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Reciprocation of perceived organizational support
R Eisenberger1, S Armeli, B Rexwinkel
1Department of Psychology, University of Delaware, Newark 19716, USA. eisenber@udel.edu
The Journal of Applied Psychology
|April 17, 2001
Summary
Perceived organizational support (POS) fosters employee commitment and performance through a reciprocation process, where employees feel obligated to help the organization. This relationship is strengthened by the acceptance of reciprocity norms.
Area of Science:
- Organizational Psychology
- Human Resource Management
Background:
- Perceived organizational support (POS) is crucial for employee attitudes and behaviors.
- Understanding the mechanisms linking POS to commitment and performance is vital for organizational success.
Purpose of the Study:
- To investigate the mediating role of reciprocation in the relationship between POS and employee outcomes.
- To examine how the reciprocity norm influences the POS-felt obligation connection.
Main Methods:
- Survey of 413 postal employees.
- Statistical analysis to test mediation and moderation effects.
Main Results:
- POS positively correlated with employees' felt obligation and positive mood.
- Felt obligation and positive mood mediated the effects of POS on affective commitment, organizational spontaneity, and in-role performance.
- The POS-felt obligation link was stronger with higher acceptance of the reciprocity norm.
Conclusions:
- Reciprocation, driven by felt obligation and positive mood, is a key mechanism through which POS enhances employee commitment and performance.
- Organizational support theory's assumptions are supported by these findings.
- Cultivating a norm of reciprocity can amplify the benefits of organizational support.
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