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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“…that perceived organizational support, including institutional guarantees, career development opportunities, and interpersonal support, helps maintain a basic level of psychological engagement and buffers resource depletion under pressure (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002).”
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“…as employees’ generalized belief that their organization values their contributions and genuinely cares about their well-being—has emerged as one of the most robust buffering mechanisms within high-strain work environments such as healthcare (Eisenberger et al., 1986; Kurtessis et al., 2017).”
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“Further, it is well-established that HR practices perceived as supportive positively impact employees’ POS (Allen et al., 2003; Eisenberger et al., 1986; Huselid, 1995; Wayne et al., 1997).”
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“According to Eisenberger et al. (1986), this concept concerns the employees’ perception of the company’s support measures, the value placed on their efforts, and the degree of care shown for their well-being and satisfaction (Sanhokwe, 2022), which directly contribute to performance and…”
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“This support-based framing is informed by organizational support theory (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002).”
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“According to organizational support theory (Eisenberger et al., 1986), factors like top management support, work discretion, rewards, time availability and organizational boundaries signal encouragement and trust in the employees, which make them feel empowered in making decisions and executing…”
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“Perceived organizational support research shows that employees who believe their organization values their contributions and cares about their wellbeing are more likely to show commitment, effort, and reciprocal work behavior (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002).”
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“Regarding perceived organizational support, Eisenberger et al. (1986) proposed that “employees develop global beliefs concerning the extent to which the organization values their contributions and cares about their wellbeing” (p. 501 ).”
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“…subsequently contributing to reduced JP. Similarly, POS—defined as employees’ overall perception of how much the organization values their contributions and cares for their well-being (Bilginoğlu and Yozgat, 2018; Eisenberger et al., 1986)— represents a second cognitive pathway linking JS to JP.”
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“Perceived organizational support was measured using a Korean version [25] of the Survey of Perceived Organizational Support developed by Eisenberger et al. [15].”
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“POS, “the extent to which employees perceive that their contributions are valued by their organisation and that the firm cares about their well-being” (Eisenberger et al., 1986), has been linked to job attitudes and behaviors.”
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“Perceived organizational support refers to the recognition of employees’ contributions and the organization’s concern for their welfare [27].”
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“The Perceived Organizational Support Scale was developed by Eisenberger et al. [30] The scale consists of 2 dimensions, affective support and instrumental support, with a total of 13 items.”
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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
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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.
