Perceived Organizational Support: How employees view their relationship with the work organization Employee Development Roundtable Robert Eisenberger University of Delaware May 1, 2009

To what extent to you agree with the following statements? My organization: values my contribution to its well ‑ being. really cares about my well ‑ being. fails to appreciate any extra effort from me. cares about my general satisfaction at work. would ignore any complaint from me. takes pride in my accomplishments at work.

Perceived Organizational Support (POS) Employees’ general belief concerning extent to which organization values their contributions and cares about their well-being. Value to employees: Meets socioemotional needs (approval, esteem, emotional support), signals payoff for increased involvement in organization, reduces stress. Value to Management: Increases standard job performance, citizenship behavior, creativity, and loyalty.

First Principles of Application Favorable and favorable treatment of employees 6 times more powerful in influencing POS when perceived to be discretionary. Perceived fairness (e.g., being listened to) has an important influence on POS. Managers and supervisors with high POS convey their enthusiasm to subordinates, increasing the subordinates’ POS.

Present Research Question When employees have positive experiences with their managers and workgroups, what causes them to give credit for those experiences partly to the organization, resulting in POS? Preliminary evidence: The extent to which the managers and workgroups seem to share the organizations values and objectives or have high status in the organization.

More Information Perceived Organizational Support Website: pos.psych.udel.edu Publications: eisenber.psych.udel.edu Research Collaboration: Bob Eisenberger