Antecedents and outcomes of perceived organizational support: a literature survey approach
Antecedents and outcomes of perceived organizational support: a literature survey approach
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DOI：
10.1108/jmd-09-2013-0115
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发表时间：
2015-01-01
影响因子：
3.1
通讯作者：
Nawaz, Muhammad Musarrat
中科院分区：
文献类型：
--
作者：
Ahmed, Ishfaq;Nawaz, Muhammad Musarrat
目的- Riggle等人的（2009）和Rhoades和Eisenberger（2002）文献调查是关于组织支持感前因和结果的最新研究。Riggle等人的工作考虑了组织支持结果的研究（1986-2006），而Rhoades和Eisenberger则研究了前因和后果（1986-2002）。七年来没有就成果开展工作，近12年来没有就发展权的前提开展工作。考虑到差距，本文的目的是调查的前因和结果的POS。设计/方法/途径-总共有170项研究被纳入荟萃分析包含至少一个的前因或结果。Riggle等人纳入了167项研究，而Rhoades和Eisenberger的研究涵盖了1986-2006年期间文献调查研究中的70项研究。这项研究为Riggle等人的工作增加了价值，通过查看2007年1月至2013年9月进行的研究; Rhoades和Eisenberger通过调查2003年1月至2013年9月的POS的前因。研究结果-研究结果显示，POS在很大程度上受到公正，成长机会，主管支持和同事支持的影响。在对结果进行深入研究的同时，很明显，组织支持感对员工敬业度、工作满意度和组织承诺有显著影响;而它对组织公民行为和离职意图的影响是温和的。实践意义-这项研究奋进留下了一个有价值的信息管理作为POS注意到有深远的影响员工的态度和行为在工作中。独创性/价值-本研究通过对最新可用文献（即2003-2013年的前因和2007-2013年的结果）的POS前因和结果进行荟萃分析来增加价值。
Purpose - Riggle et al.'s (2009) and Rhoades and Eisenberger (2002) literature surveys are the latest available studies on antecedents and outcomes of perceived organizational support (POS). Riggle et al. work considered studies on outcomes of organizational support (1986-2006), while Rhoades and Eisenberger worked on both antecedents and consequences (1986-2002). There are seven years since no work has been done on the outcomes and almost 12 years since no work has been done on the antecedents of POS. Considering the gap, the paper aims to investigate the antecedents and outcomes of POS.Design/methodology/approach - In total, 170 studies were included in meta-analysis containing at least one of the antecedent or outcomes. Riggle et al. included 167 studies, while Rhoades and Eisenberger study covered 70 studies in their literature survey studies for the period of 1986-2006. This study adds value to the work of Riggle et al., by looking at the studies conducted from January 2007 to September 2013; and Rhoades and Eisenberger by investigating the antecedents of POS from January 2003 to September 2013.Findings - Findings of the study revealed that POS is largely influenced by justice, growth opportunities, supervisor support, and coworker support. While having a profound look at the outcomes it is evident that POS significantly influence employee engagement, job satisfaction, and organizational commitment; while its impact on organizational citizenship behavior and turnover intentions is moderate.Practical implications - This research endeavor leaves a valuable message for management as POS is noticed to have profound effects on employee attitudes and behaviors at work.Originality/value - This study adds value by offering meta-analysis of the antecedents and outcomes of POS for latest available literature (i.e. 2003-2013 for antecedents and 2007-2013 for outcomes).