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Organizational support theory (OST: Eisenberger, Huntington, Hutchinson, & Sowa, 1986) holds that in order to meet socio-emotional needs and to assess the benefits of increased work effort, employees form a general perception concerning the extent to which the organization values their contributions and cares about their well-being.
http://classweb.uh.edu/eisenberger/perceived-organizational-support/
Research on perceived organizational support (POS) began with the observation that if managers are concerned with their employees’ commitment to the organization, employees are focused on the organization’s commitment to them (Eisenberger, Huntington, Hutchinson, & Sowa, 1986Organizational support theory (OST: Eisenberger, Huntington ...
http://classweb.uh.edu/eisenberger/wp-content/uploads/sites/21/2015/04/Kurtessis-2015.pdf
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS). Based on hypotheses involving social
https://journals.sagepub.com/doi/abs/10.1177/0149206315575554
Mar 12, 2015 · Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being (perceived organizational support, or POS).Cited by: 638
https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/SHRM-SIOP%20Perceived%20Organizational%20Support.pdf
According to organizational support theory, employees value POS partly because it meets their needs for approval, esteem and affiliation, plus provides comfort during times of stress.
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