PERCEIVED ORGANIZATIONAL SUPPORT
PERCEIVED ORGANIZATIONAL SUPPORT
复制标题
DOI：
10.1037/0021-9010.75.1.51
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
两项研究报告了员工对被组织重视和关心的感知与以下因素之间的正相关关系：（a）在履行常规工作职责时的积极性，（B）在组织中表达的情感和计算性参与，以及（c）在没有预期的直接奖励或个人认可的情况下代表组织进行的创新。在研究1中，涉及六个职业，知觉支持与工作出勤率和绩效的正相关关系;在研究2中，使用制造小时工和管理人员，知觉支持与情感依恋，绩效结果预期，和建设性的匿名建议，以帮助组织。这些结果有利于扩展和整合的情绪为基础的和计算性的组织承诺理论到社会交换的方法。（PsycInfo数据库记录（c）2016阿帕，保留所有权利）
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,(b) expressed affective and calculative involvements in the organization, and (c) innovation on behalf of the organization in the absence of anticipated direct reward or personal recognition. In Study 1, involving six occupations, positive relationships of perceived support with job attendance and performance were found. In Study 2, using manufacturing hourly employees and managers, perceived support was positively related to affective attachment, performance outcome expectancies, and the constructiveness of anonymous suggestions for helping the organization. These results favor the extension and integration of emotion-based and calculative theories of organizational commitment into a social-exchange approach.(PsycINFO Database Record (c) 2016 APA, all rights reserved)