health Professions · Psychology · #Job Satisfaction and Organizational Behavior #Workaholism, burnout, and well-being #Workplace Health and Well-being
paper · doi:10.1080/00224545.2017.1324394
openalex publication_date 2017/05/08 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/28
A wide range of research has accumulated detailing the positive associations of perceived organizational support (POS) with desirable workplace outcomes (e.g., high performance, high commitment, low deviance). In the process, there has been an implicit assumption that these relationships are linear, with ever-increasing POS resulting in ever-increasing positive outcomes. However, there are theoretical and practical reasons to question whether these relationships may be nonlinear rather than linear. Our results offer support for the notion that the relationships between POS and key individual outcomes rated by the supervisor may best be represented as nonlinear. We conclude by highlighting the implications for both theory and practice.