Perceived organizational support: A review of the literature.
2002/08/01 by Linda Rhoades, Robert Eisenberger · 6,824 citations
Business, Management and Accounting · Health Professions · Psychology · #Affective events theory #Developmental psychology #Feeling #Job Satisfaction and Organizational Behavior #Job attitude #Job performance #Job satisfaction #Obligation #Organizational behavior #Organizational commitment #Perceived organizational support #Psychology #Social psychology #Socioemotional selectivity theory #Workaholism, burnout, and well-being #Workplace Health and Well-being
paper · doi:10.1037/0021-9010.87.4.698
published in Journal of Applied Psychology 87(4), 698-714 (American Psychological Association)
openalex publication_date 2002/08/01 · openalex created_date 2025/10/10 · openalex updated_date 2026/08/05
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.
Citations
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