Reciprocation of perceived organizational support.
Abstract
Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of POS with affective commitment, organizational spontaneity, and in-role performance; and (c) the relationship between POS and felt obligation increased with employees' acceptance of the reciprocity norm as applied to work organizations. Positive mood also mediated the relationships of POS with affective commitment and organizational spontaneity. The pattern of findings is consistent with organizational support theory's assumption that POS strengthens affective commitment and performance by a reciprocation process.
Integrity signals
Registry
Cites
Statistics
Claims the paper makes
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
Perceived organizational support reduces burnout and enhances job satisfaction, thereby supporting teachers' wellbeing.
“Studies underline the critical role of perceived support in supporting teachers’ wellbeing by reducing burnout and enhancing job satisfaction (Eisenberger et al., 2001; Collie et al., 2015).”
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., 2001
Perceived organizational support is positively correlated with teacher wellbeing; teachers perceiving higher organizational support report lower stress, burnout, and job dissatisfaction.
“Extensive research consistently indicates a positive correlation between POS and teacher wellbeing. Teachers perceiving higher organizational support levels report lower stress, burnout, and job dissatisfaction (Eisenberger et al., 2001; Rhoades and Eisenberger, 2002).”
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., 2001
Perceived organizational support is crucial in fostering work engagement among educators.
“The role of POS emerges as crucial in fostering work engagement among educators. A supportive organizational environment enhances teachers’ feelings of value and engagement in their professional roles (Eisenberger et al., 2001; Bakker and Demerouti, 2008; Bakker et al., 2011; Derakhshan et al., 2023).”
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., 2001
Perceived organizational support positively influences teachers' job satisfaction, commitment, and overall wellbeing.
“When educators perceive robust support from their educational institutions, it positively influences their job satisfaction, commitment, and overall wellbeing (Eisenberger et al., 2001; Sudibjo and Manihuruk, 2022).”
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., 2001
Perceived organizational support influences educators' work engagement, fostering a constructive work-related state.
“Perceived organizational support profoundly influences educators’ work engagement, fostering a constructive work-related state (Eisenberger et al., 2001; Xanthopoulou et al., 2009; Sudibjo and Manihuruk, 2022; Journell, 2023).”
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., 2001
Cites
Structural equation modeling in practice: A review and recommended two-step approach
Anderson, J. C., & Gerbing, D. W. (1988) · Psychological Bulletin · doi:10.1037/0033-2909.103.3.411 · Cited by 41,941 · see citing works
Development and validation of brief measures of positive and negative affect: The PANAS scales.
Watson, D., Clark, L. A., & Tellegen, A. (1988) · Journal of Personality and Social Psychology · doi:10.1037/0022-3514.54.6.1063 · Cited by 32,433 · see citing works
The norm of reciprocity: A preliminary statement
Gouldner, A. W. (1960) · American Sociological Review · doi:10.2307/2092623 · Cited by 12,001 · see citing works
A three-component conceptualization of organizational commitment
Meyer, J. P., & Allen, N. J. (1991) · Human Resource Management Review · doi:10.1016/1053-4822(91)90011-z · Cited by 11,049 · see citing works
Perceived organizational support.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986) · Journal of Applied Psychology · doi:10.1037/0021-9010.71.3.500 · Cited by 6,982 · see citing works
Self-citationPsychological Contracts in Organizations: Understanding Written and Unwritten Agreements
Rousseau, D. (1995) · doi:10.4135/9781452231594 · Cited by 3,453 · see citing works
Flagged first, then by citations
Cited by
Sorted by citations
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007) · Journal of Applied Psychology · doi:10.1037/0021-9010.92.4.909 · Cited by 2,606 · see citing works
Emotional intelligence: An integrative meta-analysis and cascading model
Joseph, D. L., & Newman, D. A. (2010) · Journal of Applied Psychology · doi:10.1037/a0017286 · Cited by 1,722 · see citing works
Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination
Liang, J., Farh, C. I. C., & Farh, J.-L. (2012) · Academy of Management Journal · doi:10.5465/amj.2010.0176 · Cited by 1,647 · see citing works
Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T. E., Gonzalez-Morales, M. G., & Steiger-Mueller, M. (2010) · Journal of Applied Psychology · doi:10.1037/a0020858 · Cited by 652 · see citing works
Self-citationThriving at work: A meta‐analysis
Kleine, A., Rudolph, C. W., & Zacher, H. (2019) · Journal of Organizational Behavior · doi:10.1002/job.2375 · Cited by 606 · see citing works
Chamberlin, M., Newton, D. W., & Lepine, J. A. (2017) · Personnel Psychology · doi:10.1111/peps.12185 · Cited by 532 · see citing works
Mulki, J. P., Jaramillo, F., & Locander, W. B. (2006) · Journal of Personal Selling & Sales Management · doi:10.2753/pss0885-3134260102 · Cited by 319 · see citing works
Gillet, N., Gagné, M., Sauvagère, S., & Fouquereau, E. (2013) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2012.665228 · Cited by 295 · see citing works
Leader Self‐Reported Emotional Intelligence and Perceived Employee Creativity: An Exploratory Study
Rego, A., Sousa, F., Pina e Cunha, M., Correia, A., & Saur‐Amaral, I. (2007) · Creativity and Innovation Management · doi:10.1111/j.1467-8691.2007.00435.x · Cited by 218 · see citing works
Suazo, M. M. (2009) · Journal of Managerial Psychology · doi:10.1108/02683940910928856 · Cited by 210 · see citing works
Hill, N. S., Seo, M.-G., Kang, J. H., & Taylor, M. S. (2012) · Organization Science · doi:10.1287/orsc.1110.0662 · Cited by 203 · see citing works
Zhang, S. (2020) · Journal of Business Ethics · doi:10.1007/s10551-018-3966-3 · Cited by 180 · see citing works
Wells, D. L., Moorman, R. H., & Werner, J. M. (2007) · Human Resource Development Quarterly · doi:10.1002/hrdq.1194 · Cited by 117 · see citing works
Basit, A. A. (2017) · The Journal of Psychology · doi:10.1080/00223980.2017.1372350 · Cited by 100 · see citing works
Wang, Y. (2024) · Frontiers in Psychology · doi:10.3389/fpsyg.2023.1345740 · Cited by 104 · see citing works
Supported Supervisors Are More Supportive, but Why? A Multilevel Study of Mechanisms and Outcomes
Frear, K. A., Donsbach, J., Theilgard, N., & Shanock, L. R. (2018) · Journal of Business and Psychology · doi:10.1007/s10869-016-9485-2 · Cited by 53 · see citing works
Soh, M., Zarola, A., Palaiou, K., & Furnham, A. (2016) · Health Psychology Open · doi:10.1177/2055102916628380 · Cited by 48 · see citing works
Sudibjo, N., & Manihuruk, A. M. (2022) · Psychology Research and Behavior Management · doi:10.2147/prbm.s361881 · Cited by 42 · see citing works
Why Am I Willing to Speak Up? The Impact of Spiritual Leadership on Employee Voice Behavior
Yang, X., Meng, Y., Qiu, Y., & Feng, Y. (2019) · Frontiers in Psychology · doi:10.3389/fpsyg.2019.02718 · Cited by 24 · see citing works
Feng, G., Shi, K., Huang, Q., & Ma, J. (2024) · PLOS ONE · doi:10.1371/journal.pone.0310078 · Cited by 6 · see citing works
İçsel pazarlamanın yaratıcı çalışan performansı üzerindeki etkisinde narsist liderliğin rolü
KAYNAK, İ., AKILLIBAŞ, E., & ÇİÇEK, B. (2022) · Business & Management Studies: An International Journal · doi:10.15295/bmij.v10i2.2014 · Cited by 4 · see citing works
- Authors
- Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L.
- Affiliations
- University of Delaware (US)
- Venue
- Journal of Applied Psychology
- Published
- 2001-02
- Volume
- 86
- Issue
- 1
- Pages
- 42-51
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2032427428
- Cited by
- 3,106
- References
- 6
- Citations by year
- 2026: 158 · 2025: 161 · 2024: 203 · 2023: 204 · 2022: 250 · 2021: 205 · 2020: 198 · 2019: 179 · 2018: 185 · 2017: 152 · 2016: 153 · 2015: 168 · 2014: 158 · 2013: 121 · 2012: 116
- FWCI
- 40.15
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Health Sciences › Nursing › Leadership and Management › Healthcare Education and Workforce Issues
- Keywords
- perceived organizational support, reciprocity, affective commitment, employee performance, felt obligation, positive mood, reciprocity norms, postal workers, organizational support theory
- MeSH terms
- Affect, Employment, Humans, Perception, Surveys and Questionnaires, Organizational Culture
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 ›
Are you an author, or do you see a problem with this page? Request a review
