PERCEIVED ORGANIZATIONAL SUPPORT
PERCEIVED ORGANIZATIONAL SUPPORT
复制标题
DOI：
10.1037/0021-9010.71.3.500
复制
发表时间：
1986-08-01
影响因子：
9.9
通讯作者：
SOWA, D
中科院分区：
文献类型：
--
作者：
EISENBERGER, R;HUNTINGTON, R;SOWA, D
证据表明：(a)组织中的员工对组织重视他们的贡献和关心他们的福祉的程度形成了全球信念；(b)这种感知到的组织支持减少了缺勤；(c)对于交换意识形态较强的员工来说，感知到的组织支持与缺勤之间的关系比交换意识形态较弱的员工更大。这些发现支持了社会交换观点，即员工对组织的承诺受到他们对组织对他们的承诺的感知的强烈影响。感知组织支持被认为增加了员工对组织的情感依恋，以及他或她对实现组织目标的更大努力将得到奖励的期望。这些因素增加工作努力的程度将取决于员工的交换意识形态的强弱，这种意识形态倾向于用工作努力换取物质和象征性的利益。
Evidence is presented that (a) employees in an organization form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being,(b) such perceived organizational support reduces absenteeism, and (c) the relation between perceived organizational support and absenteeism is greater for employees with a strong exchange ideology than those with a weak exchange ideology. These findings support the social exchange view that employees’ commitment to the organization is strongly influenced by their perception of the organization’s commitment to them. Perceived organizational support is assumed to increase the employee’s affective attachment to the organization and his or her expectancy that greater effort toward meeting organizational goals will be rewarded. The extent to which these factors increase work effort would depend on the strength of the employee’s exchange ideology favoring the trade of work effort for material and symbolic benefits.