The DOI matches its Crossref record; 35 of the 35 references it cites were found in a registry or an index.
Perceived organizational support.
Abstract
Deux etudes mettent a l'epreuve plusieurs hypotheses concernant la coherence des croyances des employes dans l'implication de l'organisation a son egard et le role d'un tel soutien organisationnel ainsi que de l'ideologie d'echange sur l'absenteisme
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“We reason that organizations characterized by respect for people would be rated by employees as being high in perceived organizational support (Eisenberger, Huntington, Hutchison, & Sowa, 1986), indicating a flow of resources.”
From Servant Leadership: A systematic review and call for future research (2019) · cites this paper as Eisenberger, Huntington, Hutchison, & Sowa, 1986
In the citing paper
“For example, high flexibility in recruitment and reward policies may lead the organization to broaden the scope of employees' contributions perceived as valuable and rewarded accordingly (we may call it 'organizational sensitivity,' addressed in past research as 'perceived organizational support' [POS]; e.g., Eisenberger et al., 1986).”
From The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018) · cites this paper as Eisenberger et al., 1986
In the citing paper
“Rooted in social exchange theory, this hypothesis suggests that employees reciprocate supportive actions with increased commitment and wellbeing (Eisenberger et al., 1986).”
From Exploring the impact of workload, organizational support, and work engagement on teachers' psychological wellbeing: a structural equation modeling approach (2024) · cites this paper as Eisenberger et al., 1986
In the citing paper
“postulating that perceived organizational support generates increased commitment and wellbeing among employees (Eisenberger et al., 1986).”
From Exploring the impact of workload, organizational support, and work engagement on teachers' psychological wellbeing: a structural equation modeling approach (2024) · cites this paper as Eisenberger et al., 1986
In the citing paper
“Cronbach's alpha coefficient of 0.90 has been reported for the SPOS.The reliability for the SPOS subscales was 0.97 (Eisenberger et al. 1986).”
From Conflict management style, supportive work environments and the experience of work stress in emergency nurses (2016) · cites this paper as Eisenberger et al. 1986
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“Organizational support represents the belief system employees have “con-cerning the extent to which the organization values their contributions and cares about their well-being” (Eisenberger et al., 1986, p. 501).”
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“It reflects employees' perceptions and evaluations of the extent to which the organization is concerned about their interests (Ahmed et al. 2015; Eisenberger et al. 1986).”
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“It is a central insight of organizational support theory conferred by Eisenberger et al. ( 1986 ).”
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“POS refers to employees’ subjective perception of being respected, recognized, and cared for by their organization (Akar and Ustuner, 2019; Eisenberger et al., 1986).”
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“Consistent with OST ( Eisenberger et al., 1986), employees who perceive strong organizational support experience higher levels of autonomy, competence, and relatedness when leaders engage in autonomy-supportive behaviors.”
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Metadata
- Authors
- Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D.
- Affiliations
- University of Delaware (US)
- ORCID
- Eisenberger, Robert
- Venue
- Journal of Applied Psychology
- Published
- 1986-08
- Volume
- 71
- Issue
- 3
- Pages
- 500-507
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2038984978
- Semantic Scholar
- 38cc29a297ad2337c4054c5def24b35e4aa004e8
- Cited by
- 10,023
- References
- 35
- Citations by year
- 2026: 1443 · 2025: 978 · 2024: 797 · 2023: 757 · 2022: 701 · 2021: 648 · 2020: 587 · 2019: 435 · 2018: 469 · 2017: 352 · 2016: 334 · 2015: 364 · 2014: 345 · 2013: 285 · 2012: 270
- FWCI
- 6.14
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Health Sciences › Medicine › Public Health, Environmental and Occupational Health › Workplace Health and Well-being
- Keywords
- perceived organizational support, employee beliefs, organizational commitment, exchange ideology, absenteeism
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
