Perceived organizational support: a review of the literature.

By Linda Rhoades, R. Eisenberger. Journal of Applied Psychology, 2002

7,646 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b6e9be0e81ee13424f7140685a689bd2d85d7d3c

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In General Health Professions

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Citations in the corpus

Trainees' reactions to training: an analysis of the factors affecting overall satisfaction with training (2009, background): “Thus, as suggested by Meyer and Allen (1997) and by Rhoades and Eisenberger (2002), positive training experiences may well have a beneficial impact on a number of important employee attitudes and behaviours including, for example, their level of job motivation, organisational commitment and…”
Positive psychology at work: A conceptual review, state-of-practice assessment, and a look ahead (2013, background): “Rhoades and Eisenberger (2002) further found that enhancing procedural justice can increase POS.”
Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees' responses to adverse conditions in the workplace (2007, background): “…that when role conflict is experienced as consequential to incoherent organizational policies and practices that are controllable by the organization, it will reduce perceived organizational support and the feeling of being neglected by the organization may develop (Rhoades & Eisenberger, 2002).”
The Relationships between Perceived Organizational Support, Felt Obligation, Affective Organizational Commitment and Turnover Intention of Academics working with Private Higher Educational Institutions in Malaysia (2009, background): “…et al., Perceived Organizational Support(POS) Affective Organizational Commitment Felt Obligation Turnover Intention 1986; Eisenberger et al., 2001; Rhoades & Eisenberger, 2002) and specifically in the aspect of the norm of reciprocity (Gouldner, 1960) in the employer-employee relationship, by…”
The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “POS refers to how an employee perceives the degree to which their organization values their contribution to the workplace and cares about their wellbeing (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002).”
Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy (2007, background): “Indeed, during times of crisis, POS may be particularly potent in terms of maintaining or increasing organizational and individual outcomes ( Rhoades and Eisenberger, 2002”
The Relative Importance of Correlates of Organizational Citizenship Behavior and Counterproductive Work Behavior Using Multiple Sources of Data (2007, background): “A meta-analysis showed that POS relates to OCB, with mean weight of r = .20 (k = 16; Rhoades & Eisenberger, 2002).”
DO ORGANIZATIONAL SOCIALIZATION TACTICS INFLUENCE NEWCOMER EMBEDDEDNESS AND TURNOVER (2004, background): “Future research may need to address the role of the organization in providing social support to newcomers during socialization (e.g., perceived organizational support; Rhoades & Eisenberger, 2002).”
Confounded by Competencies? An Evaluation of the Evolution and Use of Competency Models (2005, background): “Rhoades and Eisenberger (2002) found fairness to be the most important factor in POS, followed by supervisor support.”
Support, trust, satisfaction, intent to leave and citizenship at organizational level (2010, background): “But, Rhoades and Eisenberger (2002) emphasize that an important condition is required for an Figure 1.”
The moderating role of perceived organizational support on the relationship between emotional labor and job-related outcomes (2015, background): “In other words, organizations should increase employees’ perceptions of the amount of support they receive from the organization, perhaps through policies that improve rewards, job conditions or perceptions of fairness (Rhoades and Eisenberger, 2002).”